Digitalisation of Human Resources Systems and Process Necessary for Public Sector Transformation in Zimbabwe

Gweshe Gay Tapiwa (), Pardon Pedzisai (), Nkala Bernard () and Chiware Mervis ()
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Gweshe Gay Tapiwa: University of Zimbabwe
Pardon Pedzisai: Chitungwiza Central Hospital
Nkala Bernard: Health Service Board
Chiware Mervis: University of Zimbabwe

Chapter Chapter 5 in Transformational Human Resources Management in Zimbabwe, 2022, pp 61-74 from Springer

Abstract: Abstract The twenty-first-century public sector HR management calls for the integration of systems with a strong emphasis on embracing digitalisation and automation. The paradigm shifts call for the need to integrate all functions with digital technology to effectively and efficiently manage processes to achieve HRM goals. This chapter examines the digitalisation of HR systems as a necessity for effective public sector HRM in Zimbabwe. Methodically, the chapter deploys qualitative research methods, data is analysed using content analysis and lessons drawn from previously propounded literature. There has been a slow transition from traditional public sector personnel management to digital human resources management attributed to the bureaucracies, lack of strong investment case, weak automation and technological skills base, and absence of policy framework to guide in the adoption of technology in HR processes. Public sector literature and practice show the link between digitalisation and human resources management in Zimbabwe is weakly conceptualised. There is the absence of digital HR platforms to support processes of personnel record keeping, hiring, retaining, and training of workforce as the public sector continues to rely on inefficient, paper-intensive HR systems. Although digital adoption in HR functions like payroll and pension benefits management were adopted in the last decade, unexpected delays and inefficiencies are still experienced in responding to public service choirs and demands. Employees’ productivity and performance management are still based on traditional practices ignoring the benefits of digital technology that could help improve turnaround times and instil a strong public service performance culture. It is highly recommended that the public sector strongly invests in automation and digital HR technologies including building adequate capacities to support e-HR systems. Policy review is necessary to be able to create technology responsive procedures and processes supporting doing business the twenty-first century way.

Keywords: Digitalisation; Human resources systems; Public sector; Technology (search for similar items in EconPapers)
Date: 2022
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Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-981-19-4629-5_5

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DOI: 10.1007/978-981-19-4629-5_5

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