HRM challenges in Africa’s public service: Africa’s HR managers must not only be leaders in HRM but also in understanding and navigating

the dynamic environment of Africa’s public institutions. HRM strategic options may be constrained

by internal and external forces.

Structural obstacles

Examples: Human resource issues are relegated to administrative/clerk levels

Lack of documented HRM strategies and plans

Lack of regulatory mechanisms for HRM variables

Dependency on external HRM consultants Corruption and lack of accountability

Cultural and behavioral challenges: Examples:

No culture of participation Negative attitudes towards HRM professionals Rigid rules that create obstacles for HRM innovation

Resistance to change

Political obstacles Examples:

Lack of political leadership and commitment to HRM No clear delimitation between political appointees and professional civil service Lack of legislation for the HRM profession stipulating qualifications, certification, training

etc.

External challenges: Examples:

New trends in good governance and public administration

The overall changing role of the state

Lack of adequate funding to deliver public services. Increasing diversity within the workplace (gender, race, age, ethnicity, changing attitudes

and behavior).

New information technology and methods of communication. Increased customer assertiveness and demands on public service.

Other

Think about your own public service and the unique challenges that impede HR transformation.