This study examines the impact of Human Resource Information System (HRIS) functions on the performance of public institutions, specifically the Zambia Air Force (ZAF). The research aims to assess the effects of HRIS personnel records management, payroll management, and employee relocation management on ZAF’s performance. A mixed methods approach was used, with structured questionnaires administered to 105 ZAF employees and in-depth interviews conducted with key informants. The study employed a descriptive research design to explore the relationships between HRIS functions and organisational performance metrics within ZAF. Stratified random sampling was used to ensure representation across different ranks and departments within ZAF. Key informants like IT and HR heads were purposively selected to provide expert insights into the implementation and impacts of HRIS functions within ZAF. The findings reveal that while HRIS enhances administrative efficiencies, these benefits do not translate into statistically significant improvements in broader organisational performance metrics at the conventional 0.05 significance level. The regression analysis indicates a moderate relationship between HRIS functions and ZAF’s performance, with HRIS explaining approximately 49% of the observed variability. The study emphasises the intricate dynamics involved in evaluating HRIS impacts within military contexts, where factors such as security protocols, operational hierarchies/needs, and specialised performance criteria significantly influence outcomes. Recommendations include enhancing HRIS integration with ZAF’s strategic objectives, investing in comprehensive user training, adopting a proactive approach to continuous system evaluation and improvement, prioritising data accuracy and security, and strategic planning for future technological integration to ensure HRIS remains adaptive and responsive to evolving organisational needs and challenges.
References
[1]
Abdulah, M. A., Hakim, A. R., Abdullah, M. S., & Jaffar, Z. (2013a). Acceptance of Computerised Payroll Systems by Small and Medium Enterprise Managers. International Journal of Business and Social Science, 4, 176-182.
[2]
Abdulah, S., Saeed, H., & Akbar, M. (2013b). User Acceptance of Information Technology: A Comparison of Two Theoretical Models. Journal of Management Information Systems, 29, 163-192.
[3]
Altarawneh, I. (2019). Perceived Merits and Problems during the Examination into the Implementation of HRIS in Jordanian Universities. Journal of Human Resource Management, 7, 35-42.
[4]
Ashraf, G., & Kadir, S. B. A. (2012). A Review on the Models of Organizational Effectiveness: A Look at Cameron’s Model in Higher Education. International Education Studies, 5, 80-87. https://doi.org/10.5539/ies.v5n2p80
[5]
Atika, S. (2017). Factors Influencing the Effectiveness of HRIS at National Cereals and Produce Board in Kenya. International Journal of Economics, Commerce, and Management, 5, 111-123.
[6]
Atsanga, M. K. (2013). Perception of the Effectiveness of HRIS among Branch Managers in Kenya Commercial Bank Ltd. Journal of Human Resource Management, 5, 67-77.
[7]
Becker, G. S. (1994). Human Capital: A Theoretical and Empirical Analysis with Special Reference to Education (3rd ed.). University of Chicago Press. https://doi.org/10.7208/chicago/9780226041223.001.0001
[8]
Cohn, E., & Addison, J. T. (1998). The Economic Returns to Lifelong Learning in OECD Countries. Education Economics, 6, 253-307. https://doi.org/10.1080/09645299800000021
[9]
Davis, F. D. (1989). Perceived Usefulness, Perceived Ease of Use, and User Acceptance of Information Technology. MIS Quarterly, 13, 319-340. https://doi.org/10.2307/249008
[10]
DeVries, S., Mgabhi, M., & Swai, D. (2016). Evaluation of HRMIS at the Ministry of Health and Social Work in Swaziland. African Journal of Public Health, 3, 229-242.
[11]
Eide, E. R., & Showalter, M. H. (2010). Human Capital: Theory and Applications. In D. J. Brewer, & P. J. McEwan (Eds.), Economics of Education (pp. 27-32). Academic Press.
[12]
Hanushek, E. A., & Wosmann, L. (2010). The High Cost of Low Educational Performance: The Long-Run Economic Impact of Improving PISA Outcomes. OECD Publishing.
[13]
Hatib, L. (2020). Effective Human Resource Management through the Application of HRIS. Journal of Business and Management, 6, 212-224.
[14]
Hussain, M., Wallace, J., & Cornelius, N. (2017). The Use and Impact of HRIS on HRM Professionals. Journal of Information Technology and Management, 15, 3-16.
[15]
Khashman, A. (2016). The Link between HRMIS and Performance of Organisations in Amman, Jordan. Journal of Human Resource Management, 8, 44-59.
[16]
Khrais, L. (2021). Impact of Human Resource Information Systems (HRIS) on Mnufac-turing Firms in the Middle East. Middle East Journal of Business, 6, 98-112.
[17]
Kumar, R. (2018). Impact of HRIS on Efficiency within Organisations. Journal of Management Research, 7, 34-49.
[18]
Kyama, M. (2010). Implementation of Human Resource Management Information Systems at the Ministry of Gender and Community Development in Malawi. Journal of Public Administration, 10, 55-67.
[19]
Mbugua, S. (2019). Role of HRIS in Organisational Effectiveness in the Banking Sector in Kenya. International Journal of Human Resource Studies, 9, 12-29.
[20]
Midiwo, D. K. (2016). Impact of HRMIS on Performance in Kenyan Public Universities. Journal of Human Resource and Sustainability Studies, 4, 19-32.
[21]
Nyathi, S. (2022). Realising Employee and Organisational Performance Gains through e-HRM in Developing Countries. African Journal of Business Management, 16, 120-135.
[22]
Palladan, A., & Palladan, S. (2018). The Influence of Computerisation of Payroll on Productivity. Journal of Organisational Studies and Innovation, 5, 41-54.
[23]
Price, J. L. (1968). Organizational Effectiveness: An Inventory of Propositions. Irwin.
[24]
Rajasekar, J., & Khan, S. A. (2013). Training and Development Function in Omani Public Sector Organizations: A Critical Evaluation. Journal of Applied Business and Economics, 14, 37-52.
[25]
Ramezan, M. (2018). Effectiveness of Information Systems in the National Iranian Oil Company. International Journal of Information Systems, 12, 25-40.
[26]
Rao, M. (2017). HRIS Effectiveness at Greaves Cotton Limited. Journal of Human Re-source Management, 5, 78-89.
[27]
Robbins, S. P., Judge, T. A., & Campbell, T. T. (2003). Organizational Behavior. Pearson Education.
[28]
Sam, F., Lim, H. C., & Jamil, M. (2012). E-Payroll Systems in SMEs in Melaka, Malaysia. International Journal of Business and Social Science, 3, 112-119.
[29]
Suh, K. S., & Han, I. (2003). The Impact of Customer Trust and Perception of Security Control on the Acceptance of Electronic Commerce. International Journal of Electronic Commerce, 7, 135-161.
[30]
Venkatesh, V., & Bala, H. (2008). Technology Acceptance Model 3 and a Research Agenda on Interventions. Decision Sciences, 39, 273-315. https://doi.org/10.1111/j.1540-5915.2008.00192.x
