No abstract

The novel COVID-19 pandemic has ravaged the entire world and its far reaching impacts have been felt across different regions and sectors world-over. Similarly, the Zimbabwean public sector has been equally affected by this pandemic. Using a qualitative methodology the research interrogates the effects of the COVID-19 pandemic and proffers ways to deal with its impacts on the Zimbabwean public sector. Data was extensively collected from documentary sources such as books, journals, government publications etc. The study established that the Zimbabwean Health Sector (ZHS) is completely overwhelmed by the pandemic, that there is a decrease in revenue collection, poor social accountability, and corruption and that frontline employees and those working in environments that are exposed to the virus are psychologically affected. The research recommends that the government should capacitate the ZHS, revitalise industries and harnessing small to medium enterprises, embrace open Information Technologies (I.T) in parliamentary activities, strengthen the Watchdog institutions and create sustainable conducive working conditions for all.

No abstract

Elections in most emerging democracies are generally characterised by irregularities which in turn fuel violent and non-violent expressions of displeasure before, during and after the voting excise. This paper discusses options for post-election conflict resolution with focus on African experiences since 2000. The paper holds that political and nonpolitical, local and international actors, play a dire role in ensuring that election-related insecurities are at least pacified. The paper assessed the constitutional, political and diplomatic alternatives to post- election conflict resolution. The paper goes further to examine the challenges that faced by African states in their exertion to deal with post-election conflicts. The study provides recommendations to inform the successes of the he post-election conflict resolutions in Africa. This paper establishes that most African states have lucrative legal frameworks on conducting elections and dealing with post-election unfortunate eventualities, the most compromise comes from, however, lack of political will and respect for the municipal ad international regulations. Furthermore, the paper realises that the continent, in some cases, lacks capacity and effectiveness on policy implementation to enforce electoral outcome or court rulings.

Orientation: The Fourth Industrial Revolution has transformed modern society by ushering in the fusion of advances in robotics, the Internet of Things (IoT), genetic engineering, quantum computing, and artificial intelligence (AI) among others. AI brings a range of different technologies and applications to interact with environments that comprise both the relevant objects and the interaction rules and have the capacity to process information in a way that resembles intelligent behaviour. Similarly, artificial intelligence is also being used in the human resources management (HRM) processes and functions in the public sector to map sequences to actions.Research purpose: The study explores the opportunities, challenges, and future prospects of integrating Artificial Intelligence (AI) and Public Sector Human Resource Management (HRM) in South Africa’s public sector.Motivation for the study: The study was motivated by the need to examine the dynamics surrounding the adoption, implementation and operationalisation of the 4IR in the management of human resources in the SA public sector in this unfolding dispensation.Research Approach: Data was collected using the extensive review of written records such as books, journal articles, book chapters among others which were purposively selected for use in this study. Data was analysed using content and thematic analysis techniques.Research Findings: The study established that Artificial Intelligence is beneficial in the sense that it can improve public service delivery in South Africa as the HRM personnel is enabled to focus more on the strategic areas of management by taking over routine tasks, and that it helps minimize bias in public service recruitment and selection. In contrast, research on potential challenges has revealed that combining Artificial Intelligence and Public Sector Human Resource Management may pose a threat to white-collar jobs.Practical/ Managerial Implications: This study may lead to practical applications of AI to support the HR functions of public sector entities in SA. The public managers are better informed about the impediments, gaps and opportunities that may arise from using AI in managing human resources in SA’s public sector.Contributions: This study contributes to the body of knowledge as it unpacks and informs the dynamics associated with the implementation of AI in managing human resources in public sector entities.