p romoting h uman r esources in the p ublic s ector : critical role of human capital in the...
Post on 27-Dec-2015
213 Views
Preview:
TRANSCRIPT
PROMOTING HUMAN RESOURCES IN THE PUBLIC SECTOR:
CRITICAL ROLE OF HUMAN CAPITAL IN THE PERFORMANCE OF PUBLIC SERVICES IN AFRICA
Regional Workshop Organized by CAFRAD
21-25 June 2010 -Tangier –Morocco
AFRICA’S CONCERNS ABOUT HUMAN RESOURCES MANAGEMENT
Low productivity Inefficiency Low motivation Limited opportunity Inadequate remuneration system (grossly
in most of public sector setting) Inadequate or misplaced training and
development Outdated management systems, and Lack of professionalism, among others.
HUMAN RESOURCES MANAGEMENT
It is about: Managing employees in public or private entities
to achieve organizational goals
Utilization of human resources to accomplish the organization’s objectives as effectively and efficiently possible
Process of engaging people into an organization, their advancement, performance and disengagement from the organization.
HUMAN RESOURCES MANAGEMENT
Objectives
Effective utilization of human resources for achieving organizational goals
Planned structuring of the organization to promote and preserve harmonious relationship among the organizational members
Creating condition for human commitment and motivation to work and loyalty to the organization
Providing for right kind of opportunities for individual growth and advancement
Securing a healthy integration of organizational and individual group goals
Planned development of human assets through training, counseling and even selective entry and exit policy, on the basis of scientific monitoring of performance
Strategic planning
WHAT IS ICT? ICT stands for Information & Communications
Technology. The phrase is used to describe a range of technologies for gathering, storing, retrieving, processing, analyzing, and transmitting information
Key Components Input Devices
Keyboards, Scanners, Cameras . . . Output Devices
Monitors, Printers, Speakers . . . Software
Operating Systems, Accounting Packages . . . Terminals
Desktops, Laptops, POS, Mobile Handsets, PDAs . . . Network
Fiber Optic Cables, Routers, VSAT, Telephone Lines, Wireless . . .
ICT AND HRM : THE RELATIONSHIP
The relationship between ICT and HRM is similar to Government & Civil Servants. Governments Outlines Policies and Civil Servants
Execute those policies.
ICT acts as a tool for HRM Managers to implement and enforce Policies
USING INFORMATION TECHNOLOGY TO ENHANCE HRM Automating existing work practices Exploring new ways of structuring work
processes Paperless Office Time Attendance Monitoring & Enforcement Friendly work environment Eliminating errors in salary payments (Payrolls) Better Inventory Management Data Banks Eliminating the boundaries separating the
various parts of the organization located in different centers
USING INFORMATION TECHNOLOGY TO ENHANCE HRM :Automating
Automating existing work practices Few staff accomplishing more workOptimum utilization of staffTimely and efficient delivery of products and services
Doing more in short timeReducing administrative costsCost savings from fewer staff hours and reduced human or machine error
Better resource planning through detailed, accurate, and timely personnel and financial information.
USING INFORMATION TECHNOLOGY TO ENHANCE HRM :Exploring New Work Structures
Exploring new ways of structuring work processesMaking work less tediousReducing workloadStandardization of HR processVirtual organizations
Teleworking -TelecommutingOffice decongestionWorking at ones paceSaving costOpportunity for more to work
USING INFORMATION TECHNOLOGY TO ENHANCE HRM :Paperless Office A paperless environment through a Document Management System will
not only speed up storage and retrieval of documents, but also save costs of stationeries and space required for storing old archived documents.
Below are some of the additional benefits of a paperless environment: Reduction of paper handling and error-prone manual processes Reduction of paper storage Reduction of lost documents Faster access to information Online access to information that was formerly available only on paper,
microfilm, or microfiche Improved control over documents and document-oriented processes Streamlining of time-consuming business processes Security over document access and modification Provide reliable and accurate audit trail Improved tracking and monitoring, with the ability to identify bottlenecks
and modify the system to improve efficiency Disaster Recovery – provides an easy way to back-up documents for
offsite storage and disaster recovery providing failsafe archives and an effective disaster recovery strategy. Paper is a bulky and expensive way to back-up records and is vulnerable to fire, flood, vandalism, theft and other ‘Acts of God’
USING INFORMATION TECHNOLOGY TO ENHANCE HRM :Time Attendance A time and attendance system can reduce errors
in enforcement of an organization’s attendance policies. Accurate pay and award interpretation Reduce payroll errors Reduced Administration Reduce Absenteeism Reduce payroll costs through reduced overtime Increase productivity Key labour cost, activity and productivity
information Forward visibility of costs Increased staff empowerment and motivation
USING INFORMATION TECHNOLOGY TO ENHANCE HRM :Inventory An automated inventory system can help
reduce internal theft and keep track of assets used by employees.
USING INFORMATION TECHNOLOGY TO ENHANCE HRM :DataBank A data bank is a repository of information on one or
more subjects that is organized in a way that facilitates local or remote information retrieval. This can be used for storing staff profiles and generating reports.
