Question: Identify and closely examine factors that influence the generation of HCD

policies. You are required to examine this assignment both at the general as well as
specific levels. At the general level, you are required to support you answer with relevant
references/ sources. At the specific level, you are required to make convincing references
to an organisation/ of your choice in Zimbabwe.

The development of Human Capital Development (HCD) policies is influenced by various

factors at both general and specific levels. HCD policies aim to improve the knowledge, skills,
and abilities of individuals to contribute to economic and social progress. At the general level,
factors like national development priorities, educational and training systems, labour market
requirements, technological advancements, and social inclusivity have a significant impact on
shaping HCD policies. At the specific level, the focus is on analyzing a chosen organization in
Zimbabwe to understand how local factors, including government initiatives, industry needs,
educational infrastructure, and socio-economic challenges, influence the formulation of HCD
policies. By closely examining these factors, we can obtain valuable insights into the
considerations and strategies involved in developing effective HCD policies in Zimbabwe.

Human capital development policies refer to strategies and initiatives implemented by

governments or organizations to enhance the knowledge, skills, and capabilities of individuals
in order to improve their productivity, employability, and overall well-being. These policies
aim to invest in human capital through various means such as education, training, skill
development programs, and lifelong learning opportunities. These policies can be grouped into
two, the general ones that mostly appeal nationally and specific ones that speak to
organisations. Bontis et al (1999) define the human capital as the human factor in the
organization; the combined intelligence, skills and expertise that gives the organization its
distinctive character. The human elements of the organization are those that are capable of
learning, changing, innovating and providing the creative thrust which if properly motivated
can ensure the long-run survival of the organization. This definition put together with the
development aspect implies that the human factor in an organisation need to be nurtured,
molded, innovated and capacitated so as to enormously contribute to the growth of the
organisation. Armstrong (2006) defines the human capital as knowledge and skills which
individuals create, maintain, and use. This assertion calls for human resources practitioners to
come up with policies that influence the development of the said knowledge and skills.

There are a number of factors that can influence the generation of human capital development
policies and these can be categorized in two, the general and the specific levels. The general
factors that influence human capital development are: national development priorities,
economic factors, demographic factors, political environment, socio-economic factors and
technological advancement. National development priorities work as torch bearers in shaping
where the country is moving towards or aims to achieve and the thrust should be in sync with
all sectors of the economy hence the need for human resources to align itself with national
priorities. They can do this by coming up with human resource development polices that aim
to work in tandem with national focus. National development priorities play a crucial role in
shaping and informing Human Capital Development policies. They provide a strategic
framework and guide for governments and policymakers to identify and address the specific
human capital needs and challenges of a country. The influence of national development
priorities works in two ways, the top down and opposite approaches, the first one is where the
national policy influences organisations to tore the line and the other one is where industry
advises the state on new trends and industrial needs which then influences the state to come up
with policies. A very good example is the newly introduced masters in Human Capital
Development Degree at Midlands State University which is coming from a background for the
need of human capital that speak to and answer to the demands of the modern human resource
needs in the fields of human resource information systems, analytics and metrics
(www.msu.ac.zw ). Mclean and Mclean (2001) in reference to human resource development
and its appeal to national level alludes by saying that it is a process that has potential to develop
individuals for the benefit of an organisation, community, nation or ultimately the whole
humanity. Therefore, national development priorities have high influence in shaping HCD
policy generation.
Economic factor is another determinant influence of human capital development policy
formulation. Economic factors have a significant influence on Human Capital Development
policies. The economic context of a country or region shapes the priorities, strategies, and
implementation of HCD policies. Enhancing human capital is crucial for improving a country's
economic competitiveness. HCD policies aim to develop a skilled workforce that can drive
innovation, productivity, and entrepreneurship, thereby contributing to economic growth.
Policies may focus on improving the quality of education, promoting lifelong learning, and
facilitating the acquisition of advanced skills in delivering modern human resources skill sets.
According to modern growth theory, the accumulation of human capital is an important
contributor to economic growth. Numerous cross-country studies extensively explore whether
educational attainment can contribute significantly to the production of overall output in an
economy (Sodirjonov 2020). It is imperative that human capital development policies be
created to empower the workforce so as to be able to significantly contribute to economic
growth. Economic factors also play a role in promoting economic inclusion and social mobility
through HCD policies. Policies may be designed to reduce disparities in access to education
and training, address income inequality, and provide opportunities for underrepresented groups
to participate in the workforce and contribute to economic development.

