Counting the Gains of Information and Communication Technology on Human Resource Management Practice...

ADRRI JOURNAL OF ARTS AND SOCIAL SCIENCES

ADRRI JOURNALS (www.adrri.org)

pISSN: 2343-6891 ISSN-L: 2343-6891 VOL. 5,No.5(1), Pp. 1-11, August, 2014

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Counting the Gains of Information and Communication Technology on Human Resource

Management Practice in Ghana Health Service in the Tamale Metropolis.

Adams Issahaku1 and Aboko Akudugu2

1,2School of Business and Management studies, Tamale Polytechnic, Box 3ER, Tamale, Ghana

1Correpondence: Email: [email protected] Tel: 0202900199/0263163080

Received: 1st August, 2014 Revised: 20th August, 2014 Published Online: 30th August, 2014

URL: http://www.journals.adrri.org/

[Cite as: Issahaku, A. and Akudugu, A. (2014). Counting the Gains of Information and Communication

Technology on Human Resource Management Practice in Ghana Health Service in the Tamale Metropolis.

ADRRI Journal of Arts and Social Sciences, Ghana: Vol. 5, No. 5(1), Pp. 1-11, ISSN: 2343-6891, 30th August, 2014.]

Abstract The impact of Information and Communication Technology (ICT) on human resource management

for improve performance is a desired aspirations of Ghana Health Service and most organisations in

Ghana and the world over. The objective of the study is to ascertain the extent to which ICT

contributes to Human Resources Management practices in the Ghana Health Service in the Tamale

Metropolis. The desire for organisational achievement, efficiency and sustainability in this global

world of keen competition rely greatly on ICT as a niche. The adoption and usage of ICT in human

resource management would in no small way, impact greatly on the output of emerged and emerging

organisations in both developed and developing world. This notion necessitated this study. The

population of the study comprised 488 health workers, and a sample of 196 was drawn for the study.

The objectives of the study were to determine the use of ICT in Ghana Health Service and how it

support Human Resource Management practices as well as the challenges. The study results revealed

that ICT and health service delivery are inseparable, as far as global and national health interventions

are concern, It also revealed that the use of ICT by employees of the service have contributed

immensely in fighting certain menace in the health sector, thereby improving productivity and

efficiency at both the primary and public health sectors. The study further revealed challenges such

as inability to acquire some ICT equipment, high training cost, irregular power supply and

software/network failure as impediment in using ICT.

Keywords: Ghana health service, health care, recruitment, effective, information

mailto:[email protected]




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INTRODUCTION

Information and Communication Technology (ICT), refers to technologies that provide

access to information through telecommunications. ICT at workplaces combine

microelectronics, computer systems, and telecommunications, affecting not only the

gathering and transmission of information, but also its use in decision making (Scott and

Davis, 2007). Huber (1990), perceived ICT as a system that supports the more rapid and

accurate identification of problems and opportunities, increase the availability of relevant

and timely information and, in this way, improve both the speed and quality of decision

making.

Although the effect of ICT is obvious on the overall organization, the focus of this study is

onthe impact of ICT related changes that are directly associated with the practice of Human

Resource Management (HRM) in modern business organisations. HR managers are directly

responsible for the efficient and effective functioning of the most valued resources of an

organisation – the human resources or employees. ICT brought changes in technology and

that has enhanced the competitiveness of the HR departments in organisations.

ICT makes it possible for managers and employees to get results and answers to their

questions faster and in a state of the art fashion. In 2012, organizations and their HR

practices were almost changed and positively affected by ICT ranging from; paperless office

(Doran, 2003), time attendance, databanks, automating work practices (Agbolade, 2011,

citing Wali, 2010), Tele working (Baloh and Trkman, 2003; (Wali, 2010), transaction

processing, reporting and tracking applications (Broderick and Boudreau, 1991), E-

recruiting, using internet for staffing, employee development using internet (Baloh and

Trkman, 2003).

Planning for the information and communication technology related changes at workplace

includes many important decisions like taking the initiative of change or following the

success stories of others who made it using technology. Organizations facing challenging

business environments such as operating in dynamic and turbulent markets often turn to

success stories of others as a source of information. The use of ICT in business and Human

resource management was initiated by the developed countries of the world and is being

adopted throughout the world. Ghana as a developing country is no exception.

