Emmanuel Udekwe and Chux Gervase Iwu, University of the Western Cape, South Africa

The responsiveness of Human Resource Information Systems (HRIS) as alternative enablers that assist several sectors in achieving competitiveness is significant. The necessity for Human Resource Department (HRD) performance in the healthcare sector often leads to several investigations conducted. Surprisingly, the advantage of HRIS influence in healthcare continues to attract HR practitioners and researchers in that category. However, they are yet to determine how HRIS could influence health workforce sustainability in the sector. For this reason, the study intends to highlight the reasons that deprive HRIS influence in the healthcare of the Western Cape, South Africa (SA). Data collected from four public healthcare facilities in the WC were subjected to mixed-model research methods involving qualitative and quantitative scrutiny. Purposively selected employees were involved in the study, interviews (forty-one) were conducted, and questionnaires (forty-six) were collated. The study identified poor organisational structures, absence of alteration management structures, deficiency of upgraded HRIS and Automated Information Systems (ISs), and deficiency of knowledge, and awareness of HRIS and manual HR practices amongst others. Ethics and approvals were granted by the public healthcare management of SA and the affiliated institution. The study concluded with processes that influence HRIS through knowledge, awareness, improvement, automation of technology and infrastructures, and availability of funds. Significant limitations associated with workforce sustainability in the healthcare sector as well as recommendations for further research are indicated in this paper.

HRIS Influence, Human Resource Information System, Manual HR, Healthcare Sector, Workforce Sustainability