Strategic Human Resources Management for Public Sector Entities in Zimbabwe: Needs, Scope and Possibilities

The chapter assesses the concept of Strategic Human Resources Management (SHRM) for public sector organisations in Zimbabwe. The study used documentary review and content analysis to collect and analyse the data for this chapter. The chapter made a revelation that the concept of SHRM is central in enhancing the performance of public sector organisations. It enhances the effectiveness and productivity of the organisations towards the attainment of national development goals like Vision 2030 and the National Development Strategy 1. However, the public sector is currently beset with the centralisation of HRM by the PSC, political, poor rewards and benefits and the skills deficit, corruption, and poor corporate governance. It is recommended that training and development should be done to address the skills deficit in the public sector. There should be improved pay and rewards to attract and retain skilled professionals. There is also the need to devolve the human resources functions to line management and involvement of heads of departments in the formulation and implementation of the strategic plans by the Public Service Commission (PSC) to effectively enhance the strategic alignment and strategic fit of the human resources policies and strategies to the public sector goals and objectives.