Ghanaian companies and businesses are opting for ICT in their human resource practices

and overall organization to improve their work efficiency but the situation here are not as

progressive as things were started late. The quest to adopt and use technology in business

operations in Ghana is more challenged by budgetary constraints. The problem of lack of

information about their operations and use of ICT by Ghanaian organisations remains a

worrying situation. If ICT really facilitate efficient execution of business activities in a timely

fashion, is GHS using ICT to aid its operations, and the HR unit using technology to help

find, choose and appropriately assign its employees? Indeed, has to use of ICT in GHS in the

Tamale Metropolis contributes to HR efficiency or they are only using computer to do work?

The HR function is undergoing tremendous changes, hence attracting attention of

researchers. Most significant change noticed is that HR professionals are now placing

http://www.techterms.com/definition/telecommunications




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emphasis on using HRM to achieve strategic business objectives. These changes according to

(Knapp, 2004) call for reinvention, repositioning, and reconstruction of the HR roles, tasks

and responsibilities.

Yeung et al(1994), indicated that companies are thirsty for the IT to reduce cost, improve

service, and achieve effectiveness. Can this be true if ICT is applied on HR practices? With

appropriate information ICT tools, managers, employees and customers can quickly

response to market change, and control risk and cost. To reveal the adding value of IT

application in HRM, it is necessary to clarify how IT can facilitate HR functions with

particular reference to recruitment, selection and placement.

Despite all the practical, tangible and intangible benefits of ICT to HR practices, and overall

business success, most public sector organisations including GHS failed to demonstrate

contribution of ICT in their operations. This study will seek to make known the

contributions of ICT to HR practices in the GHS if any.

LITERATURE REVIEW

According to Armstrong (2009) HRM is a strategic, integrated and coherent approach to the

employment, development and well-being of the people working in organizations. It covers

activities such as strategic human resources management, human capital management,

corporate social responsibility, knowledge management, organization development,

resourcing (human resource planning, recruitment and selection, and talent management),

performance management, learning and development, reward management, employee

relations, employee well-being and health and safety and the provision of employee

services. Can ICT be used to facilitate the execution of these HRM functions outlined?

The development of ICTs brought about a major shift in the world. As a theoretical space

within which to conduct contemporary research, the Information Age suggests we are

moving beyond the Industrial Age into an era where the sharing of knowledge and ideas is

the new driver of power the world in all aspect. Castells (2000), opined that ICT is both a

structure and a process that enables the exchange, the redirection, and the reception of

information, on a global scale, without restraints of space or time. Distance is rendered

irrelevant, allowing direct, simultaneous, decentralized, and expanding relations of

collaboration, advocacy, trade, production, innovation and generating new forms of power

constellation and distribution.

ICT at workplaces are variously combining microelectronics, computer systems, and

telecommunications, affecting not only the gathering and transmission of information, but

also its use in decision making (Scott and Davis, 2007).These technological advances are

being driven primarily by strong demands from human resource professionals for

enhancement in speed, effectiveness, and cost containment (Alok and Deepti, 2011). To

Ardichvili (2002), the world is embracing IT at a restless pace for spirited benefit,

convenience, excellence of life, affordability, creativity as well as several other factors.(Zafar,

2009), studied the e. HRM practices in Pakistan to determine the level at which IT related

changes are being adopted in the HR departments and how they are contributing to the

professional competence of HR department identified that,e-HRM practices are not yet fully




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visible and things will take time to improve. It was also found that employees are happy

with technological changes in HRM as it is making their work easier.

The objective of this study was to ascertain the extent to which ICT has impacted positively

on the human resource management of Ghana Health Service. Specifically, the study seeks

to;

1. determine the use of ICT in the execution of work in GHS, Tamale Metropolis,

2. examine the role of ICT in the recruitment, selection and placement of employees in

the study organisation, and

3. determine the challenges faced by human resource department in relation to ICT

usage.