Demographic factors fall in the category of general factors that influence the generation of
human capital development, age, gender, ethnicity, education level, income, and various other
factors has a bearing on human capital, hence there is need for policies to be crafted along these
constituencies. Demographers, economists, and other social scientists have long been
interested in the role family plays in shaping children’s future. Among the most commonly
observed family characteristics, family size has attracted considerable attention, mainly
because of the empirical regularity that children from larger families on average have poorer
human capital outcomes than those from smaller families (Schult 2008). Demographic factors
related to educational attainment, such as literacy rates, school enrollment, and completion
rates, inform HCD policies. These factors help identify gaps in educational access and
achievement, and policies can be designed to address those gaps. For example, policies may
focus on increasing enrollment rates, reducing dropout rates, and improving the quality of
education to enhance human capital development.
It would be a serious let down if this paper does not touch on political environment as a factor
that influences the generation of human capital development particularly in Zimbabwe where
politics takes a centre stage on most topical issues. The political environment plays a crucial
role in shaping the generation of human capital policies. Political factors, such as the
ideologies, priorities, and agendas of governments and policymakers, significantly influence
the design, implementation, and effectiveness of human capital policies. The political
environment determines the priorities of a government or political party. Human capital
policies may be influenced by the specific goals and objectives of political leaders, which can
vary based on their ideologies and agendas. For example, a government focused on economic
growth may prioritize policies that enhance workforce skills and promote innovation, while a
government with a social equality agenda may prioritize policies that address educational
disparities and promote inclusive access to education. A good local example would be some
human resources executive who would have gone through the Chitepo School of Ideology and
the way he or she would influence the generation of human capital development policies.
(Oosterom and Gukurume 2023). Policies that are in sync with prevailing governing parties are
more likely to see the light of day compared to those advanced by political opponents.

Juxtaposed with general factors, there are specific level factors that influence the generation of
human capital development policies. These are: education and training systems, labour market
demands, research and innovation and industrial collaboration. Ministry of Higher and Tertiary
Education, Innovation, Science, and Technology Development is responsible for formulating
and implementing policies related to higher and tertiary education, innovation, science, and
technology development. It plays a key role in shaping the educational landscape and fostering
human capital development in Zimbabwe. ( http://www.mhtestd.gov.zw/ ) Researches made
by the ministry in relationship to what the industry needs is passed on to policy makers who
then then incorporates it into policy formulation which cascades down to programs designed
and implemented by tertiary institutions in Zimbabwe. The case in point is the migration to
Education 5.0 which answers to the demands of industry and commerce in terms of skills
demand from tertiary institutions. Research done by Mabwe and Mabhanda (2023) reveals that
the Education 5.0 policy has productive opportunities which immensely contributed to national
economic development. Some of the productive opportunities include employment creation,
increased trade, and exploitation of mineral resources, economic development and poverty
alleviation. The findings also revealed some of the primary challenges of implementing the
Education 5.0 policy that include lack of adequate government funding and support resistance
to change, policy inconsistence and poor orientation of the policy. Human capital development
policy generation has to take cognoscente of the gaps and adequately address them. As stated
on the Zimbabwe Manpower Development Fund (ZIMDEF) website, ZIMDEF is a
governmental institution that oversees the collection of funds from employers, which are then
directed towards programs aimed at developing the country's human capital (Zimbabwe
Manpower Development Fund, 2023). ZIMDEF plays a crucial role in providing financial
assistance for training and skill enhancement projects in important sectors like manufacturing,
agriculture, and tourism.

