Search results

Human resource records are the cornerstone of human resource management. Organizations rely a great deal on their employees to furnish them with human resource records, which is crucial to the effective management of the employees and the success of the organization. It is evident, however, that personal information-related issues in organizations are of significant concern and that examining employees’ perceptions and attitudes regarding personal information management is extremely valuable. Yet, this is largely absent in the literature. This study, therefore, aims to investigate the influence of perceptions of employees concerning the uses and security of human resource records on their attitude toward human resource records in Ghana.

A descriptive survey design was used in this study. An online questionnaire was used to gather responses from employees for analyses. A structural equation model was developed and assessed because of the advantages that come with its use and the characteristics of this study. The assessment of the structural equation model was done to determine the significance of the hypothesized paths. In addition, effect size, coefficient of determination and predictive relevance of the structural model were assessed. Before that, the validity and reliability of the measurement model were examined through the assessment of the indicator loadings, average variance extracted, Cronbach’s alpha and composite reliability. An importance-performance map analysis (IPMA) was also conducted.

The hypotheses formulated in this study could not be rejected because the hypotheses tested were statistically significant. Thus, this study revealed that employees’ perception of the uses of human resource records influenced their attitude toward human resource records. Also, employees’ perception of the security of human resource records influenced their attitude toward human resource records. The IPMA revealed that the perception of uses of human resource records was more important, yet its performance was below the perception of security as significant.

Human resource records management professionals, particularly in Ghana, ought to ensure that the human resource records in their organizations are used for the purpose for which they are collected and also, secured. In addition, they should assure employees that their personal information is used as expected and secured. This could be realized with the use of international records management standards especially those in the ISO 30300 series. More so, human resource managers as part of their counseling duties also need to counsel employees so that they form positive perceptions about the uses and security of the personal information they give to their organization in the course of their employment.

To the best of the authors’ knowledge, this study brings to light the attitude of employees toward human resource records based on their perceptions of uses and security in the Ghanaian context which is absent in the literature as previous studies have focused mainly on personal information management behavior only at the individual level.

Human resource records are very important in the successful management of organisations. Despite their importance, they are ignored in records management studies. This study aims to bring to the limelight human resource records management issues that are overlooked despite the numerous studies on records management by examining the effectiveness of human resource records management strategies at a university in Ghana.

A descriptive survey was used in this study. A combination of census and simple random sampling was used to administer questionnaires to administrators who handle master or working personal files regularly. Data of 228 respondents was processed using SPSS and analysed in frequencies, percentages, mean and standard deviation.

This study revealed that while most vital documents were found on staff personal files, some documents like medical reports, passport pictures and birth certificates were somewhat unavailable. It was also found that the University had no human resource records policy in its corporate strategic thrust, which is a barrier to effective human resource records management, but the records creation strategies were effective. However, regarding the maintenance, and retention and disposition of human resource records, the strategies were ineffective. Overall, the findings fell short of the ISO 15489 framework for managing records.

This study seeks to bring to the fore human resource records management issues that seem to be overlooked despite the numerous studies on records management.

Security of human resource records is important because of their nature but they are not adequately managed. This study aims to investigate access control issues affecting the security and confidentiality of human resource records at the University of Cape Coast.

A qualitative approach was used to conduct the study. Purposive sampling was used to select staff at the Directorate of Human Resource, University of Cape Coast. A textual analysis was used in analysing responses to open-ended questions leading to the identification of patterns and their subsequent categorisation. An interview was also conducted.

It was found that effective strategies were implemented in controlling access to human resource information and records making them secure. The challenges identified were in two categories: existing and anticipated challenges. Suggestions to resolve the challenges were also enumerated.

This study highlights the need to ensure access to human resource records is controlled so that they are secured and kept confidential. This study contributes to knowledge in the broader context of information and records management and specifically, human resource information and records management. It also adds to the dearth of empirical studies that focus on the security and confidentiality of human resource records.

The purpose of this study was to investigate the roles of employee experience and top management commitment in the relationship between human resource (HR) records management culture and HR records privacy control in organisations in Ghana.

Structural equation modelling was used in analysing the data. Following the specification of the model, three main types of analyses were carried out. They were reflective measurement model analyses to test reliability and validity; formative measurement model analyses to test redundancy, collinearity, significance and relevance of the lower-order constructs; and structural model analyses to ascertain the explanatory and predictive powers of the model, significance of the hypotheses and their effect sizes.