METHODOLOGY

The researchers used the case study approach. The population of the study is all Ghana

health service workers in the Tamale Metropolis, comprising 488 workers (Regional Health

Directorate Staff Norminal Roll, 2013). The Krejcie and Morgan (1970) table was used to

select the sample for the study. This gave a sample size of 216. Out of the total

questionnaire distributed, 196 were successfully retrieved, giving a default rate of 9.25%.

Data collected were analysed using descriptive statistics.

RESULTS AND DISCUSSIONS

This was categorised into two; demographic data of respondents and work and HR/ICT

related data of the studied organisation and the respondents.

Demographic Data of Respondents

This section of the discussion looks at the respondents’ gender by sex, age, educational

status, and by departments. These are shown in the table below.

Table 1: Demographic Variables of Respondents

VARIABLE ATTRIBUTES FREQUENCY PERCENTAGE (%)

GENDER

MALE 78 40

FEMALE 118 60

AGE

20 – 30 89 45.41

31 - 40 87 44.39

41 – 50 16 8.16

51 - 60 4 2.04

EDUCATIONAL

STATUS

PROFESSIONAL

CERTS

67 34.18

COLLEGE DIPLOMA 85 43.37

DEGREE HOLDERS 34 17.35

DEPARTMENT CLINICAL STAFF 97 49.49

ADMINISTRATIVE

STAFF

81 41.33

TECHNICAL STAFF 18 9.18

TOTALS 196 100

Source: Field Survey, 2014




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Figures in the table revealed that 45.41% of the respondents fall within the working age

group (20-30) of the population. In can be concluded that the respondents are relatively

young, considering a majority of 45.41%. This could mean that majority of workers in the

health sector in Tamale Metropolis can work for a relatively longer time before their

retirement. Invariably, work output in terms of productivity will increase, and the workforce

has the capability of withstanding work pressure with minimum stress level. This could lead

to greater effectiveness. This also provides a competitive advantage to region in its quest to

deliver quality health care services to the ever growing population.

This research work revealed that of the 196 responses received, 118 respondents,

representing 60% are females while 78 respondents, representing 40% are males. This

disparity comes as no surprise since most people in developing countries including Ghana

considers the nursing as a profession per se as been feminine. Generally, this is one

occupational area in Ghana where gender composition is skewed towards women. This

composition also truly reflects the 2010 population and housing census gender composition.

Out of the total 196 valid responses received, sixty-seven (67) respondents representing

34.18% were Professional Certificate holders, while eighty-five (85) respondents,

representing 43.37% were College Diploma holders. A minority of thirty-four (34)

respondents, which represented 17.35% of the sample were degree holders.

The designations of the respondents of this study included but not limited to are;

Community health nurses, Radiologist and Assistant radiologist, Pharmacist, Health

information officers, Nutritionist, Data managers, Procurement officers, Auditors, Planning

Officers, Administrative assistants, administrators, Senior health managers, Physicians

Executives officers, Accounts officers, Health research officers, Senior and Junior finance

officers, Disease control officers, Deputy Directors of nursing and some Technical staff.

These were further categorised into departments. Ninety-seven (97) of the respondents were

Clinical staff representing 49.49%, Administrative staff were eighty-one (81) respondents

representing 41.33% and the remaining eighteen (18) respondents representing 9.18% were

Technical staff.

The Use of Computers and IT Appliances

The researchers provided three options regarding to use of computers and IT appliance at

work post to facilitate performance. The responses received revealed that 130 respondents,

representing 66.33% agreed to the use of computers and IT related appliances very often to

facilitate their work performance. 58 respondents, representing 29.59% indicated they often

use computers and IT related appliances while an insignificant number of 8 respondents,

representing 4.8% stated that they are not certain whether they use computers to facilitate

their work. This finding revealed that majority of health workers in the Tamale Metropolis

have adequate knowledge on ICT and use same to facilitate their work, either as

administrative, clinical or technical staff. It is clear that ICT is used and indeed contributes

to effective, efficient and timely delivery of health care in the northern region. The analyses

are shown in the figure below;




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Fig. 1. The Use of Computers and IT Appliances


Table 2: Effectiveness in the use of ICT to save time

RESPONSE FREQUENCY PERCENTAGE (%)

