Upload
pooja-vishnoi
View
217
Download
0
Embed Size (px)
Citation preview
8/7/2019 ICT and HRM
1/26
PROMOTING HUMAN RESOURCES
IN THE PUBLIC SECTOR:CRITICAL ROLE OF HUMAN CAPITAL IN THE
PERFORMANCE OF PUBLIC SERVICES IN AFRICA
Regional WorkshopOrganized by CAFRAD
21-25 June 2010 -TangierMorocco
8/7/2019 ICT and HRM
2/26
ICT & HRM : RAISING
PERFORMANCE & LOWERING
COSTSAmbassador (Dr) Mohammad Ahmad Wali
June 2010
8/7/2019 ICT and HRM
3/26
AFRICAS CONCERNS ABOUT HUMAN
RESOURCES MANAGEMENT
Low productivity
Inefficiency
Low motivation
Limited opportunity
Inadequate remuneration system (grossly inmost of public sector setting)
Inadequate or misplaced training anddevelopment
Outdated management systems, andLack of professionalism, among others.
8/7/2019 ICT and HRM
4/26
HUMAN RESOURCES MANAGEMENT
It is about:
Managing employees in public or privateentities to achieve organizational goals
Utilization of human resources to accomplishthe organizations objectives as effectivelyand efficiently possible
Process of engaging people into anorganization, their advancement,performance and disengagement from theorganization.
8/7/2019 ICT and HRM
5/26
HUMAN RESOURCES MANAGEMENT
Objectives
Effective utilization of human resources for achievingorganizational goals
Planned structuring of the organization to promote andpreserve harmonious relationship among theorganizational members
Creating condition for human commitment andmotivation to work and loyalty to the organization
Providing for right kind of opportunities for individualgrowth 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 thebasis of scientific monitoring of performance
Strategic planning
8/7/2019 ICT and HRM
6/26
WHAT IS ICT?
ICT stands for Information & CommunicationsTechnology. The phrase is used to describe a rangeof 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 .
. .
8/7/2019 ICT and HRM
7/26
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
8/7/2019 ICT and HRM
8/26
USING INFORMATION TECHNOLOGY TO
ENHANCE HRM
Automating existing work practices
Exploring new ways ofstructuring 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
8/7/2019 ICT and HRM
9/26
USING INFORMATION TECHNOLOGY TO
ENHANCE HRM :Automating
Automating existing work practicesFew staff accomplishing more work
Optimum utilization of staff
Timely and efficient delivery of products and
servicesDoing more in short time
Reducing administrative costs
Cost savings from fewer staff hours andreduced human or machine error
Better resource planning through detailed,accurate, and timely personnel and financialinformation.
8/7/2019 ICT and HRM
10/26
USING INFORMATION TECHNOLOGY TO
ENHANCE HRM :Exploring New WorkStructures
Exploring new ways ofstructuring work processesMaking work less tedious
Reducing workloadStandardization of HR process
Virtual organizationsTeleworking -Telecommuting
Office decongestionWorking at ones pace
Saving cost
Opportunity for more to work
8/7/2019 ICT and HRM
11/26
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 Recoveryprovides 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
8/7/2019 ICT and HRM
12/26
USING INFORMATION TECHNOLOGY TO
ENHANCE HRM :Time Attendance
A time and attendance system can reduce errorsin enforcement of an organizations attendancepolicies. 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 productivityinformation
Forward visibility of costs
Increased staff empowerment and motivation
8/7/2019 ICT and HRM
13/26
USING INFORMATION TECHNOLOGY TO
ENHANCE HRM :Inventory
An automated inventory system can help reduce
internal theft and keep track of assets used by
employees.
8/7/2019 ICT and HRM
14/26
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.
8/7/2019 ICT and HRM
15/26
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
8/7/2019 ICT and HRM
16/26
THE SITUATION INAFRICA
Public Sector
Poor Availability, vandalism and
sabotage
Private Sector
Banks, Airlines, ATM machines even
have Battery Powered Inverters to
ensure constant electricity
8/7/2019 ICT and HRM
17/26
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, managingcomputer files and launching programs)
Skills in the use of custom application tools
Payroll systemHRM
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
8/7/2019 ICT and HRM
18/26
THE CHALLENGE: INFRASTRUCTURE
Enabling environment for the tool
Computing
Telecommunications
BroadcastingPublishing
Electrical Power Distribution
Transportation and Financial Infrastructure
And Related Areas
8/7/2019 ICT and HRM
19/26
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 newdigital workflow.
