Transformational Human Resources Management in Zimbabwe: Solutions for the Public Sector in the 21st Century

Description

This book is a stepping stone toward solving public sector human capital challenges in Zimbabwe as it equips human capital managers with solutions to key issues in the public sector. In Zimbabwe, the public sector human capital drives the economy as over half of the population access their services through public enterprises. Government is the major agent in economic and infrastructure development as well as the production of goods and services. However, Zimbabwe’s public service is underperforming due to poorly motivated and managed employees who do not respond to the needs of its clients. This is a cause of concern as the public sector human capital is central to the overall performance of the public sector. Often public sector managers and leaders lack advanced, relevant, and dynamic skills and knowledge to deal with human resource challenges within the New Public Management environment. It is critical for the public sector to transform its human resource management to suit twenty-first-century needs. Effective human resource management in the public sector leads to economic growth and therefore the achievement of the Zimbabwe National Vision 2030.     Therefore, this book serves as a guide for public sector managers and those directly or indirectly involved in human capital management. It provides in-depth knowledge and guidance in effective human capital management within the context of the public sector in Zimbabwe. Acknowledgements Contents 1 The Human Capital Management in the Zimbabwe Public Sector: An Overview of Issues and Challenges Introduction 2 Role of the Higher and Tertiary Institutions in Human Capital Development in Zimbabwe Introduction and Background Literature Review and Theoretical Framework The Theory of Human Capital Development Role of HEI in Human Capital Development in Developing Countries Methodology Results and Discussion of Findings Role of Higher and Tertiary Education Institutions in Developing Countries Policy on Skills Development HEI—Industry Collaboration Integration in Skills Development Conclusion and Recommendations References 3 Enhancing the Quality of Practical Skills Assessment in Zimbabwean Higher Tertiary Education Institutions Introduction and Background Methodology Eligibility Criteria Data Extraction, Critical Appraisal and Analysis Literature Review and Theoretical Framework Theoretical Framework Practical Skills Assessment Results and Discussion Strategies of Enhancing Practical Skills Assessment HEI—Industry Collaboration Availability of Teaching/Learning Resources, Staff Development and Use of Technology-Enhanced Pedagogy Conclusions and Recommendations References 4 Talent Identification, Nurturing and Mentorship: Challenges and Opportunities in the Global Economy Introduction and Background Methodology Literature Review and Theoretical Framework The Human Capital Theory Challenges to Talent Management in Africa Lack of Motivation Limited Investment in Human Capital Development Lack of Recognition Shallow Talent Pool Talent Identification and Human Capital Management in Zimbabwe A Reflection of the National Skills Audit in Zimbabwe Identifying, Nurturing and Mentoring Talent Under the Education 5.0 Mantra Critical Skills for National Development Strategy 1 (NDS 1 2021–2025) and Vision 2030 Science, Technology, and Innovation Skills Demand in Agriculture Devolution and Skills Development in Zimbabwe New Skills Set in the Wake of the COVID-19 Nurturing Talent Towards Africa’s Agenda 2063 Discussion of Findings Conclusion and Recommendations Aligning Talent Management Strategy with Organisational Strategy Talent Management and Development Programmes Leadership Succession Programmes Incentivising Talent Job, Skills, and Competencies Match Scholarships for Talented Academics Rural Digitalisation References 5 Digitalisation of Human Resources Systems and Process Necessary for Public Sector Transformation in Zimbabwe Introduction and Background Methodology Literature Review Digitalisation and Human Resources Management Digitalisation in Zimbabwe’s Public Sector Theoretical Framework Technology Acceptance Model The Theory of Reasoned Action Results and Discussion Digitalisation in the Public Sector Conclusions and Recommendations References 6 Developing Priority-Driven Leadership and Supervisory Skills Within Public Sector Low Resource Settings Introduction and Background Literature Review and Theoretical Framework Conceptual Orientation Theoretical Framework: Contingency Theory of Situational Leadership Theory HRM Functions and the Priority-Driven Leadership and Supervisory Skills in the Public Sector Strategic Leadership and Human Resources Management Leadership and Talent Acquisition/Recruitment and Selection Research Methodology Results and Discussion Mediocre Leadership in Zimbabwe Public Sector: Implications Priority Driven Leadership and Supervisory Skills and Performance Management Conclusion and Recommendations Strong Emphasis on Outcomes Improving on Rewarding and Recognition Strategies Co-ownership of the Organisation’s Vision Innovation, Creativity and Double-Loop Learning Enhancement of Organisational Networks Conclusion References 7 Balancing the Twin Challenges of Performance Management and Culture Transformation in the Public Sector Introduction and Background Literature Review Expectancy Theory Goal-Setting Theory Methodology Results and Discussions Zimbabwe Public Sector Performance Management Implementation Challenges on Effective Performance Management Implementation in Zimbabwe Performance Management Implementation and Culture Transformation External Influences on Performance Management and Culture Transformation Behavioural Influences on Performance Management Implementation Achieving Culture Transformation Conclusion References 8 Transformational Workforce Training Approaches for the Public Sector in the Twenty-First Century Introduction and Background Information Methodology Literature Review and Theoretical Framework Public Sector Training and Development Approach A Systematic Approach to Training and Development The Theoretical Framework Dessler’s Four-Stage Training and Development Model Phillips’ Model in Training and Development Results and Discussion of Findings Provision of Training and Development in the Public Sector Public Sector Training and Development in the Wake of COVID-19 Identification of Training Needs in the Zimbabwe Public Sector Evaluation of the Training and Development Programmes Conclusion References 9 Strategic Human Resources Management for Public Sector Entities in Zimbabwe: Needs, Scope and Possibilities Introduction and Background Methodology Literature Review and Theoretical Framework The Resource-Based Theory (RBT) What Is Strategic Human Resource Management (SHRM)? The Role of Strategic Human Resources Management in the Public Sector Strategic Human Resources Management in the Zimbabwean Public Sector The Public Service Commission (PSC) and Strategic Human Resources Management Public Sector Values Versus SHRM Principles The COVID-19 and SHRM in the Public Sector Discussion Conclusions and Recommendations References 10 Addressing Workforce Public Productivity Through Human Resources Outsourcing Introduction Conceptual Clarification Human Resources Outsourcing and Public Workforce Productivity Internationally HRO and Productive Challenges in Zimbabwe’s Public Sector Implementing HRO: Key Factors to Consider Conclusion and Recommendations References 11 The Health and Safety Perspectives in the Zimbabwe Public Sector Introduction and Background Literature Review Occupational Health and Safety in the Contemporary Public Sector: An Overview Improved Accident Causation Model Methodology Results and Discussion Occupational Health and Safety Management in Zimbabwe Key Institutions Involved in Occupational Health and Safety in Zimbabwe’s Public Sector Ministry of Public Service, Labour and Social Welfare National Social Security Authority (NSSA) The Zimbabwe Occupational Health and Safety Council (ZOHSC) Challenges of Implementing Standard Occupational Health and Safety Practices in Zimbabwe’s Public Sector A Substantial Underestimation of Occupational Illness Lack of a Comprehensive and Harmonized Occupational Health and Safety Framework Inadequate Occupational Health Safety Budgeting and Staff Weak Organisational Culture Conclusions and Recommendations References 12 Picking up the Pieces and Way Forward