Adoption and Use of Electronic Human Resources Management Systems for Service Delivery in Tanzania: A Case to Tanzania Airports Authority

Hasbon Lameck Mollel; Mary Mohamed Rutenge

doi:10.51867/ajernet.5.4.50

Authors

Hasbon Lameck Mollel
hasbornlameck@gmail.com
Mzumbe University Dar es Salaam Campus College, Tanzania https://orcid.org/0009-0001-0906-185X
Mary Mohamed Rutenge Mzumbe University Dar es Salaam Campus College, Tanzania https://orcid.org/0000-0002-5649-7496

Keywords:

Electronic Human Resources Management (e-HRM), HR Service Delivery, Human Resource Management

Abstract

This articles explores the adoption and utilization of Electronic Human Resources Management Systems (e-HRMS) for service delivery at the Tanzania Airports Authority (TAA). General objective was to assess the adoption and use of electronic human resource management systems for HR service delivery at Tanzania Airports Authority. The specific objectives of the study were to examine the practice of eHRMS adopted to support service delivery in the Tanzania Airports Authority, to examine the effort made by the government to enhance the usage and adoption eHRMS in service delivery at Tanzania Airports Authority and to identify the challenges in using e-HRMS in service delivery in Tanzania. The study utilized the Technology Acceptance Model (TAM) to understand user acceptance behaviour and the Diffusion of Innovations Theory to explore how e-HRMS spreads within the organization. Research adopted an explanatory research design and population of study was 60 staff. Data was collected through questionnaires from a purposively selected sample of 52 staff with qualitative data from interviews conducted with HR and IT officers. Quantitative data was analysed using descriptive analysis, while thematic analysis was applied to qualitative data. Findings reveal that TAA has implemented various e-HRMS practices, including digital storage of employee data, automated payroll systems, and streamlined recruitment and onboarding processes. Government support has been instrumental in these efforts through policy implementation, financial support and infrastructure development. However, several challenges hinder the full potential of e-HRMS at TAA, such as limited access to technology, unreliable power supply, skills gaps, resistance to change, and cost considerations. The study concludes that e-HRMS has significantly improved HR service delivery at TAA. Nonetheless, continuous efforts are necessary to address existing challenges. Enhancing technological infrastructure, providing comprehensive training, and implementing effective change management strategies are crucial for optimizing the benefits of e-HRMS. The articles recommends that TAA invest in reliable internet connectivity and IT hardware, provide ongoing training for employees, and develop robust change management plans.

Dimensions

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