Abstract:
Service Delivery is one of the key functions of any organization that is involved in
Human Resource Management activities. This is clearly illustrated by the numerous
strategies that organisations are putting in place in order to satisfy demands of their
customers. One such strategy that has gained popularity in many organisations is the
entry of Human Resource Information Systems. Even though most of these strategies
have propelled organisations in fulfilling their objectives, little information exists on
HRIS in Kenya. This study therefore examined the effects of HRIS on Service Delivery
in Kenyan Public and Private Universities. The study objectives were to: examine the
HRIS used in the Universities; assess the effects of HRIS on Service Delivery; establish
the challenges associated with the usage of HRIS and explore appropriate strategies for
sustained usage of HRIS on Service Delivery. The study used sequential explanatory
Research Design. The targeted population was drawn from Departments of Human
Resource, ICT and Finance from the two Universities totaling to 88 employees. These
three departments were purposively selected since they are involved with HR matters.
Since the target population was small the entire population selected using census
technique. Questionnaires and interview schedule developed by the researcher were used
as data collection instruments and techniques respectively. Collected data was subjected
to SPSS computer package and then analyzed descriptively and presented in terms of
tables, charts and graphs. Arising from research findings from the two institutions, HRIS
was found to be commonly used for payroll and record management. The findings
revealed that there were a number of benefits associated with adoption of HRIS which
included easy access of staff information, improved data management, and improved data
input process among others. It was also noted that application of HRIS was hampered by
numerous challenges although with appropriate strategies these could be mitigated upon.
Despite the investment of HRIS in the surveyed universities, there is tremendous amount
of unrealized HRIS potential in services delivery. Therefore, there is need to diversify the
use of HRIS in the universities. This will enable the Universities to efficiently and
effectively run Human Resource Management matters.