The study confirmed that communication, privacy awareness and training and risk assessment are dimensions of HR records management culture. Concerning the hypotheses, it was established that HR records management culture is related to HR records privacy control. Also, the study showed that employee experience positively moderated the relationship HR records management culture has with HR records privacy control. However, top management commitment negatively moderated the relationship HR records management culture has with HR records privacy control.

Organisations committed to the privacy control of HR records need to ensure the retention of their employees, as the longer they stay with the organisation, the more they embody the HR records management culture which improves the privacy control of HR records. For top management commitment, it should be restricted to providing strategic direction for HR records privacy control, as the day-to-day influence of top management commitment on the HR records management culture does not improve the privacy control of HR records.

This study demonstrates that communication, privacy awareness and training and risk assessment are dimensions of HR record management culture. Also, the extent of employee experience and top management commitment required in the relationship between HR records management culture and HR records privacy control is revealed.

Digital records are either stored in an enterprise resource planning (ERP) or an electronic content management (ECM) system or managed without the benefit of either. To achieve high productivity, integration of these systems is required. However, the utilisation of either an ERP or ECM system is absent in many organisations. The purpose of this paper is to explore the development of a framework that may support the integration of an ERP into an ECM system at Rand Water.

This qualitative study used a case design with 14 interviewees from different levels in the organisation and diverse business units using ERP and ECM to perform their operational deliverables. Purposive sampling was used to select the interviewees in line with their area of work, role and level of operation.

This study established that the water utility company has implemented an ERP system (SAP) since 2004 and ECM systems since 1991 (Papertrail and later IBM FileNet) with only the information flow module integrated. This study suggested that to integrate ERP into ECM, human and non-human actors need to collaborate to ensure large-scale integration.

This study presents a framework for integrating ERP into ECM. It is suggested that an integration module for ERPs called extended ECM, be considered. A further study of the transfer of digital records in ECM into archival custody is recommended.

While the world grappled with the COVID-19 pandemic and its externalities, scientists have recommended that the global community brace against potential future pandemics. The need to build resilient systems has never been this urgent. The world, especially emerging economies, faces acute food insecurity, high food prices, failing health infrastructure and rampant misinformation spread, among others. Since blockchain technology (BCT) has been discussed in the supply chain resilience context, and it offers the potential to develop resilient systems, we aim to outline the potential of BCT to help build resilience against ongoing and future pandemics. Mainly, we focus on BCT for healthcare management, disruption management of food supply chains, human resource management, modern education and certification and governance and administration.

The purpose of this article is to explore the types of standards that exist for records and information management and examples of their use in practice.

The article is based on literature and the author's own knowledge.

Finds that standards provide a reference point for measurement, a global best practice benchmark against which to evaluate any record‐keeping program.

This article explores the types of standards that exist and examples of their use within records and information management. An overview of the value of standards as an essential tool of RIM practice is provided.

The key objective of the study is to understand the best processes that are currently used in managing talent in Australian higher education (AHE) and design a quantitative measurement of talent management processes (TMPs) for the higher education (HE) sector.

The three qualitative multi-method studies that are commonly used in empirical studies, namely, brainstorming, focus group discussions and semi-structured individual interviews were considered. Twenty-three individuals from six Australian universities participated in this study.

The qualitative study explored three key themes and ten subthemes of TMPs that are used in AHE. These were: (1) talent attraction, (2) talent development and (3) talent retention.

This study only targeted one country (Australia) and one sector (HE).

This study offers three major contributions as follows: theoretical, practical and policy aspects. Theoretically, the study provides a value-add to Talent Management (TM) theory through designing a guide (conceptual model) of TMPs for the HE sector. Practically, it collects original qualitative data regarding TM in the HE domain. From a policy point of view, this study adds more debate around adding new ideas to Australian education strategic plans for HE.

This study has a unique methodology because of strengthening the effect of an in-depth case study. For instance, two different techniques were used for data analysis for the same research objective as follows: (1) both manual methods and content analysis software (NVivo 11) and (2) the three-stage approach. Using these techniques for the same purpose in one study can provide greater flexibility to examine the relationship between theory and data.

The purpose of this paper is to attempt to demystify knowledge management.

This paper looks at existing literature.

The paper finds that, in simple words, knowledge management involves three things, namely, knowledge creation, knowledge dissemination and knowledge implementation. It is a comprehensive concept and information systems and human resource management are part of it.

There are serious implications of playing with the concept of knowledge management for researchers and practitioners and by focusing on and bringing it into functional domain like IT; the concept is forced to under perform.

Knowledge management is a strategic management concept drawing from various disciplinary areas.

This paper put things into perspective and clears the confusions and complexities around the concept of knowledge management.