The Influence of Organizational Factors on Human Resource Information System Effectiveness In The Tanzanian Local Government Authorities

Advancement in information and communication technology has greatly changed the way human resources departments function. The introduction of human resources information system has improved the quality of information to the extent that information has become more complete, accuracy and up-to-date. Organization factors, specifically establishment of information technology infrastructure and employing IT experts highly impact the effectiveness of human resources information system. The study examined the influence of organization factors on the effectiveness of human resources in Tanzania Local Government Authorities (LGAs). The study covered 37 LGAs in six regions; Mwanza, Arusha, Dodoma, Morogoro, Iringa, and Kagera. Primary data were collected through administration of 201 questionnaires to Human Resource Officers (HROs) and interviews with 8 key informants. Secondary data were mainly collected through documentary review. Data were analysed using both descriptive and inferential statistics. The study employed the ordered logistic regression model to assess the influence of organizational factors on the effectiveness of HRIS in LGAs in terms of information timeliness, completeness, and accuracy. Based on the results, it was found that organizational factors have significant influence on HRIS effectiveness in terms of timeliness, completeness, and accuracy of information. These organisational factors include but not limited to IT infrastructures, rate of support to HR in terms of training, and maintenance of the system. The implication of the study is that when top management supports HR departments, it augments the effectiveness of HRIS in LGAs. Hence, LGAs should provide financial and psychological resources needed to produce reliable information for informed decision-making.