Adoption and Implementation of Integrated Personnel and Payroll Database in Kenya Government Ministries
Abstract
The purpose of this study is to establish drivers for adoption and factors affecting
implementation of Integrated Payroll and Payroll Database (IPPD) in Kenya Government
Ministries. This was necessitated by the fact that use of IPPD in the public service is undergoing
challenges especially providing accurate data for human resource and payroll management. The
Government is currently grappling with issues of huge public sector wage bill, ghost workers and
public officers who are appointed but to not report to their work stations. IPPD is seen as the
system to provide reliable information on public service numbers, wages and allowances,
capacity gaps and guide in development of a comprehensive pay reform strategy for the public
service. The study was based on the several theories including Technology Acceptance Theory
and descriptive survey research design was employed. The study focused on 19 central
Government Ministries. Questionnaires and interview schedules were used to collect primary
data. The respondents were Directors of Human Resource Management who supervise
implementation of IPPD. Data was analyzed using descriptive statistics, regression and
correlation. The study findings established that the key drivers contributing to IPPD
implementation are elimination of manual operations, availability of accurate and reliable data,
information demanded from the system by other Government departments and supportive top
management. The findings also revealed that the implementation of IPPD is not affected by
drivers identified in Kenya ICT master plan whose foundation is infrastructure, human capital
development and infrastructure for information sharing. However, there is need to support
implementation of the IPPD through provision of necessary infrastructure to ensure the system is
decentralized and available to Human Resource Officers in the Ministries. The study concluded
that IPPD has led to improvement in reporting but implementation of all modules is necessary
instead of focusing only on employee data and payroll. Further work should be carried out on
effect of IPPD in Human Resources and Payroll Management.
Publisher
University of Nairobi