Challenges and barriers to effective implementation of electronic human resource information systems and their impact on human resource performance in local government authorities in Tanzania

Abstract

Electronic Human Resource Information Systems (e-HRIS) have turned out to be a decisive factor in the performance of organisations, both in the government and businesses, due to their successful execution. The Local Government Authorities (LGAs) in Tanzania, which are mandated to provide basic services to the people, experience systematic HR inefficiencies, which make the delivery of services difficult. It is qualitative research that explores the issues that influence the adoption of e-HRIS in the LGAs of Tanzania and how these influence the HR performance. The research was based on the Resource-Based View (RBV) and the Human Capital Theory (HCT), where a documentary review and thematic examination of the secondary sources, such as government reports, scholarly articles, and policy documents, were used. Specifically, a case study design was employed, enabling in-depth exploration through the said multiple data sources—within bounded organisational contexts. Results indicate that organisational obstacles such as resistance to change, managerial support and lack of training hurt HRIS adoption. Technical and infrastructural issues such as unstable internet connectivity, poor integration of ICT infrastructure and system integration are additional challenges towards successful utilisation. These obstacles lower the HR performance by undermining efficiency, accuracy of data, and evidence-based HR practices like e-training, e-payroll and e-performance management. The research pinpoints possible interventions such as capacity-building, policy alignment with national ICT strategies, and investment in digital infrastructure. The article adds to the digital transformation literature by showing how technological change and organisational processes are interdependent in the resource-constrained environment and offers tangible steps that can be used to improve the effectiveness of HRIS and the following HR performance in LGAs. The paper suggests ongoing capacity-building, quarterly HRIS assessments, 24/7 payroll, biometric validation, integration of modules, rural ICT development and sustainable budgets, and realistic directions towards enhancing accountability, efficiencies and services to clients.