Transparency and accountability in recruitment and selection in Dodoma City Council, Tanzania: challenges encountered

Résumé

The adoption of a Human Capital Management Information System (HCMIS) is a strategy to enhance workflow efficiency, accountability, and transparency. However, human resource management (HRM) practices still face challenges in transparency and accountability, which can lead to unethical behaviour. While studies have shed light on HCMIS, a gap persists in understanding how its application in recruitment and selection, as well as training mechanisms, enhances transparency and accountability in Tanzania's public services. Thus, this study intended to examine the challenges of the HCMIS in promoting transparency and accountability in recruitment and selection at Dodoma City Council. It applied socio-technical theory and social capital theory as its theoretical framework. Primary data were gathered through interviews and focus group discussions (FGDs) with 14 respondents, along with a secondary data review. A qualitative research design was employed, drawing on insights from 14 respondents selected for their direct engagement with the health care management information system (HCMIS). In this research, we examined the experiences of 14 individuals who have actively used the HCMIS. To gather rich insights, we conducted in-depth interviews, organised FGDs, and reviewed relevant documents. By analysing the collected data, we aimed to uncover recurring themes and patterns that highlight the challenges people face when using the HCMIS. The findings indicate several barriers to the effective utilisation of HCMIS in promoting transparency and accountability, including inadequate top management support, unreliable internet connectivity, insufficient ICT expertise, limited financial capacity, and limited integration with other stakeholders. Hence, there is a need to raise top management support for HCMIS, strengthen integration with external stakeholders to improve transparency and accountability in the hiring process, invest in IT infrastructure and improve internet connectivity to address technical challenges, enhance staff ICT skills through training and support, and develop a change management strategy to overcome resistance to change. The study contributes to the limited literature on the challenges HCMIS faces in supporting recruitment and selection. It also advances the application of theories (i.e., social-technical theory and social capital theory) to e-government studies. Given the study's findings, policymakers need to place strong emphasis on management support to ensure the successful implementation of the HCMIS.   It includes dedicating funds to essential IT infrastructure, ensuring reliable internet access, and providing the necessary hardware and software to enable system interoperability. Additionally, investing in training for ICT staff is crucial to promote transparency and accountability in Tanzania's public services and to foster ethical recruitment practices.