Human Capital Management Information Systems at the Nelson Mandela African Institution of Science and Technology, Tanzania

Adoption Levels

Abstract

In 2011, government institutions began using Human Capital Management Information Systems
(HCMIS) to reduce the manual workload associated with administrative activities. Specifically, HCMIS
maintains complete, accurate, up-to-date employee data and improves Human Resource Management
(HRM) functions. Despite the implementation of HCMIS in the public sector, payroll losses continued.
Exempla gratia is a loss of Tshs 19.6 billion as payment to 12,697 ghost workers in 2018. The
consequences are immense. This study decisively explores the adoption levels and benefits of the Human
Capacity Management Information System (HCMIS) in enhancing key HRM functions at the Nelson
Mandela-Africa Institution of Science and Technology (NM-AIST). Utilising robust institutional and
sociotechnical analytical frameworks, the research reveals significant insights into the effectiveness of
HCMIS in this context. Data were collected through interviews with 16 respondents purposively selected
from 302 employees. Content analysis was used to analyse qualitative data. Findings revealed that after
14 years of introducing HCMIS at the NM-AIST, the system supported rewards management. However,
it partially supported recruitment and selection. It did not support performance management and
training, and development plans because some modules and parts of the system were not yet activated.
The government of Tanzania had not yet fully utilised the HCMIS as expected. Therefore, there was a
need for regular review and to activate inactive parts of the HCMIS to enhance efficiency in the public
sector. The advanced HCMIS will empower government service delivery to employees, enhance data
accuracy, and remarkably minimise resource wastage in managing human resources on the government
payroll.