Abstract

The research was an assessment on the uptake level of a fully integrated HRIS at Midlands State University in Zimbabwe. The research was aimed at assessing at if the university human resource department has adopted a fully integrated HRIS, the challenges being faced as well as the benefits accrued. A combination of research instruments like interviews and participant observation were used in an effort to elicit as much information as possible which was articulated in detail under research method. A total of six out of a population of seven participated in the research and these were selected using the purposive sampling method. It was discovered that the Human Resourced Department had not adopted a fully integrated HRIS but nevertheless they had incorporated some of its areas (i.e salary administration, advertising, employee personal record) in the current system. The department was still working on having the system fully integrated to incorporate areas like logging in of the employees, the process succession planning, the training, the development that can ensure a cohesive system. The major challenge was that the employees within the human resource department were not fully knowledgeable on how the system works due to the fact that they only have basic ideas and therefore could not implement a fully integrated HRIS. The researchers recommend that more training programmes should be conducted and experts in the area should teach the employees on how the system operates.

This work is licensed under a Creative Commons Attribution 4.0 License.