PUB3702
ASSIGNMENT 3 SEMESTER 2 2025
UNIQUE NO.
DUE DATE: 10 OCTOBER 2025
, Public Human Resource Management
HUMAN RESOURCE MANAGEMENT AS AN INTEGRATED PROCESS IN THE
SOUTH AFRICAN PUBLIC SECTOR: FUNCTIONS, PRACTICES, CHALLENGES
AND OUTCOMES
Introduction
Human Resource Management (HRM) plays a pivotal role in ensuring that public
institutions function effectively and deliver quality services to citizens. In the South
African public sector, HRM has evolved from a narrow administrative function into an
integrated strategic process that links human capital with organizational objectives. This
integration is necessary to improve service delivery, enhance accountability, and
promote good governance (Van der Westhuizen & Wessels, 2021). As South Africa
continues to face complex socio-economic challenges such as inequality,
unemployment, and skills shortages, a well-integrated HRM system becomes essential
for achieving efficient, ethical, and responsive public administration.
This essay explores HRM in the South African public sector as an integrated process,
focusing on its key functions and practices, management tasks, challenges, and
expected outcomes. The discussion highlights how integration in HRM promotes
synergy among functions such as recruitment, training, performance management, and
labour relations, and how these collectively support effective public service delivery.
Understanding HRM as an Integrated Process
Public Human Resource Management (PHRM) in South Africa is designed as an
integrated process because the various HR functions cannot operate effectively in
isolation. Integration refers to the alignment and coordination of HR activities —
including planning, recruitment, training, performance management, compensation, and
employee welfare — to achieve coherent and sustainable outcomes (Mello, 2019).
ASSIGNMENT 3 SEMESTER 2 2025
UNIQUE NO.
DUE DATE: 10 OCTOBER 2025
, Public Human Resource Management
HUMAN RESOURCE MANAGEMENT AS AN INTEGRATED PROCESS IN THE
SOUTH AFRICAN PUBLIC SECTOR: FUNCTIONS, PRACTICES, CHALLENGES
AND OUTCOMES
Introduction
Human Resource Management (HRM) plays a pivotal role in ensuring that public
institutions function effectively and deliver quality services to citizens. In the South
African public sector, HRM has evolved from a narrow administrative function into an
integrated strategic process that links human capital with organizational objectives. This
integration is necessary to improve service delivery, enhance accountability, and
promote good governance (Van der Westhuizen & Wessels, 2021). As South Africa
continues to face complex socio-economic challenges such as inequality,
unemployment, and skills shortages, a well-integrated HRM system becomes essential
for achieving efficient, ethical, and responsive public administration.
This essay explores HRM in the South African public sector as an integrated process,
focusing on its key functions and practices, management tasks, challenges, and
expected outcomes. The discussion highlights how integration in HRM promotes
synergy among functions such as recruitment, training, performance management, and
labour relations, and how these collectively support effective public service delivery.
Understanding HRM as an Integrated Process
Public Human Resource Management (PHRM) in South Africa is designed as an
integrated process because the various HR functions cannot operate effectively in
isolation. Integration refers to the alignment and coordination of HR activities —
including planning, recruitment, training, performance management, compensation, and
employee welfare — to achieve coherent and sustainable outcomes (Mello, 2019).
