Adoption and Implementation of Integrated Personnel and Payroll Database in Kenya Government Ministries

Abstract

The purpose of this study is to establish drivers for adoption and factors affecting implementation of Integrated Payroll and Payroll Database (IPPD) in Kenya Government Ministries. This was necessitated by the fact that use of IPPD in the public service is undergoing challenges especially providing accurate data for human resource and payroll management. The Government is currently grappling with issues of huge public sector wage bill, ghost workers and public officers who are appointed but to not report to their work stations. IPPD is seen as the system to provide reliable information on public service numbers, wages and allowances, capacity gaps and guide in development of a comprehensive pay reform strategy for the public service. The study was based on the several theories including Technology Acceptance Theory and descriptive survey research design was employed. The study focused on 19 central Government Ministries. Questionnaires and interview schedules were used to collect primary data. The respondents were Directors of Human Resource Management who supervise implementation of IPPD. Data was analyzed using descriptive statistics, regression and correlation. The study findings established that the key drivers contributing to IPPD implementation are elimination of manual operations, availability of accurate and reliable data, information demanded from the system by other Government departments and supportive top management. The findings also revealed that the implementation of IPPD is not affected by drivers identified in Kenya ICT master plan whose foundation is infrastructure, human capital development and infrastructure for information sharing. However, there is need to support implementation of the IPPD through provision of necessary infrastructure to ensure the system is decentralized and available to Human Resource Officers in the Ministries. The study concluded that IPPD has led to improvement in reporting but implementation of all modules is necessary instead of focusing only on employee data and payroll. Further work should be carried out on effect of IPPD in Human Resources and Payroll Management.