Operations in Kenya

While it is generally accepted that Human resource plays an important role in organizations, organizations now take cognizance of the fact that the more strategic the approach to human resource management (HRM), the greater the contribution of HRM to organizational performance. This is because HRM powerfully impacts on the policies, practices and systems that influence employees ’ behavior, attitude and performance The purpose of this study is to investigate the factors affecting the adoption of human resource information (HRIS) systems in the operations of Teachers Service Commission (TSC) in Kenya. The current status in the TSC is that there is limited usage of information systems especially in human resource management hence the rationale of this study. In most cases HRIS is still at transactional level. Moreover, management of HR in Africa has not changed much since countries attained independence. The HR function is still a support function that provides services to its internal customers and which is constantly under challenge to improve its service quality and in turn nurture further organizational development. This is the scenario in most of the government organizations in Kenya. It is also worth noting that most of the literature available on HRIS is from othe