Recruitment Submission of Online applications Online application
Salaries/Benefit Payroll system
Payment vouchers
Promotion, Training, discipline Performance appraisal Human Resources Management
Software
Record Keeping Document Management System
Registry Databank
Personnel policy Public service rules/financial instruction Web-based information
Communication Filing & dispatching files Network, intranet, web based
State pension Private contributory pension
Motivation Employee assistance/Health insurance
Internal sourcing Outsourcing
Organizations Virtual organizations
USING INFORMATION TECHNOLOGY TO ENHANCE HRM :Transformation
THE SITUATION IN AFRICA
Public SectorPoor Availability, vandalism and
sabotagePrivate Sector
Banks, Airlines, ATM machines even have Battery Powered Inverters to ensure constant electricity
THE CHALLENGE: TRAINING Learning to use the tool Changing Work Flows
• Skills in the use of application tools: Word processing -- spread sheets Basic operation of computers (for example, managing
computer files and launching programs)• Skills in the use of custom application tools
Payroll system – HRM Document Management System Intranet Repositories
• Skills in the use of basic Internet/intranet services Internet browsing Web browsers and electronic mail systems. Instant Messaging Video Conferencing
THE CHALLENGE: INFRASTRUCTURE
Enabling environment for the toolComputingTelecommunicationsBroadcastingPublishingElectrical Power DistributionTransportation and Financial Infrastructure And Related Areas
OVERCOMING THE CHALLENGES The irony: Most of the obstacles to taking advantage of ICT in HRM can be
tackled through newer more sophisticated and cheaper technology. Policies to support a brand new efficient and highly effective digital work
flow. Training of Staff and executives to streamline their job functions on the new
digital workflow. File Tracking to keep tabs on the movement of files through Document
Management Systems. Authorization Levels/ Approval System. Security for the system to secure against internal and external sabotage. Availability of the system 24/7 through redundancy and backups to make
sure there are no bottle necks during work hours. Connectivity of the system to ensure all staff, executives and other stake
holders are connected through a robust network and appropriate terminals Usability of system by all stake holders through intuitive and simplified
devices like touch screens, barcode scanners, biometric scanners, paper scanners, printers, e.t.c.
Infrastructure to support the whole system flawlessly through world class Data Centers, armored cabling to combat RAT attacks, Fiber optic network to provide ample bandwidth for high volume data traffic; and intuitive terminals for an extremely easy and effective user experience.
MEETING THE CHALLENGES
Tangier Declaration 1994: Investment in human resources constituted an essential basis for the development of Nations and a principal factor for achieving progress and welfare.
Creating conditions for sustainable development: Public and private sector bodies must be backed by a responsible, effective, efficient and responsive human resource management system.
THE FUTURE OF HRM WITH ICT
Virtual Organizations Teleworking
Centralized Systems Data Centers
Security Biometric Scanners
Instant Feed Backs
TELECOMMUTING : STATISTICS Number of Telecommuters in US In 2005, 44 percent of U.S. companies offered at least some
telecommuting options. (Mercer HR Consulting) The US Telecommuting forecast shows an additional 29
million telecommuters will enter the remote workforce between 2009 and 2016, totaling to 43% of US workers.
The number of U.S. employees who worked remotely at least one day per month increased 39 percent the past two years, from approximately 12.4 million in 2006 to 17.2 million in 2008 (World at Work)
More than 22.2 million Americans Teleworked in 2005. (The National Institute for Occupational Safety and Health)
Nationally, 94,643 federal workers teleworked during 2007. (Central Intelligence Agency)
The sum of all Teleworkers – employees, contractors and business owners – has risen 17 percent from 28.7 million in 2006 to 33.7 million in 2008. (World at Work)
TELECOMMUTING : STATISTICS From 2003 to 2008, the total number of Teleworkers rose 43
percent to 33.7 million Americans. (World at Work) In 2006, there were an estimated 45 million Teleworkers in the
U.S. (World at Work, 2007) Sun Microsystems expanded its Telework policies after the 2001
terrorist attacks. Presently 56% of 34,494 employees work without an assigned office, either at home or a satellite office. Nearly 3,200 employees work from home at least four days a week. (Tech News World, 05/07)
22.2 million Americans worked from home or another out-of-office location at least one day per week in 2005. (Forbes.com 7-27-06)
In 2003, there were 4.4 million Teleworkers working at home with broadband. By 2004, the number soared to 8.1 million, an 84% increase. 2004 American Interactive Consumer Survey conducted by The Dieringer Research Group.
It is estimated that 100 million US workers will Telecommute by 2010. (Kiplinger, 12/00)
TELECOMMUTING : STATISTICS
Teleworkers save an average 53 minutes of commuting each day they don't drive to work. ITAC, 1999
Employers can save 63% of absenteeism costs per teleworker per year. ITAC, 1999
Teleworkers typically work 1-2 days per week (5.5days/month) from home. ITAC 1999
The potential US employer annual savings through telework from reduced absenteeism, recruiting costs, and from increased productivity could be as high as $441 billion. ITAC, 1999
67% of teleworkers are married or from couple households. ITAC, 1999
Teleworkers work: 38% of time at their computer, 17% on the phone, 24% on reading, research & analysis, and 9% in face-to-face meetings. ITAC, 1999
40% of teleworkers can schedule multiple personal tasks and errands on the same day that they work from home. ITAC, 1999
26% of teleworkers work before or after hours so they can meet personal tasks and errands. ITAC, 1999
REFERENCES Bhattacharya, Mohit 2002. Public
Adminstration. World Press:Kolkata Dery, Kristine Frances 2003. How Do
Organizations Align Human Resources Management with Information Technology? An Exploration Study of Four Australian Firms. Department of Management, University of Melbourne
The State of the Internet March 2010 Pasted from <
http://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.html>
top related