File Tracking to keep tabs on the movement of files through DocumentManagement 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 surethere are no bottle necks during work hours.
Connectivity of the system to ensure all staff, executives and other stakeholders are connected through a robust network and appropriate terminals
Usability of system by all stake holders through intuitive and simplifieddevices like touch screens, barcode scanners, biometric scanners, paperscanners, printers, e.t.c.
Infrastructure to support the whole system flawlessly through world classData Centers, armored cabling to combat RAT attacks, Fiber optic network toprovide ample bandwidth for high volume data traffic; and intuitive terminalsfor an extremely easy and effective user experience.
8/7/2019 ICT and HRM
20/26
MEETING THE CHALLENGES
Tangier Declaration 1994: Investment inhuman resources constituted an essentialbasis for the development of Nations and aprincipal factor for achieving progress andwelfare.
Creating conditions for sustainabledevelopment: Public and private sectorbodies must be backed by a responsible,
effective, efficient and responsive humanresource management system.
8/7/2019 ICT and HRM
21/26
THE FUTURE OF HRM WITH ICT
Virtual Organizations
Teleworking
Centralized Systems
Data Centers
Security
Biometric Scanners
Instant Feed Backs
8/7/2019 ICT and HRM
22/26
TELECOMMUTING : STATISTICS
Number of Telecommuters in US
In 2005, 44 percent of U.S. companies offered at least sometelecommuting options. (Mercer HR Consulting)
The US Telecommuting forecast shows an additional 29million telecommuters will enter the remote workforcebetween 2009 and 2016, totaling to 43% of US workers.
The number of U.S. employees who worked remotely at leastone day per month increased 39 percent the past two years,from approximately 12.4 million in 2006 to 17.2 million in2008 (World at Work)
More than 22.2 million Americans Teleworked in 2005. (TheNational Institute for Occupational Safety and Health)
Nationally, 94,643 federal workers teleworked during 2007.(Central Intelligence Agency)
The sum of all Teleworkersemployees, contractors andbusiness ownershas risen 17 percent from 28.7 million in2006 to 33.7 million in 2008. (World at Work)
8/7/2019 ICT and HRM
23/26
TELECOMMUTING : STATISTICS
From 2003 to 2008, the total number of Teleworkers rose 43percent to 33.7 million Americans. (World at Work)
In 2006, there were an estimated 45 million Teleworkers inthe U.S. (World at Work, 2007)
Sun Microsystems expanded its Telework policies after the2001 terrorist attacks. Presently 56% of 34,494 employees
work without an assigned office, either at home or a satelliteoffice. Nearly 3,200 employees work from home at least fourdays 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.com7-27-06)
In 2003, there were 4.4 million Teleworkers working at homewith broadband. By 2004, the number soared to 8.1 million, an84% increase. 2004 American Interactive Consumer Surveyconducted by The Dieringer Research Group.
It is estimated that 100 million US workers will Telecommuteby 2010. (Kiplinger, 12/00)
8/7/2019 ICT and HRM
24/26
TELECOMMUTING : STATISTICS
Teleworkers save an average 53 minutes of commuting each day theydon't drive to work. ITAC, 1999
Employers can save 63% of absenteeism costs per teleworker peryear. ITAC, 1999
Teleworkers typically work 1-2 days per week (5.5days/month) fromhome. ITAC 1999
The potential US employer annual savings through telework fromreduced absenteeism, recruiting costs, and from increasedproductivity 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-facemeetings. ITAC, 1999
40% of teleworkers can schedule multiple personal tasks and errandson the same day that they work from home. ITAC, 1999
26% of teleworkers work before or after hours so they can meetpersonal tasks and errands. ITAC, 1999
8/7/2019 ICT and HRM
25/26
8/7/2019 ICT and HRM
26/26
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 ofFour 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.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.htmlhttp://www.accessmylibrary.com/article-1G1-131363910/integrating-information-technology-into.html