Examining Digital Challenges in Recruitment and Selection Process of a Public Enterprise in South Africa | Chapter 4 | New Horizons of Science, Technology and Culture Vol. 5

 

In response to external environmental changes and demands, the Human Resource function has slowly but steadily evolved from labour welfare to personnel administration to strategic HR and now to digital or smart HR. However, digital implementation in public sector organisations is very slow, leading to inefficiencies, which is a concern as these entities have the mandate to support economic development. This study examined the challenges that are faced by a South African public enterprise in using technology in the Human Resource Management (HRM) department, particularly in the recruitment and selection function. A qualitative research approach was used with data obtained using structured interviews from a public enterprise, and Human Resource Practitioners were used to conduct interviews in this study. Purposive non-probability sampling was applied in engaging 15 participants in a public sector organisation, and data were analysed using thematic analysis. The study revealed that the HRM department does not entirely make use of technology in the recruitment and selection process. The inability to use technology is due to a lack of in-house digital training, and the organisation’s inability to swiftly respond to environmental changes due to its bureaucratic structure. It was revealed that the public entity does not have enough employees in the department. This seems to limit employee capability to meet deadlines, and the lack of technology is contributing to employee frustration due to work overload. Data revealed that employees still have a fear of moving to digitalisation. This may be due to the existence of many baby boomers in public entities, who may not have yet embraced digitalisation. it is also showing that employees do not have adequate digital training to effectively use existing forms of digitalisation in the organisation. There seem to be problems with resources for the effective implementation of technology. It was therefore recommended that public entities embark on extensive employee digital training and implementation of effective internal digital systems for organisational effectiveness.

 

 

Author(s) Details

Arvid Muzanenhamo
Faculty of Management Sciences, Durban University of Technology, South Africa.

 

Sabina Duduzile Khazamula
Regenesys Business School, South Africa.

 

Please see the book here :- https://doi.org/10.9734/bpi/nhstc/v5/6107

The Future of Human Resource Management in the Digital Era: A Review of Public Enterprises | Chapter 13 | Contemporary Issues of Business and Management: The Proceedings of the 10th International Conference on Business and Management Dynamics (ICBMD), Edition 1

In recent years, the world has been experiencing digital changes referred to as the fourth industrial revolution. This led to the introduction of technological innovations which intensely modified various aspects of modern life. Public sector organisations also play a major role in this revolution. However, public enterprises face challenges related to digital transformation, such as employee resistance, bureaucratic structures, regulations, and the changing political culture. This paper made use of UTAUT model to address major missing links in people management and organisational development of public enterprises in the digital era. This study used the document analysis technique and analysed previous research papers from Web of Science, Scopus, Taylor and Francis and Google Scholar on human resource digitisation in public enterprises. This guided the study to consciously select only papers on Human Resource Management (HRM) and digitisation. The study revealed that artificial intelligence training, managerial autonomy and external coordination are crucial aspects of state-owned enterprises in the digital era. This helps public enterprises to quickly adjust to new innovations and obtain a competitive advantage. The results provide managers in SOEs with a modernised overview of research in the HRM field in the context of digitalisation, including future research directions.

 

Author (s) Details

 

Arvid Muzanenhamo
Department of Management and Entrepreneurship, Tshwane University of Technology, Private Bag X680, Pretoria, South Africa.

 

Edward Malatsi Rankhumise
Department of Management and Entrepreneurship, Tshwane University of Technology, Private Bag X680, Pretoria, South Africa.

 

Please see the book here:- https://doi.org/10.9734/bpi/mono/978-93-49238-29-9/CH13