GUIDELI ARTICLE 1 ARTICLE 2 COMPARISO

NE N

Abstract Purpose - The foundation of human resource Purpose - The goal of this research is to analyse New First of all, the
management is human resource records. To effectively Zealand's recordkeeping efforts in response to the purpose for the
manage their workforce and ensure the success of the COVID-19 pandemic. It describes how archive Article 1 is about
company, organisations heavily rely on their employees authorities encouraged prospective adjustments in human resource
to provide them with human resource data. recordkeeping procedures because of pandemic-related records are the
Nonetheless, it is clear that individual examining restrictions, particularly the paradigm shifts towards cornerstone of
workers' perspectives and attitudes towards the work from home. human resource
handling of personal information is particularly helpful management.
since information-related issues in firms are of great Organisations rely
significance. largely on their
workers to submit
Design/Methodology/Approach - This study human resource data
employed a descriptive survey approach. Employee Design/Methodology/Approach - In the early stages in order to
responses to an online survey were gathered for of the pandemic, New Zealand archive authorities successfully manage
analysis. Given the benefits of its use and the features released instructions, standards, and activities online. their staff and
of this investigation, structural equation model was This information was analysed and placed in maintain the
created and evaluated. The relevance of the postulated comparison with foreign equivalents. company's success.
routes was evaluated using the structural equation The purpose in
model. The structural model's impact magnitude, Article 2 discuss to
coefficient determination, and predictive utility were examine New
also evaluated. Findings - The results show that the advice given to Zealand's
assist the pandemic-related changes in recordkeeping recordkeeping
Findings - Because the hypotheses examined in this practise was high-level, describing potential concerns efforts in the
study were statistically significant, they could not be and potential problems but lacking specific direction on aftermath of the
dismissed. Hence, this study found that employees' how to address the move to a work-from-home reality. COVID-19
attitudes regarding human resource records were epidemic. It shows
impacted by how they perceived the uses of such how archive officials
information. Also, how secure employees believed pushed anticipated
 changes in
their human resource records to be affected how they Originality/Value - Research into how the pandemic recordkeeping
felt about them. has affected recordkeeping behaviours and productivity methods as a result
is in its early stages, but this report offers a small of pandemic-related
Originality/Value-To the best of the authors' glimpse into the New Zealand experience. constraints,
knowledge, this study fills a gap in the literature by specifically
shedding light on employees' attitudes towards human paradigm shifts
resource records based on their perceptions of uses and towards work from
security in the Ghanaian context. home. For the
approach for both
articles are
difference which is
Article 1 used a
descriptive survey
method while in
Article 2, during the
early phases of the
epidemic, New
Zealand archive
authorities made
available online
guidance, standards,
and activities.
Furthermore, for the
findings part,
Article 1 discovered
that employees'
views towards
human resource
records were
influenced by how
they regarded the
usage of such
information.
Besides, Article 2,
the findings indicate
that the guidance
offered to support
pandemic-related
changes in
recordkeeping
practise was high-
level, highlighting
possible issues and
challenges but
without precise
instructions on how
to manage the shift
to a work-from-
home reality. The
last part is
originality. For the
Article 1, to the best
of the authors'
knowledge, this
study fills a gap in
the literature by
throwing light on
employees' views
towards human
resource records in
the Ghanaian
environment based
on their perceptions
of uses and security,
and for Article 2,
 they research into
how the pandemic
has affected
recordkeeping
behaviours and
productivity is still
in its early stages,
this report provides a
snapshot of the New
Zealand experience.