VERY EFFECTIVE 91 46.43

EFFECTIVE 95 48.47

LESS EFFECTIVE 6 3.06

NOT EFFECTIVE AT ALL 4 2.04

TOTAL 196 100


Figures in the table above reflect the effectiveness in the use of ICT in health care delivery in

the Tamale Metropolis.91 respondents, representing 46.43% and 95 respondents representing

48.47% indicated they use ICT very effective and effective respectively to save time in

carrying their work. 3.06% and 2.04% of respondents said they use ICT less effective and not

effective at all respectively. In all, 94.9% use ICT effectively to aid health care delivery in the

study area. It can be concluded that ICT is used extensively to aid health care delivery in the

Tamale Metropolis. Hence, majority of employees in Ghana Health Service within the

Tamale Metropolis, and the northern region for that matter, use ICT in their daily work

activities.

The Effective Role of ICT in Selection and Recruitment process in Ghana Health services

within the Tamale Metropolis

From the figure below, 136 respondents representing 69.39% acknowledged how very

effectively ICT is used in recruiting, selecting and placement of staff in Ghana Health Service

in the Tamale Metropolis, while 49 respondents, representing 25% said ICT is effectively

used to aid Human Resource functions of recruiting, selecting and placement. Conclusively,

94.39% agreed that ICT is used to recruit, select and place staff effectively in the study area.

Contrary view that is stated strongly against the role of ICT in aiding recruitment, selection

130

58

8

66.33

29.59

4.08

0

20

40

60

80

100

120

140

Very often Often Not certain

F

r

e

q

u

e

n

c

y

Responses

The use of computers

Frequence

Percentage(%)




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and placement is one (1) respondent representing 0.54% which is highly insignificant. The

massive affirmation of the effective role of ICT in recruitment, selection and placement

provided the grounds for the researchers to say there is enough evident that most

institutions in Ghana can adopt the use ICT to aid their Human Resource functions with

success.

Fig. 2 The Role of ICT in Recruitment, Selection and Placement of Staff


Challenges on the use of ICT in Ghana Health Service in the Tamale Metropolis

Every human institution, initiative, activity or process faces certain challenges or constraints

mostly as a natural process. The use of ICT in Tamale Metropolis to aid HR performance is

no exception, hence, this study revealed some challenges in the use of ICT in the study area.

Identification of the challenges was made through the use of open-ended questions posed to

the respondents through the questionnaire. Responses provided revealed four key

challenges experienced in using ICT to facilitate the work of HR in Ghana Health Service in

the Tamale Metropolis. These challenges are ranked in terms of magnitude and impact on

HR functions. These are high cost of acquisition and installation, training cost, irregular

power supply, and software/network failures.

It was established that ICT equipment and appliances cost high and in mist of competing

needs, the service is mostly constraint in procuring the appropriate equipment to facilitate

full operationalisation of ICT. As high as 181 respondents, representing 92.35% supported

this challenge. They were however optimistic that if these equipment are procured properly

and put to good use, the benefit will offset the cost, thereby yielding positive return in the

long run.

Training cost was also mentioned. This involves initial training cost and subsequent

refresher courses to keep staff abreast with current requirements. 162 respondents

representing 82.14% agreed with this challenge. This correspond with Yambesi (2012)

136

49

10 1

69.39

25.00

5.10 0.51 0

20

40

60

80

100

120

140

160

Very Effective Effective Average Not Effective

F

r

e

q

u

e

n

c

y

Responses

Role of ICT in recruitment, selection and placement of staff

Frequency

Percentage (%)




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findings that high cost of capacity building in ICT skills is still high in most of African

countries. Proffering possible solutions, they indicated that training should be well planned

and provided based on results of need assessments. Individual should also be encouraged

to bear some training cost since the ultimate benefit of training is to the individual first

before the organisation.

Irregular power supply appears a national challenge. This is an external factor that poses a

challenge to all state and private organisations. Yambesi (2012) indicated that low

connectivity and power in African countries especially in rural areas, particularly for larger

countries is slowing down ICT development. Yambesi however stated that mobile

technology and solar are respectively addressing these problem somehow. As many as 133

respondents, representing 67.86% supported irregular power supply as a challenge on the

use of ICT in Ghana Health Service, in Tamale Metropolis. However, almost all respondents,

summing up to 193, about 98.4% indicated that this challenge can be overcome if

management provide standby power generators. But this adds up to the cost of using ICT.

