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dc.contributor.advisorGovender, Loganathan Narayansamy.
dc.creatorMakaaka, Lerato Margret.
dc.date.accessioned2020-04-07T08:25:01Z
dc.date.available2020-04-07T08:25:01Z
dc.date.created2017
dc.date.issued2017
dc.identifier.urihttps://researchspace.ukzn.ac.za/handle/10413/17694
dc.descriptionMasters Degree. University of KwaZulu-Natal, Durban.en_US
dc.description.abstractHuman Resources Information System (HRIS) is a system that organisations use to reduce administrative costs, enhance service delivery, and increase productivity. The study focuses on the implementation of HRIS at the Central Bank of Lesotho (CBL). The Unified Theory of Acceptance and Use of Technology (UTAUT) model was adopted to determine factors that influence individual behaviour intentions to use HRIS at the CBL. The study has used the case study approach to gather in depth knowledge about the factors that influence individual behaviour on the use of HRIS following the implementation of the system at CBL. The study adopted a quantitative approach to investigate the potential benefits of the UTAUT model at CBL to provide a useful data to measure user behaviour from a statistical point of view. The data was analysed to identify the factors that influence individual behavioural patterns on the usage of HRIS at the CBL. The study applied the probability sampling with the assumption that the population have equal chance of being selected to participate in the study. The motive for using probability sampling was to be able to generalise the results obtained to a larger group. The population for CBL comprises of three hundred (300) employees. One hundred and sixty-nine (169) employees were selected randomly from all occupational levels at the Bank ranging from top managers to lower level of employees. The response rate was 76%. Statistical Package for Social Sciences (SPSS) software was used to interpret statistical data to give meaning to the data collected and to enable recommendations emanating from the study. The findings concluded that individual behaviour intention to use HRIS is highly influenced by all the constructs and the constructs were found to be best predictors of behaviour intention to use HRIS. The findings reflected that gender, age and experience had no significant effect on the relationship between the constructs as indicated by the original model. Management feels that it is important to understand employees’ behavioural changes to foster user acceptance of the system.en_US
dc.language.isoenen_US
dc.subject.otherHuman Resources Information System.en_US
dc.subject.otherHuman Resource Information System - Implementation - Central Bank of Lesotho.en_US
dc.subject.otherHuman behaviour - Influencing factors.en_US
dc.titleImplementation of human resource information systems: a case study of Central Bank of Lesotho.en_US
dc.typeThesisen_US


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