NAME OF STUDENT: NATASHA BWALYA
STUDENT NUMBER : 2025001952
MODE OF STUDY : FULL TIME
COURSE NAME : INTRODUCTION TO HUMAN RESOURCE MANAGMENT
COURSE CODE : 1030
DUE DATE : 07/03/25
TASK : ASSIGNMENT 1
QUESTION
DESCRIBE THE ROLE OF INFORMATION COMMUNICATION IN HUMAN RESOURCE
MANAGEMENT.THEREAFTER USE PRATICAL EXAMPLES DESCRIBING HOW THE
ZAMBIAN GOVERNMENT HAS EMBRACED INFORMATION COMMUNICATION
TECHNOLOGIES IN HANDLING HUMAN RESOURCE RELATED TASK.
INTRODUCTION
Human resource management (HRM) is the practice of recruiting, hiring, deploying and
managing an organizations employees and information communication technology is the
integration of various technologies used to manage and communicate information.
Without information communication technology a lot of people couldn’t see job adverts on
platforms, information communication technology has helped a lot. In order to systematically
answer the question, the paper will start by defining key concepts of information communication
technology and will explain and identify practical examples in describing how the Zambian
government has embraced information communication technologies in handling human resource
related task.
Human resource involves the practice policies and system that cover the recruitment
development and retentions of employees to ensure they are effective, engaged and designed
with organization goals. The significance of information communication technology in
enhancing the efficiency of human resource management administration is progressively
acknowledged as a fundamental component in attaining organizational success in the
contemporary digital age (karma eta. 2022).
ICT tools like Learning Management Systems (LMS) provide employees with easy access to
training resources, track learning progress, and offer personalized development opportunities.
This enhances continuous learning and skill acquisition.LMS platforms like Moodle and
corporate e-learning platforms are widely used for employee development .Noe, R. A. (2017).
Employee training and development. McGraw . ICTs enable more effective communication within
organizations. Tools such as employee engagement platforms, instant messaging apps (e.g., Slack), and
video conferencing tools ( Zoom) foster better communication, collaboration, and employee feedback.
These platforms facilitate regular check-ins, surveys, and feedback loops, which imp rove
employee engagement and retention. Saks, A. M. (2006). Antecedents and consequences of
employee engagement. Journal of Managerial Psychology, 21(7), 600-619.
ICTs facilitate performance management by providing tools to set goals, track employee
progress, and offer real-time feedback. This data-driven approach enhances objectivity in
appraisals and supports the alignment of individual and organizational goals. Platforms like
Workday and Bamboo allow real-time tracking of employee performance and engagement.
Aquinas, H. (2009). Performance management. Pearson Prentice Hall.
Supporting Remote work and Flexible work arrangements the use of cloud-based HR
systems and communication tools supports remote work. HR departments can effectively
manage a distributed workforce by providing remote access to HR services like payroll, benefits
management, and performance tracking Platforms like Zoom, Microsoft Teams, and Google
Workspace have allowed employees to remain productive, even outside the office. Gajendran, R.
S., & Harrison, J. K. (2007). The good, the bad, and the unknown about telecommuting: Meta-
analysis of psychological mediators and individual consequences. Journal of Applied
Psychology, 92(6), 1524-1541.
The Zambia has progressively integrated information and communication technology (ICT) into
its human resource (HR) functions to enhance efficiency and service delivery .
Smart Zambia initiative in January 2025, Zambia launched the smart Zambia project, aiming to
harmonize its human resource management systems. This initiative seeks to enhance service
delivery and improve efficiency within the public sector by leveraging advanced ICT solutions
(M.FACEBOOK.COM).
Recruitment selection One of the most significant impacts of ICT on HRM is the transformation
of recruitment and selection processes. Traditional recruitment methods often involved lengthy
procedures that were both time-consuming and resource-intensive. However, with the rise of
online job portals and social media platforms, organizations can now reach a broader audience
and attract diverse talent more efficiently. For example, Zambia Breweries has embraced digital
platforms for job advertisements, streamlining the recruitment process. This not only reduces
administrative
Burdens but also accelerates the selection of qualified candidates (Boabdil & Al-Kailey, 2018).
Furthermore, Zambia Products PLC employs online assessments and video interviews,
enhancing their recruitment strategy and ensuring a comprehensive evaluation of candidates. The
use of these technologies allows companies to identify the best-fit candidates more effectively,
reducing time-to-hire and improving overall recruitment outcomes.
