IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 21, Issue 4. Ser. III (April. 2019), PP 10-16 www.iosrjournals.org DOI: 10.9790/487X-2104031016 www.iosrjournals.org 10 | Page Influence of Information Technology Infrastructure on Adoption of Human Resource Information Management System in Public Universities in Kenya: Case of Masinde Muliro University of Science and Technology Kitone Margaret Kanini 1 , Dr. Shedrack Mbithi Mutua 2 , Dr. Douglas Musiega 3 , John Chegenye 4 1 student, Msc. HRM, Jomo Kenyatta University of Agriculture and Technology, Kenya 2 Senior Lecturer, Jomo Kenyatta University of Agriculture and Technology, Kenya 3 Senior Lecturer, Jomo Kenyatta University of Agriculture and Technology, Kenya Corresponding Author:Kitone Margaret Kanini Abstract:Introduction of information systems has changed the way people deliver their work activities. The use of Human Resource Information Systems has led to valuable outcomes for the organization such as decreased costs, improved communication, and decreased time spent on mundane activities. However the development of a standard system for the management of human resource information has remained a major challenge to organizations. This problem is most profound in public universities who have not embraced technological systems to manage the people who work for them. The purpose of this study was to investigate the influence of information infrastrutucre on adoption of Human Resource Information System in public universities in Kenya; case of Masinde Muliro University of Science and Technology. This study was based on the reasoned action theory, theory of planned behaviour, the technology acceptance models. The theory and model informed the conceptual framework that was developed. This study adopted a descriptive research design in order to study the relationship. The study target population was 1300 employees from which 245were selected to particpate in the study who were categorized into teaching and non-teaching staff selected using simple random sampling technique. The main method of data collection was a structured questionnaire which had both open-ended and close-ended statements. Both Primary and secondary data was collected for the study. Before data was collected all necessary ethical consideration were adhered to including seeking necessary permission. Data that was collected was analyzed using descriptive and inferential statistical. Descriptive statistics involved the use of frequencies and percentages. Inferential statistics involved Pearson correlation and regression analysis using IBM Statistical Package for Social Sciences (IBM SPSS) Version 22. This study found a significant and positive relationship betweentechnology infrastructure. The study therefore concluded that for adoption of human resource information management systems information technology infrastructurewas very critical factor. However this study recommends more research to be conducted to find out other factors which inhibit adoption of HRIS and which were not considered in this study. --------------------------------------------------------------------------------------------------------------------------------------- Date of Submission: 29-03-2019 Date of acceptance: 13-04-2019 --------------------------------------------------------------------------------------------------------------------------------------- I. Background to the Study In today’s knowledge economy, organizations can succeed only if their human resources perform optimally (Amani & Jabeen, 2013). This is a major responsibility that comes with a lot of challenges which such as advances in technology which necessitate redesigning of jobs and constant modifications in recruiting, selection, training and appraisal techniques; the globalization of businesses and the need to educate and train managers on dealing with the complexities of a global economy and the move towards a knowledge based economy, where value of the company depends on its employees’ skills and knowledge (Nisha , Kumar, Vinita, & Thite, 2014)According to Bader (2012), one of the strategies organizations are using to better themselves is the incorporation of information technology (IT) in the way they manage their outputs. The traditional ways which were used in the management of human resource services within businesses and public organizations today are being challenged by digital possibilities (Mohamed, 2016). Dessler and Al Ariss (2012) confirm that good management means the use of appropriate procedures and practices that can ensure the smooth running of organizations. While it is true that there is need for organizations to treat information as any other resource, the information must have good organization, management and disseminated effectively hence the need and rise of use of information systems within organizations (Troshan, Jerram, & Hill, 2011).