PUB3702
Assignment 3 Semester 1
PORTFOLIO
Due April 2026
,1. Assuming that the human resource function also has a
management perspective, what does this imply?
Assuming that the human resource (HR) function has a management perspective
implies that human resource management (HRM) is not merely an administrative or
support activity, but a core managerial responsibility that contributes directly to
organisational performance and service delivery in the public sector.
From a management perspective, HRM involves planning, organising, leading and
controlling human resources to achieve public sector goals (Van der Westhuizen &
Wessels, 2011). This means HR decisions are aligned with strategic objectives such as
efficiency, accountability, ethical conduct and improved public service outcomes.
Managers at all levels are therefore expected to participate actively in HR activities,
including staff development, performance management and employee motivation.
In the South African public sector, this perspective is reflected in policies such as the
Public Service Act (1994) and the Public Service Regulations (2016), which
emphasise that heads of department and line managers are accountable for managing
people effectively. HRM is thus seen as an integral part of public management rather
than a separate technical function (Cloete, 2012).
In practice, this implies that poor service delivery cannot be blamed solely on HR units.
Managers must take ownership of human resources as strategic assets that influence
productivity, morale and public trust.
2. What does the word “public” mean in the term “public sector
human resource management”?
The word “public” in public sector human resource management refers to the fact that
HRM takes place within government institutions that exist to serve the collective needs
of society rather than to generate profit.
, Public organisations are funded by taxpayers and are accountable to citizens,
legislatures and constitutional frameworks (Fox, Schwella & Wissink, 1991). As a result,
HRM in the public sector is guided by values such as fairness, transparency, equity,
representativity and legality. These values are entrenched in the Constitution of the
Republic of South Africa (1996), particularly in Section 195, which outlines principles
governing public administration.
Unlike the private sector, public sector HRM must comply with strict legislative
frameworks, collective bargaining arrangements and political oversight. For example,
recruitment and selection processes must ensure representivity and equal opportunity,
not merely organisational efficiency (Van der Westhuizen & Wessels, 2011).
Therefore, the term “public” emphasises that HRM decisions affect society as a whole
and must balance efficiency with social justice, accountability and ethical governance.
Assignment 3 Semester 1
PORTFOLIO
Due April 2026
,1. Assuming that the human resource function also has a
management perspective, what does this imply?
Assuming that the human resource (HR) function has a management perspective
implies that human resource management (HRM) is not merely an administrative or
support activity, but a core managerial responsibility that contributes directly to
organisational performance and service delivery in the public sector.
From a management perspective, HRM involves planning, organising, leading and
controlling human resources to achieve public sector goals (Van der Westhuizen &
Wessels, 2011). This means HR decisions are aligned with strategic objectives such as
efficiency, accountability, ethical conduct and improved public service outcomes.
Managers at all levels are therefore expected to participate actively in HR activities,
including staff development, performance management and employee motivation.
In the South African public sector, this perspective is reflected in policies such as the
Public Service Act (1994) and the Public Service Regulations (2016), which
emphasise that heads of department and line managers are accountable for managing
people effectively. HRM is thus seen as an integral part of public management rather
than a separate technical function (Cloete, 2012).
In practice, this implies that poor service delivery cannot be blamed solely on HR units.
Managers must take ownership of human resources as strategic assets that influence
productivity, morale and public trust.
2. What does the word “public” mean in the term “public sector
human resource management”?
The word “public” in public sector human resource management refers to the fact that
HRM takes place within government institutions that exist to serve the collective needs
of society rather than to generate profit.
, Public organisations are funded by taxpayers and are accountable to citizens,
legislatures and constitutional frameworks (Fox, Schwella & Wissink, 1991). As a result,
HRM in the public sector is guided by values such as fairness, transparency, equity,
representativity and legality. These values are entrenched in the Constitution of the
Republic of South Africa (1996), particularly in Section 195, which outlines principles
governing public administration.
Unlike the private sector, public sector HRM must comply with strict legislative
frameworks, collective bargaining arrangements and political oversight. For example,
recruitment and selection processes must ensure representivity and equal opportunity,
not merely organisational efficiency (Van der Westhuizen & Wessels, 2011).
Therefore, the term “public” emphasises that HRM decisions affect society as a whole
and must balance efficiency with social justice, accountability and ethical governance.