Finally, 131 respondents representing 66.84% stated that software problems and network

failure constitute yet another challenge in the use of ICT to facilitate the execution of HR

functions in GHS in the Tamale Metropolis. Respondents’ agreement to the challenges is

illustrated in the table below.

Table 3: Challenges on the Use of ICT in Ghana Health Service in the Tamale

Metropolis

Level of Agreement

Challenges Agreed Disagreed

Frequency Percentage Frequency Percentage

High cost of equipment and

appliance 181 92.35 15 7.65

Training cost 161 82.14 35 17.86

Irregular Power supply 133 67.86 63 32.14

Software/Network failure 131 66.84 65 33.16

Source: Researchers Field Survey Data, 2014

CONCLUSION

The study has comprehensively shown the main issue arising from the current situation of

the impact of information and communication technology (ICT) in Ghana Health Service in

the Tamale Metropolis. The study investigates the extent to ICT is used in the study

organisation, and ICT is used for facilitate recruitment, selection and placement of staff. the




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findings, the study revealed that ICT is extensively used by the HR Department in the GHS

in the Tamale Metropolis and ICT has significant impact on how employees are recruited,

selected and placed on the job

RECOMMENDATIONS

Base on the findings, the researchers wish to make the following recommendations:

i. Management should provide ICT related security softwares to protect and suige

the system against unauthorised users who may develop the capability of

accessing their system for their personal gains.

ii. There should be relevant and regular ICT training for staff. This will help sharpen

staff skills in ICT usage and application.

iii. Management should provide reliable and adequate supplementary source of

(power) electricity to unsure uninterrupted use of ICT.

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Ardichvili, A. (2002) Knowledge Management, Human Resource Development, and Internet

Technology, Advances in Developing Human Resources, 4/4, 451-463.

Armstrong, Michael (2009). A Handbook of Human Resource Management Practice (11thed).

London: Kogan Page.

Baloh, P. and Trkman, P. (2003) Influence of Internet and Information Technology on Work

and Human Resource Management, Informing Science, June, 498-505.

Castells M., P. Himanen. The Finnish Model of the Information Society. – Helsinki, Sitra,

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Doran, A. 2001.HRMS needs analaysis. Access on 10 June, 2014.

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Ghana Health Service Annual Report (2013) , Tamale Metropolitan Health Directorate,

Tamale

Regional Health Directorate Staff Norminal Roll, (2013)

Knapp, K. J., Marshall, T. E., Rainer, R. K. and Ford, F. N., (2005). Managerial Dimensions




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in Information Security: A Theoretical Model of Organizational Effectiveness (ISC)

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Mishra, A. and AkmanI., (2010), Information technology in human resource

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39No.

Scott, R.W. and Davis G.F (2007): Organizations and organizing – rational, natural, and open

system perspectives. Pearson. Prentice Hall p. 35-106 (71 pages).

Yambesi, (2012).High cost of Capacity building in ICT skills: Is still high in most of African

countries.

Yeung, M., Ging, L., and Ennew, C. (2002). Customer satisfaction and profitability: a

reappraisal of the nature of the relationship. Journal of Targeting, Measurement

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Zafar, J. (2009). E-Human Resource Management: A case study of the State Bank in

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APPENDIX

Krejcie and Morgan (1970) Table for Determining Sample Size for a Given Population

http://www.kenpro.org/sample-size-determination-using-krejcie-and-morgan-table/krejcie-and-morgan-table-of-determining-sample-size/

http://www.kenpro.org/sample-size-determination-using-krejcie-and-morgan-table/krejcie-and-morgan-formula-for-determining-sample-size/

http://www.kenpro.org/sample-size-determination-using-krejcie-and-morgan-table/krejcie-and-morgan-table-of-determining-sample-size/

http://www.kenpro.org/sample-size-determination-using-krejcie-and-morgan-table/krejcie-and-morgan-formula-for-determining-sample-size/




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