developing economies in Africa. Therefore, historical Eurocentric orientation and a
fairly healthy economic environment have had a role to play in the success of strategic
management in Africa.
Therefore, there is insufficient evidence to conclude that strategic human resource
management in Africa is practiced as academics intended. Common practice has been
trying to link corporate strategic objectives with isolated human resource management
functions, particularly in the area of performance management.
Review questions
- What is strategic human resource management? Using your organisation as a
case, to what extent is the integration of human resource strategies with business
strategies practical? - Explain how you would introduce strategic human resource management
systems in an organisation. Examine the possible challenges. - By using your own working experience, comment on the statement that ‘the
chief executive can support or starve’ strategic human resource management in
your own organisation. - To what extent do you think human resource strategies are relevant to third
world organisations? Give examples.
References and recommended reading
ARMSTRONG, M. (1995), A Handbook of Personnel Management Practice. London: Kogan page.
BHATIA, S.K. (2007), Strategic Human Resource Management. Winning through People. Concepts,
Practices and Emerging Trends. New Delhi: Deep and Deep Publication PVT.
BUDHWAR, P. & Y. DEBRAH (2004), Human resource management in developing countries. London:
Routledge.
CALISKAN, E.N. (2010), The impact of strategic human resource management on organisational
performance. Journal of Naval Science and Engineering 6(2): 100-116.
GREEN, K.C., D. WHITTEN & B. MEDLIN (2006), The impact of human resource management on firm
performance and human resource professionals’ work attitude and work performance. International
Journal of Human Resource Management 17(4): 559-579.
HANDY, C. (1993), Understanding Organisations. Penguin: St. Ives Plc.
HARRISON, R. (1993), Human Resource Management. Issues and Strategies. New York: Addison Wesley.
HENDRY, C. (1995), Human Resource Management. A Strategic Approach to Employment. London:
Butterworth – Heinemann Ltd.
INYANG, B.J. (2008), Human resource capacity building: An imperative for effective performance in the
public service. MRL Journal 1(2): 50-64.
INYANG, B.J. (2010), Strategic human resource management. A paradigm shift for achieving sustained
competitive advantage in organisation. International Bulletin of Business Administration 7: 23-36.
ISMAIL,^ W.^ &^ C.^ LONG (2009), Analysing the strategic contributions of human resource professionals:
A framework for developing future leaders. Interdisciplinary Journal of Contemporary Research in
Business 1(1): 116 – 135.
KAMOCHE, K.N., Y.A. DEBRAH, F.M. HORTWITZ & G.N. MUUKA (2004), Managing human resources in
Africa. London & New Delhi: Routledge.
KARADJOVA-STOER, G. & B. MUJTABA (2009), Strategic Human Resource Management and Global
Expansions: Lessons from the Euro Disney Challenges in France. International Business and
Economics Research Journal 8(1): 69-78.
KHAN, A.S. & P. ACKERS (2004), Neo Pluralism as a Theoretical Framework for Understanding Human
Resource Management in Sub Saharan Africa. International Journal of Human Resource Management
15(7): 1330-1353.