Human resource management in the public sector: A study on recruitment, selection and retention practices in South Africa

Abstract

Orientation: Despite the essential importance of strategic human resource management in facilitating effective service delivery, numerous government departments continue to encounter ongoing challenges in attracting and retaining qualified personnel.
Research purpose: This study investigates recruitment and selection strategies, the strategic role of human resource management (HRM) and factors influencing employee retention in the public service organisations.
Motivation for the study: There is limited research critically analysing recruitment, selection and retention practices within the South African public sector. This study aims to provide insights into the organisational and systemic factors influencing workforce management in government institutions. By examining recruitment strategies, selection processes and employee retention methods, the research identifies both challenges and opportunities to enhance human resource management in the public sector.
Research approach/design and method: A qualitative, case study design was adopted. Data were collected through semi-structured interviews with departmental staff and stakeholders and analysed thematically.
Main findings: Four primary themes were identified: (1) the existence and effectiveness of recruitment strategies, (2) the impact of selection methods, (3) the role of the human resources manager and (4) employee retention practices. Findings indicated limited awareness and inconsistent application of formal recruitment approaches, with an overreliance on informal networks and a lack of standardised, competency-based selection procedures.
Practical/managerial implications: The human resources manager was recognised as a strategic contributor; however, their effectiveness was constrained by bureaucratic processes and resource limitations. Employee retention challenges were attributed to the absence of structured career development programmes, mentorship initiatives and effective leadership.
Contribution/value-add: This study contributes to the global discourse on public sector human resource management by examining recruitment, selection and retention practices through the frameworks of the resource-based view and human capital theory. Utilising insights from South Africa, it identifies key challenges and effective strategies that can enhance workforce stability and improve public service delivery in comparable public sector environments worldwide.