Labour market demands play a significant role in shaping human capital policies in Zimbabwe.
The skills and competencies required by the labor market influence the design and
implementation of policies aimed at developing a skilled workforce. Technical and Vocational
Education and Training (TVET) answers to the demand for skilled workers in technical and
vocational fields, such as engineering, construction, and automotive industries. In response to
these demands, human capital policies may prioritize the expansion and improvement of TVET
institutions and programs. For example, the government may invest in the establishment of
TVET centres, curriculum development, and industry partnerships to align training with labour
market needs. Okoye and Okwelle (2013) consents to this assertion by saying, one outstanding
mandate of TVET is to provide individuals with learning experiences and training that equip
them with skills to manipulate their natural environment and nurture development for their
immediate community and the nation in general. Zimbabwe's labour market requires skilled
healthcare professionals to meet the healthcare needs of the population. Human capital policies
may prioritize the training and development of medical professionals, nurses, and other
healthcare workers. This can involve investments in medical schools, nursing training
programs, continuing education opportunities, and infrastructure development to support the
healthcare labour market. Examples are the University of Zimbabwe Medical school; The
Avenues clinic has its own nurses training centre and most of the provincial hospitals in
Zimbabwe are centres for health personnel training. Dussault and Dubois (2003) weigh in by
saying, more than any other type of organization, health organizations are highly dependent on
their workforce. The growth and development of any organization depend on the availability
of an appropriate workforce, on its competences and level of effort in trying to perform the
tasks assigned to it.
Research and innovation play a crucial role in the generation of human capital development
policies in Zimbabwe. They contribute to the advancement of knowledge, the development of
new skills, and the promotion of technological progress. Innovation hubs, such as the Harare
Innovation Hub and the National Biotechnology Authority Innovation Hub, provide platforms
for research, development, and knowledge exchange in Zimbabwe. According to the National
Biotechnology Authority (NBA) website, the NBA is an autonomous research and
development institution with a mandate to develop Zimbabwe through the application of both
conventional and cutting-edge bio-technologies. It was established through the National
Biotechnology Authority of Zimbabwe (NBA) Act of 2006 [Chap. 14: 31]. The NBA's role is
to transform the country from a raw material-based into a knowledge–based economy through
the judicious application of biotechnology in agriculture, medicine, energy, and the
environment (National Biotechnology Authority, 2023). These hubs foster a culture of
innovation, entrepreneurship, and collaboration among researchers, innovators, and industry
professionals. Through mentorship, training programs, and access to resources, they contribute
to the development of human capital with a focus on innovation-driven skills. Investments in
better equipment may possibly lead to reduce waste or speed up production. Investments in
human resource will guide employees to directly contributing to the bottom line, as well as
more effective and productive in their jobs (York 2009). From York’s emphasis, it is imperative
to invest in human capital and research and innovation becomes the vehicles by which this is
achieved hence human capital policy generation broods a major factor.

Technological advancements and digital transformation influence the skills and competencies
required in the workforce, leading to the generation of policies that address these changing
needs. Several Zimbabwean organizations have embraced technology to enhance their human
capital development initiatives, here are some examples: Higherlife Foundation, a
philanthropic organization in Zimbabwe has implemented various technology-driven programs
to support human capital development. They have launched initiatives such as the Capernaum
Scholarship Program, which utilizes technology platforms to provide education and mentorship
opportunities to underprivileged students. The scholarships they offer are aimed at bridging the
digital divide and a pillar for technological advancement. This can only emanate from and
contribute to human capital development policy generation. Zimbabwe Council for Higher
Education (ZIMCHE) is a regulatory body responsible for overseeing higher education
institutions in Zimbabwe. They have recognized the importance of technology in human capital
development and have encouraged universities and colleges to integrate technology into their
teaching and learning processes. This includes promoting e-learning platforms, digital resource
libraries, and online training opportunities. The regulatory body is not without flows as narrated
by Maireva and Mabika (2022) in their research, it is concluded that a coordinated skills
development process, skills policy and frequent engagement with industry will help in skills
development. It was recommended that there should be a training policy for the nation that
governs skills development by all institutions under the Ministry of Higher and Tertiary
Education. Furthermore, the ministry should increase its engagement with the industry to
ensure relevant skills are produced.

In conclusion, the generation of human capital development policies is influenced by a range

of factors at both the general and specific levels. Socio-economic, political, and technological
factors shape the overall landscape of HCD policies. Organizations in Zimbabwe, such as
Higherlife Foundation, contribute to the generation of HCD policies by implementing targeted
programs that address specific needs in the country. By understanding and considering these
factors, policymakers can develop effective HCD policies that promote skill development,
address inequalities, and meet the evolving demands of the labor market. Collaboration
between government, organizations, and other stakeholders is crucial for the successful
generation and implementation of HCD policies in Zimbabwe.
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