EFFECT OF HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM PRACTICES ON EMPLOYEE PERFORMANCE IN THE CIVIL SERVICE OF KENYA: MODERATING ROLE OF TOP LEVEL MANAGEMENT SUPPORT

Abstract

HR function is bedeviled with a myriad of challenges including a mundane system, low performance, resistance to change and aging workforce that is largely unresponsive to the needs of the customers. For that reason, there is a growing number of reforms initiatives geared towards revamping the operation including HRMIS. Therefore, the study sought to establish the effect of human resource information system on employee performance in the civil service of Kenya as moderated by top level management support. To address this objective, the study examined the effect of HRMIS design, integration, operation and planning on employee performance in the civil service in Kenya. Furthermore, the study investigated the moderating role of top-level management support on the relationship between HRMIS design, integration, operation and planning on employee performance in the civil service in Kenya. The theories that informed this study were Resource-Based Theory, Contingency theories, Human Capital Theory, Diffusion of Innovation Theory and the updated De Lone and McLean information system success model (modified). This study methodology used was a descriptive research design and a positivist research philosophy. Target population of the study was 1384 personnel assigned to human resource management (HRM) departments in various National Government Ministries. Out of the targeted population, a sample size of 549 respondents was obtained. Primary data was collected using questionnaires. The gathered data was analyzed using descriptive and inferential statistics with the help of SPSS program and presented inform of percentages and frequency tables. In order to test for the nature of relationships between variables, regression analysis was carried out. The study findings revealed that the design, integration, operation and planning of the human resource technology significantly influence employee performance in the civil service of Kenya. Furthermore, it was observed that top level management support significantly moderated the relationship between Human Resource Information Systems and performance of employees in the Civil Service sector of Kenya. Therefore, the study recommended that HRMIS utilization should be optimized to improve employee performance in the civil service. Further, top level management should enhance coordination effort among the employees, provide work instruments, recognize their contributions and create a sense of involvement.