Policies, Standards, and Guidelines for Managing E-HRM Records in the Public Sector: Evidence from the RAS Office in Tabora

Abstract

Human resource (HR) records in public institutions are governed by regulatory frameworks, but implementation is uneven, particularly in decentralised settings. This study examined the impact of policies, standards and guidelines on electronic human resource management (E-HRM) records at the Regional Administrative Secretary (RAS) Office in Tabora, Tanzania. The study used a case study design. 77 respondents were purposefully selected from a population of 170. A mixed-methods approach was used for data collection, including questionnaires, interviews, document review, and observation. Data were analysed using descriptive statistics and qualitative content analysis. Cronbach’s alpha was greater than 0.7, indicating good reliability. The results show a high perceived presence of regulatory frameworks (mean = 4.43), indicating high compliance. However, limited capacity, weak enforcement and operational gaps constrain implementation. Decision-making is supported by existing frameworks, but they are not consistently followed, which affects their effectiveness. The study reveals that, for effective management of E-HRM records, regulatory frameworks alone are insufficient; enforcement by institutions and adoption by users are also required. It recommends capacity-building, stronger enforcement, and context-specific guidelines to improve the reliability and security of HR records in Tanzania’s public sector.