How can Alfred Nzo District Municipality implement HRIS in all their HR functions
Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment
Section: Chapter Questions
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How can Alfred Nzo District Municipality implement HRIS in all their HR functions
Transcribed Image Text:Human Resource Information System at Alfred Nzo District Municipality
Organisations In South Africa have started using Human Resource Information system (HRIS) to deliver
the best HR services into the organisation. As the world is becoming more digital and continues to
change there is an urgent need for the organisation to respond to the changing demands of their
customers to remain competitive. As a result, HRIS has been one of the processes that has been
implemented by organisation to management knowledge. Organisations collect, store, maintain and
validate data by using HRIS. HRIS can be used for personnel development, communication and
integration and keeping records. A study was conducted in the Alfred Nzo district municipality located
in the north-east of the Eastern Cape Province. The objective of Alfred Nzo district municipality is to
create a conducive environment by improving human capabilities, enhance critical skills and maximize
the utilisation of natural resources to improve the quality of life for their community.
The Alfred Nzo district municipality in (2013-2014) consist of 396 of permanent staff. This municipality
is made up of four major departments. First is the department of Human Resource that is responsible
for recruitment, selection, dealing with labour relations, leave applications, administration and
ensuring that the occupation health and safety of employees is secured. The HR department is also
responsible for ensuring well-being programs and performance management. The IT division in HR is
responsible for network security, development of websites, implementation of IT strategies and the
integration of IT-based systems, policies and procedures. The municipality introduced a technology
system that is called South African Municipal Resource Administration System (SAMRAS) that is used
to manage the finances and other HR activities such as payroll for salary administration.
The problem that has been identified is the fact that HR services that can be performed by the SAMRAS
are still been performed manually. This has resulted into inaccuracies of report information, time is
wasted doing administration work instead of focusing on HR strategic issues, and poor decision making
due to poor management of records. This issue has resulted into penalties caused by late submissions
and incorrect report submitted to relevant national bodies such as Auditor General. Even the payroll
that is done electronically it is done in the financial department with very little input from the HR
department. The main issue is the fact that the staff working in the HR department knowns nothing
about the system. Hence why the HR department still performs it task such as filing manually.
Files are kept in the cupboards in the municipality office with no backup at all. The management of
these files is poor as they sometimes get lost, misplaced, left lying on the table while containing
confidential information. Because the municipality HR records is managed electronically it not easy to
update employees' information such as marital status, address or new qualification or adhering to the
employment equity act when recruiting and developing employees.
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