PUB3702
Assignment 3
PORTFOLIO
Semester 2 2025
Due 20 October 2025
, PUB3702
Assignment 3
Portfolio
Semester 2 2025
Due 20 October 2025
Human Resource Management as an Integrated Process in the South African
Public Sector
1. Introduction
Human Resource Management (HRM) in the public sector is a cornerstone of how
government institutions function and deliver services to citizens. In South Africa, its role
is particularly significant because the state is one of the largest employers and bears
responsibility not only for service delivery but also for driving equity and transformation
across society (Van der Westhuizen, 2021). Unlike private sector HRM, which is largely
driven by competitiveness and profitability, public HRM is guided by constitutional
values and legal frameworks that seek to balance efficiency, accountability, and
fairness.
To describe HRM as an integrated process is to recognise that recruitment, training,
policy-making, financing, labour relations, and employee well-being cannot be managed
in isolation. Each element connects with and influences the others, and only when they
are coordinated can the public service meet its mandate effectively (Condrey, 2010).
Integration allows for efficient use of resources, continuous skill development, and
responsiveness to community needs.
This essay evaluates HRM in South Africa’s public sector as an integrated process. It
discusses its key functions and practices, outlines the management tasks involved,
Assignment 3
PORTFOLIO
Semester 2 2025
Due 20 October 2025
, PUB3702
Assignment 3
Portfolio
Semester 2 2025
Due 20 October 2025
Human Resource Management as an Integrated Process in the South African
Public Sector
1. Introduction
Human Resource Management (HRM) in the public sector is a cornerstone of how
government institutions function and deliver services to citizens. In South Africa, its role
is particularly significant because the state is one of the largest employers and bears
responsibility not only for service delivery but also for driving equity and transformation
across society (Van der Westhuizen, 2021). Unlike private sector HRM, which is largely
driven by competitiveness and profitability, public HRM is guided by constitutional
values and legal frameworks that seek to balance efficiency, accountability, and
fairness.
To describe HRM as an integrated process is to recognise that recruitment, training,
policy-making, financing, labour relations, and employee well-being cannot be managed
in isolation. Each element connects with and influences the others, and only when they
are coordinated can the public service meet its mandate effectively (Condrey, 2010).
Integration allows for efficient use of resources, continuous skill development, and
responsiveness to community needs.
This essay evaluates HRM in South Africa’s public sector as an integrated process. It
discusses its key functions and practices, outlines the management tasks involved,