Introduction of Every organisational body must successfully maintain
the Article their records if they want to be successful.
Records management is essential to organisational
activities, processes, and systems because it supports
corporate efficiency, risk management, accountability,
and continuity, according to International Standards
Organization (ISO) 30301:2019-2. Because records
management operations are applicable globally, ISO
offers global records management standards like the
ISO 30300 series for the management of records across
companies. The ISO 30300 series consists of three
documents: ISO 30302 (2015) - information and
documentation, management systems for records and
implementation guidelines; ISO 30300 (2020) -
information and documentation, records management
and core concepts and vocabulary; and ISO 30301
(2019) - information and documentation, management
systems for records and requirements. The series was
created primarily to help businesses of all sizes
establish, run, and enhance their records management
It is crucial to think about and record early responses to Article 1 has told
the COVID-19 epidemic as the world starts to open up about Every
once more and we adjust to new realities guided by organisational body
COVID. The experience of enduring the epidemic and that wants to
its effects on all facets of life has generated an succeed must
increasing feeling of exhaustion and apathy. We run the successfully
risk of forgetting how much the event changed our maintain its records.
lives and work, perhaps permanently, as our desire to Because it promotes
move on and put the experience behind us grows. The corporate efficiency,
COVID-19 pandemic significantly disrupted working risk management,
conditions all around the world, especially in the initial accountability, and
waves, as has been well-documented (Vyas, 2022). continuity, records
Notable in this context was the actual change in management is
working conditions that staff members went through crucial to
when they abruptly switched from working in office organisational
settings to working from home for lengthy periods of activities, processes,
time. A variety of organisational, social, and cultural and systems. Beside
effects might occur if organisational structures and that, Article 2 has
practises did not completely allow persistent remote told about there is a
working. One such area where problems resulting from growing sense of
quick changes in work environment, practise, and fatigue and
 culture may be expected as a contemporaneous worry indifference as a
systems. Essentially, it offers the governance and one that could have broad repercussions over time result of dealing
framework for information management and the was recordkeeping practise. with the pandemic
generation and control of records through policies, and all of its impacts
procedures, roles, and duties, creating and putting into on all parts of life.
place management systems for records, assessing As our desire to
performance, and figuring out ways to improve. move on and put the
experience behind us
grows, we run the
risk of forgetting
how much the event
changed our lives
and our work,
possibly
permanently. As has
been well-
documented, the
COVID-19
pandemic severely
disturbed working
conditions all around
the world,
particularly in the
early waves (Vyas,
2022). The real shift
in working
circumstances that
staff members
underwent when
they unexpectedly
shifted from working
in office settings to
working from home
 for extended periods
of time is
noteworthy in this
context.
Objectives of Employee behaviour towards these records would be In order to determine the potential support, they gave in Objectives of the
the Article predicted by how they perceive the usage and security regard to the development and administration of Article 1 is based on
of human resource records in their organisations. records, this article will first identify the public-facing how people see the
activities that archive authorities in New Zealand use and security of
engaged in throughout the 2020–2021 period. human resource data
in their firms,
employees'
behaviour towards
these records can be
anticipated.
Therefore, objectives
for Article 2 discuss
about the public-
facing actions that
New Zealand's
archive authority
carried out during
2020 to 21.
Discussions of This study looked into how employees' attitudes In the high-level regulatory environment of New For this part, both
the Article towards human resource records were influenced by Zealand, the practise of granting agencies the freedom articles focus about
their perceptions of those records. The applications of to choose how they interpret that advise and then the employees’
human resource records and the security of human implement it into their operations was mirrored in the perceptions and
resources were the main topics of the employees' guidelines. Within the agency-specific restrictions and processed but
perceptions. The two hypotheses proposed in this study processes, this allowed flexibility for prioritising the Article 1 totally
were tested with a structural equation model. In other adoption of best practises and standards, but it also discuss on how
words, employees' perceptions of the purposes of gave practitioners little concrete direction with which workers' opinions of
human resource records affect their attitude towards to drive and monitor development. The guidance human resource
those records (H1), and employees' perceptions of the offered by Archives New Zealand was timely, but it records affected how
security of those records affect that attitude (H2). Both lacked specificity and was self-referential, connecting those employees felt
hypotheses could not be rejected based on the analysis between two webpages: COVID-19: Disposal about such records.
of the paths in the structural equation model because Authorization for Response Records and Information The key subjects of
they were statistically significant. Therefore, it can be Management During COVID-19 (Archives New the workers'
said that employees' perceptions of the purposes for Zealand, 2020a, n.d.-a). While the difficulties facing perspectives were
and security of human resource records affect their information workers during the epidemic were the applications of
attitude towards those records. acknowledged, , a definite stance was taken that human resource
recordkeeping obligations stay the same and that the records and the
current standards and accompanying instructions are security of human
substantially adequate. resources. A
structural equation
model was used to
examine the two
assumptions that
were put out in this
study. In other
words, employees'
attitudes towards
human resource
records are
influenced by both
their views of the
data' uses (H1) and
their assessment of
the security of those
records (H2).
Besides, Article 2
discuss about the
approach of giving
agencies the option
to select how they
interpret that advice
and then integrate it
into their operations
 was replicated in the
guidelines in the
high-level regulatory
environment of New
Zealand. This
provided flexibility
for prioritising the
adoption of best
practises and
standards within
agency-specific
constraints and
procedures, but it
also provided
practitioners with no
clear guidance to
promote and monitor
improvement.
Conclusion of According to the study's findings, employees' attitudes In order to comprehend the pandemic's effects more For conclusion in
the Article towards human resource records are influenced by how thoroughly, it is important to interact with Article 1 is
they view the uses of those records. Similarly, recordkeeping experts who operate in both official and according to the
employees' perceptions of the confidentiality of non-governmental settings. Interviews with study's conclusions,
personnel files. The quality of employee-related respondents who self-nominate will be undertaken as how workers
decisions made by human resource managers and the part of the comparative research study. This will make perceive the
organisation as a whole is consequently directly it easier to determine how recordkeeping procedures purposes of human
impacted by the interaction between perceptions and and workplaces were modified and if persons working resource records
attitudes towards human resource records and the in various industries and locations at the beginning of affects their views
ability to collect personal information from the the pandemic thought that the advice from archive towards such
workforce. authorities was sufficient. records. Employee
attitudes of the
privacy of personnel
files are similar. As
a result, the
relationship between
views and attitudes
towards human
resource records and
the capacity to
gather personal
information from the
workforce has a
direct bearing on the
quality of employee-
related choices made
by human resource
management and the
company as a whole.
But in Article 2 is
differences, it told
about how crucial to
speak with
recordkeeping
professionals who
work in both official
and non-
governmental
contexts if we are to
fully appreciate the
pandemic's
consequences. The
comparative
research study will
involve interviewing
respondents who
designate
themselves.
Bibliography Andoh, R.P.K., Dei Mensah, R., Tetteh, S., Boampong,
(APA Citation G.N., Adom-Nyankey, K. and Asare, B. (2023),
Style) "Influence of employees’ perceptions of the uses and
security of human resource records on employees’
attitude toward human resource records", Records
Management Journal, Vol. ahead-of-print No. ahead-
of-print. https://doi-org.ezaccess.library.uitm.edu.my/1
0.1108/RMJ-12-2021-0043
Wendelken, S. (2023), "Pandemic recordkeeping – the
New Zealand experience", Records Management
Journal, Vol. ahead-of-print No. ahead-of-
print. https://doi-org.ezaccess.library.uitm.edu.my/10.1
108/RMJ-10-2022-0027
APPENDIX