THE POLITICS OF HUMAN RESOURCES MANAGEMENT; A COMPLEX NECESSITY IN ORGANISATIONS

Συγγραφείς

  • Casely Ato Coleman Senior Fellow, IMANI Center for Policy Education, Ghana

DOI:

https://doi.org/10.46827/ejsss.v12i2.2163

Λέξεις-κλειδιά:

politics, human resources management, organisational culture

Περίληψη

This paper provides a theoretical discussion of the political nature of human resources management (HRM) in organisations. Challenged with the paucity of research on the politics of HRM, the discussion reviews literature on studies of organisational politics broadly and then develops a framework to help understand factors that result in positive and negative use of politics in HRM in an organisation. The study concludes that three factors determine the politics of HRM. Namely, clarity of HR theory of change, visibility and consistent application of HR operational excellence standard and the satisfaction-and-performance nexus inherent in all senior leadership HRM decision-making processes and outcomes.

Βιογραφικό Συγγραφέα

  • Casely Ato Coleman, Senior Fellow, IMANI Center for Policy Education, Ghana

    Casely Ato Coleman is a Senior Fellow of the leading Africa think tank, IMANI Center For Policy Education. Casely has over 30 years of experience in International Development, Human Resources and Organisational Leadership. He has worked in senior leadership roles for global organisations such as World Vision International, Plan International, European Climate Foundation, Meliore Foundation, with stints with the UNFPA. He has almost 18 years of experience teaching as a Visiting Professor of HR Strategy & Organisational Behavior at the Institute Superieur de Management (ISM), Senegal and was also a part time lecturer in HR and organisational behavior at the University of Ghana Business School. Casely started his HR career with SGS the world’s leading testing and inspection company and later joined Western Telesystems (now Tigo) a leading player in the telecommunications sector in Ghana. Casely brings a practitioner scholarship lens to his work. His key areas of consulting and research include HR strategy execution, knowledge management, organisational culture, compensation, politics of industrial relations, organisational redesign, restructuring and change management and leadership in complex humanitarian contexts. He has degrees from the University of Ghana, University of Bergen, Norway and The London School of Economics, UK and an executive education certificate in Achieving HR Excellence from the Judge Business School, University of Cambridge, UK.

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Λήψεις

Δημοσιευμένα

2026-03-06

Τεύχος

Τόμ. 12 Αρ. 2 (2026)

Ενότητα

Articles