E-learning and digital training tools have revolutionized employee training and development
processes. Organizations can now provide employees with access to online training programs,
making it easier for them to enhance their skills and knowledge at their own pace. Shoprite
Zambia has implemented a robust e-learning platform that offers various training modules for
employees, facilitating continuous learning and professional development (Bunyan et al., 2015).
This flexible approach to training enables employees to balance their work commitments with
their development needs. Moreover, First Quantum Minerals uses virtual reality (VR) for
training purposes, providing immersive experiences that enhance safety and operational skills
among employees (Zambian Mining Magazine, 2019). This innovative application of technology
not only boosts employee competence but also fosters a culture of learning and adaptability
within the organization.
The integration of ICT into performance management processes has streamlined the ways
organizations monitor and evaluate employee performance. Traditional performance reviews
often relied on subjective assessments, which could lead to inconsistencies and biases. However,
with the help of software applications, organizations can now implement data-driven
performance management systems. MTN Zambia has adopted a performance management
system that allows for real-time tracking of employee performance against pre-defined Key
Performance Indicators (KPIs) (Rosemond & Ernesticia, 2011). This system not only provides a
clear framework for performance evaluation but also facilitates ongoing feedback and coaching,
fostering a culture of continuous improvement. By utilizing data analytics, organizations can
identify performance trends and implement targeted interventions to enhance employee
productivity.
Effective communication is crucial in any organization, and ICT tools have transformed how
employees interact with one another. Modern communication platforms enable seamless
collaboration, regardless of geographical location. Zambia National Commercial Bank
(ZANACO) utilizes tools such as Microsoft Teams and Slack to enhance communication among
employees across different departments (Chanda, 2020). These platforms enable instant
messaging, video conferencing, and document sharing, improving collaboration and reducing
delays in decision-making processes. This is particularly important in a fast-paced banking
environment where timely communication can significantly impact service delivery.
Furthermore, the adoption of these technologies promotes a more inclusive work culture,
allowing employees to connect and collaborate more effectively.
The use of ICT in HRM allows organizations to collect, analyze, and leverage data related to
employee performance, recruitment trends, and training effectiveness. This data-driven approach
enables better decision-making and strategic planning. Cavmont Capital Holdings has
implemented advanced data management systems that track various HR metrics, allowing the
company to identify trends and areas for improvement (Obaidli & Al-Okaily, 2018). By
analyzing this information, organizations can develop more informed HR strategies and policies,
ultimately enhancing their overall effectiveness. The ability to harness data analytics empowers
HR professionals to make evidence-based decisions that align with organizational goals and
drive performance.
ICT also plays a vital role in enhancing employee engagement and retention. Organizations are
increasingly using digital platforms to facilitate employee feedback, surveys, and engagement
initiatives. Zambia Sugar has implemented an employee engagement portal where staff can
provide feedback on various aspects of their work experience (Zambia Sugar, 2021). The
insights gained from these surveys help the organization address employee concerns and improve
job satisfaction, ultimately leading to higher retention rates. By actively engaging employees
through technology, organizations can foster a more inclusive and motivated workforce.
Furthermore, leveraging ICT for employee engagement initiatives demonstrates a commitment to
understanding and valuing employee contributions, which can enhance loyalty and reduce
turnover.
Human resource software allows for automated onboarding. HR systems can contribute relevant
forms, training materials and documents to new workers, decreasing administrative work load. It
also helps to streamline the orientation process, ensuring that new employees are properly
introduced to cooperate regulations and culture. (Berlin, 2013). The Zambian government
communicates with new employees through mobile apps and messaging platforms, which keep
them up to date on regulations, processes and developments. For example, government
employees can utilize these applications to learn about their employment benefits, department
updates, pertinent regulations that they should be aware of throughout their own onboarding
process.
Integrated Payroll System (IPPS)
The Zambian government manages civil servants payroll through the integrated payroll and
personal management system (IPPS). The system automates payroll, ensure that salaries and
benefits are paid accurately and on schedule. This avoids human payroll errors and guarantees
adherence to government laws (Government of Zambia, 2020). The Zambian government uses
the integrated payroll and personnel management system (IPPS) to process civil servant salaries
across multiple ministries. Once an employee is employed, their personal and salary information
are put into IPPS. The system computes salaries, tax deduction, and other benefits depending on
the employee’s job, grade, and other pertinent information. For example, when a new teacher is
appointed by the ministry of education, their salary, allowances (such as housing or
transportation), and deductionns (such as pension contributions or tax) are automatically
determined based on their grade and position within the government hierarchy. The IPPS
guarantees that teachers’ salaries are processes in a timely manner and appropriate reflect there
remuneration package.
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