Application of the Human resource information system (HRIS) on employee health information (EHI) , Evidence from Uganda Telecom Limited.

Abstract

The application of the Human Resource Information System (HRIS) on employee health information (EHI) is a challenge for many organizations in developing economies. This thesis is premised on the application of the Human resource information system on employee health information focusing on Uganda Telecom Limited. Human resource information systems vary depending on the size of the organization or type of the system in terms of hardware or software selected which, in turn, determines the type of information captured. The study was premised on innovation adoption theory which is based on understanding how, why, and at what level of innovation do ideas and technologies spread in a shared system. It is also important to consider the type of technology and the financial implication on what type of system to be selected either in-built or out-sourced and what type of information can be captured in the system selected. In this study a descriptive research design was used to describe the relationship between the study variables. The study was cross-sectional where data was collected at a given point in time using a mixed method approach. The study sample size was 175 respondents selected using Krejcie and Morgan (1970). Within the sample, simple random was used to identify the respondents for the quantitative data. On the other hand, purposive sampling was used to select fifteen respondents for the qualitative data. Questionnaires and interview guides were used as tools of data collection. Data was analyzed using SPSS version 19.0 to run descriptions and analysis of variance (ANOVA). The findings show that demographic characteristics, importance of HRIS, employee retention, labour management relations, health, and safety are critical in HRIS. The findings further indicate a significant relationship with variables including gender which had a P-value of 0.0222, importance of HRIS had a P-value of 0.049, employee retention had a P-value of 0.043, and labour management relations had a P-value of 0.021 all less than 0.05 respectively. It can therefore be concluded that capturing employee health information in the Human Resource Information System eases decision making and data analytics in organizations. And the study recommends that HRIS be adopted for health care management in an organization.