Abstract: This study assessed the influence of the Human Resource Information System (HRIS) on improving human resource practices performance at Mbeya Water Supply and Sanitation Authority (Mbeya UWSA). Specifically, the study examined the influence of Employee Self-Service, ICT infrastructure, and HRIS-supported career development on human resource practices performance. The study was guided by the Resource-Based View (RBV) Theory and the Technology Acceptance Model (TAM), which explain how strategic organizational resources and users' acceptance of technology contribute to organizational performance. The study adopted a descriptive research design and employed a mixed-methods approach, integrating quantitative and qualitative data collection techniques. Primary data were collected using structured questionnaires and interviews. The target population comprised employees of Mbeya UWSA, from whom a representative sample was selected using appropriate sampling procedures. Quantitative data were analyzed using descriptive statistics and multiple regression analysis with the aid of SPSS version 25, while qualitative data were analyzed using thematic analysis. The reliability of the research instrument was confirmed using Cronbach's Alpha coefficient (α = 0.859), while validity was established through the Kaiser-Meyer-Olkin (KMO) measure and Bartlett's Test of Sphericity. The findings revealed that Employee Self-Service significantly improves accessibility, efficiency, transparency, and convenience in HR operations by enabling employees to perform HR-related tasks independently. The study further established that adequate ICT infrastructure, including reliable internet connectivity, computers, servers, and technical support, enhances the effective implementation and utilization of HRIS, thereby improving HR practices performance. In addition, HRIS-supported career development positively influences employee performance by facilitating training, career planning, performance monitoring, and professional development. Regression analysis indicated a strong positive relationship between the independent variables and HR practices performance, with an R² value of 0.870, implying that Employee Self-Service, ICT infrastructure, and career development jointly explain 87% of the variation in HR practices performance at Mbeya UWSA. The study concludes that effective implementation of HRIS significantly enhances human resource practices performance through improved operational efficiency, employee satisfaction, transparency, communication, and organizational effectiveness. It recommends that Mbeya UWSA continue investing in Employee Self-Service systems, strengthen ICT infrastructure, expand HRIS-supported career development initiatives, provide continuous employee training, and improve technical support to maximize the benefits of HRIS. The study also recommends that organizations integrate HRIS into strategic human resource management to enhance service delivery and organizational performance.
Keywords: Human Resource Information System (HRIS), Mbeya Water Supply, Technology Acceptance Model (TAM), organizational performance, Employee Self-Service systems.
Title: Influence of Human Resource Information System (HRIS) on Improving Human Resources Practices Performance: A Case of Mbeya Water Supply and Sanitation Authority (MBEYA UWSA)
Author: GWAKISA EGBERT EGBERT, Prof. Emmanuel Matiku, Rev. Dr. Cornelius Simba
International Journal of Novel Research in Humanity and Social Sciences
ISSN 2394-9694
Vol. 13, Issue 5, September 2026 - October 2026
Page No: 1-11
Novelty Journals
Website: www.noveltyjournals.com
Published Date: 12-September-2026
