| Abstract: | The purpose of the study was t0 explore the practices and contributions of HRIS to HR division through HRIS recruitment, training and development, performance management, compensation and employee administration subsystems and pinpoint the Challenges associated with its implementation as perceived by senior HR executives in selected public sector organizations in Addis Ababa. A structured questionnaire was designed, pre-tested, modified, and used to capture data on HRIS from senior HR executives in organizations. The questionnaire was pilot tested by consulting HRIS expert, HR managers and academician. Based on the feedback from the pilot-test, the questionnaire was modified and self distributed to the respondents. Cross-sectional study and quantitative and qualitative techniques were selected as research methods. Non probability purposive sampling was used during the selection of the sample. Feedbacks received from 65 participants were analyzed and the overall response rate was 67.7 percent. The SPSS computer package was used to analyze the collected data. The assessment of the research revealed that the HRIS systems had improved the various functionalities of HR division in the organizations, helped in storing voluminous data about their employees, eased the access and dissemination of information, and the information generated intern increased the coordination between the HR department and administration and facilitated the decision making processes. From the result, several challenges were also pointed out among which included lack of funding to acquire, update, and maintain critical HRIS, lack of expertise in IT to operate the HRIS because of the weakness of the organizations to train, educate and develop the HRIS staff and insufficient financial support which result in poor HRIS implementation process. The research findings suggest that organizations should have to revise their current HR and HRIS policies and procedures to promote effective HRIS practices and to achieve excellent organizational performance. In addition, HRIS needs to offer more intelligent capabilities & features in order to increase the effectiveness of HR divisions, and HR executives should be enriched with more training and development to increase their awareness and usage of various HRIS subsystems. Finally the findings of the research would give valuable insights about the practices of HRIS in the organizations. Further research should address into exploring the roles of HRIS in transforming the functions of HR and in facilitating decision making process among more public & private sector by overcoming challenges mentioned in the study. |
