Influence of Government Human Resource Information System (GHRIS) on Human Resource Management Practices in Kenyan Public Service

Authors

  • Ochami A.F. Kenya School of Government
  • Nzomo N. M Kenya School of Government
  • Mahanga R. L. Kenya School of Government
  • Ndung'u N. Kenya School of Government
  • Wanjala C. Kenya School of Government
  • Simiyu H. Kenya School of Government
  • Makari J. Kenya School of Government
  • Koila M. A. Kenya School of Government
  • Tubei K. Kenya School of Government
  • Abdikheir H. Kenya School of Government
  • Njoroge N.B. Kenya School of Government

DOI:

https://doi.org/10.47604/jhrl.3968

Keywords:

Government Human Resource Information System (GHRIS), Human Resource Management Practices, Payroll Leave Management, Public Service

Abstract

Purpose: The study examined how Kenya’s Government Human Resource Information System (GHRIS) influences HRM practices in public service institutions. Established in 2011 to enhance efficiency, transparency, and accountability, GHRIS was introduced amid persistent challenges, including fragmented employee records, manual leave administration, payroll delays, weak performance monitoring, and limited access to reliable human resource information, which hindered effective HR service delivery.

Methodology: The target population comprised 327 human resource officers from public service institutions, including 280 officers from state corporations and 47 officers from county governments. Stratified random sampling was used to select 180 Human Resource Officers to participate in the study. Data were collected using structured questionnaires and analyzed through descriptive statistics, Pearson’s correlation, and multiple regression analysis. The multiple regression model was statistically significant, F (4,175) =128.252, p<.001F (4,175) = 128.252, p < .001F (4,175) =128.252, p<.001, indicating that the four GHRIS dimensions jointly explained 74.6% of the variation in HRM practices (R2=.746 R2 = .746 R2=.746; adjusted R2=.740R2 = .740 R2=.740).

Findings: All four GHRIS dimensions were positively and significantly associated with HRM practices. Payroll management recorded the strongest relationship with HRM practices (r=.752, p<.001r = .752, p < .001r=.752, p<.001), followed by accessibility of HR services (r=.744, p<.001r = .744, p < .001r=.744,p<.001), leave management (r=.737,p<.001r = .737, p < .001r=.737,p<.001), and performance management (r=.727,p<.001r = .727, p < .001r=.727,p<.001). The study reported improvements in payroll accuracy, access to pay slips, performance appraisal documentation, leave administration, human resource communication, employee satisfaction, and overall HR service delivery. Therefore, the study concludes that the effective implementation and utilization of GHRIS are strongly associated with improved HRM practices in Kenyan public service institutions.

Unique Contribution to Theory, Practice and Policy: The study recommends strengthening the integration of GHRIS across public institutions, increasing investment in ICT infrastructure and system security, and providing continuous user training, technical support, system monitoring, and regular system improvements. These measures would strengthen the effective utilization of GHRIS and support more efficient, transparent, and accountable digital HR service delivery.

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Published

2026-09-14

How to Cite

Ochami, F., Nzomo, M., Mahanga, L., Ndung'u, N., Wanjala, C., Simiyu, H., … Njoroge, B. (2026). Influence of Government Human Resource Information System (GHRIS) on Human Resource Management Practices in Kenyan Public Service. Journal of Human Resource and Leadership, 11(3), 64–82. https://doi.org/10.47604/jhrl.3968

Issue

Vol. 11 No. 3 (2026)

Section

Articles

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Copyright (c) 2026 Ochami A.F., Nzomo N. M, Mahanga R. L., Ndung'u N., Wanjala C., Simiyu H., Makari J., Koila M. A., Tubei K., Abdikheir H., Njoroge N.B.

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