Knowledge and skills for managing digital records at selected state universities in Zimbabwe

Tsvuura, Godfrey

doi:10.4314/jsasa.v55i.8

Cited by 3 publications

(3 citation statements)

References 19 publications

(42 reference statements)

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“…Such technological advances require a mirrored advancement in skill sets and knowledge of archives and records management professionals to manage, preserve, and make public records available in digital form (International Council on Archives 2016). Inadequate knowledge and competencies among archives and records management professionals (Tsvuura 2022) mean they need to collaborate with other key stakeholders such as those from ICT. In South Africa, there is thriving collaboration between the National Archives and Records Service of South Africa and the State Information Technology Agency (SITA).…”

Section: Stakeholders In the Preservation Of Digital Records In The C...mentioning

confidence: 99%

framework for development of digital records preservation in the cloud in Botswana

Mosweu

2023

J. South Afr. Soc. Archiv.

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The deployment of digital systems in the delivery of public services by the Government of Botswana has seen an increase in the generation of digital records. Without preservation efforts over time, the continued availability of digital records is not guaranteed. The reverse side of this is that a focused records preservation regime ensures access to and accurate digital records in the long term, regardless of the challenges of media failure and technological change. Lack of an adequate legal and policy framework on digital material preservation; gaps in human resources in terms of knowledge, skills, and competencies to drive digital material preservation; lack of appropriate standards for digital records preservation; and limited collaborative efforts towards digital records preservation are some of the challenges in digital records preservation in Botswana. Despite these challenges related to digital records preservation, developing countries in Africa are increasingly embracing the use of cloud computing technology for the management and preservation of digital records due to its benefits. In the developed world, cloud computing has matured into a viable option for the management and preservation of digital records. This study utilised a review of literature, supplemented by document analysis, to propose a framework for digital preservation of records in the cloud in the context of e-government in the Botswana public sector. It is guided by concepts from the Policy, Strategy and Resources troika model as a lens to frame the study. The model provides the key elements of policy, strategy, and resources as necessary for the preservation of records in Botswana’s public sector, using cloud computing as a platform. The proposed framework for the preservation of digital records may benefit public sector organisations that endeavour to adopt cloud computing for records preservation.

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Section: Stakeholders In the Preservation Of Digital Records In The C...mentioning

confidence: 99%

framework for development of digital records preservation in the cloud in Botswana

Mosweu

2023

J. South Afr. Soc. Archiv.

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“…Hence, selection is the process of selecting competent workers from a wide candidate pool via the use of various methods. Human resource managers in African countries like Zimbabwe have unique difficulties in the recruitment and selection of university staff [27]. Brain drain, corruption, nepotism, high turnover rates, a lack of qualified workers, and expensive recruiting expenses are only some of the problems that have been identified [27].…”

Section: Recruitment and Selection And Employee Performancementioning

confidence: 99%

“…Human resource managers in African countries like Zimbabwe have unique difficulties in the recruitment and selection of university staff [27]. Brain drain, corruption, nepotism, high turnover rates, a lack of qualified workers, and expensive recruiting expenses are only some of the problems that have been identified [27]. Unqualified people are often hired by these colleges.…”

Section: Recruitment and Selection And Employee Performancementioning

confidence: 99%

Effect of Recruitment and Selection on Employee’s Performance in Public Universities in Meru County, Kenya

Mugambi,

Omuya

2023

AJEBA

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Human resource management encompasses all aspects of an organization's interactions with its personnel, including hiring and firing, benefits administration, goal setting and monitoring, employee performance evaluations, and handling employee departures. Public universities in Meru County have established rules and processes to provide their highest possible quality of service to their students. Similarly, these universities' human resources departments have helped establish procedures to guarantee staff members' adherence to legal frameworks, punctuality in reporting for work, absence-free attendance, audits of risk management practices, and a focus on workplace health, safety, and succession. Despite their best efforts, they are experiencing poor and substandard staff performance. Staff morale is poor and employees are not committed to their jobs, which results in frequent walkouts. Employees vent their frustrations, citing the high turnover rate as a reason why they too are looking for new employment. Nevertheless, there is paucity of conceptual and empirical knowledge. Thus, the ground for the present study was to determine the effect of recruitment and selection on employee performance in public universities in Meru County. The study employed descriptive cross-sectional research design. Academic, administrative, and human resources personnel made up the 90 study's target population. The study employed census method to obtain the study respondents. The study employed structured questionnaires to collect data. A pretesting of data collection tools was undertaken at university of Embu due to comparative characteristics. The pilot study enhanced validity and reliability of the tools. Using a statistical software for the social sciences (SPSS) window version 25, numerical data obtained in the field via surveys were sorted and recorded. The researcher used descriptive statistics (such as frequency, percentage, mean, and standard deviation) to describe and summarize the data, and inferential statistics to draw conclusions from the data. Pearson's bivariate correlation and multiple regression analysis were inferential statistics that was used to learn more about the correlation and effect of the variables of interest with regard to the continuous variables of interest. The study observed the ethical considerations of the research. This research uncovered a noteworthy positive correlation between various human resource functions, including recruitment and selection within public universities in Meru County. Through regression analysis, it was determined that approximately 46.1% of the variations in employee performance across these public universities could be attributed collectively to the utilization of recruitment and selection. Consequently, this study concludes that recruitment and selection exerted the most significant influence on employee performance. As a result, it is recommended that universities prioritize the enhancement of individual components within their HR functions rather than opting for a holistic approach.

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The Records Management (RM) Capabilities of Lecturers at Midlands State University (MSU), Zimbabwe

Chitima,

Dewah

2023

Mousaion

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Records bear evidence of business transactions and decisions undertaken by an organisation. Good records management enables the smooth flow, efficient and effective conduct of university business. University lecturers create different types of records in the course of discharging their responsibilities. These include research and publications, student teaching, continuous assessment, and examination. However, very little is known about the extent to which lecturers are able to properly manage the records they create. There have been three recorded cases of lecturers at Midlands State University (MSU) who lost examination and continuous assessment records, and this led to their dismissal. This study examined the capabilities of university lecturers in managing the records they create. The objectives of the study were to ascertain the records management background of lecturers and to examine their capability to perform records management. This study was grounded on the interpretive paradigm and employed qualitative research approaches where convenience sampling was used. The sample of the study involved 23 lecturers and one staff member from the Central Records section at MSU. The study found that participating lecturers lacked records management knowledge, and all of them did not follow any records management system for paper-based records management. Lecturers managed coursework and examination records through the Changamire Marks Management System. Some electronic records were kept in lecturers’ e-mails and personal laptops. The study established that records were susceptible to loss due to lecturers’ lack of knowledge, negative attitudes, conflicts between non-teaching and teaching staff, and lack of suitable records management infrastructure. The study concluded that most lecturers who participated in the study were dismal performers of records management; hence, records are more susceptible to loss. This study provides a step by step systems approach that universities, such as MSU, can employ to effectively manage records created by academic staff.

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Knowledge and skills for managing digital records at selected state universities in Zimbabwe

Cited by 3 publications

References 19 publications

framework for development of digital records preservation in the cloud in Botswana

framework for development of digital records preservation in the cloud in Botswana

Effect of Recruitment and Selection on Employee’s Performance in Public Universities in Meru County, Kenya

The Records Management (RM) Capabilities of Lecturers at Midlands State University (MSU), Zimbabwe

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