Журнал политических наук и связей с общественностью
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The History and Practice of Human Resource Management (HRM) in Ghana s Policies Perspective towards Improving Public Sector Administration for Good Governance

Abdul-Kahar A and Sulaiman ESB

This paper is based on qualitative analysis of public policies whereby its findings and discussions is derived from the available literatures on government policies and relevant theories surrounding HRM in the public sector of an economy in practice. The main aim and purpose of this review is to demonstrate the ideal practices of Human Resource Management from the Ghana’s view point of the subject matter for best approach. The major aim is to establish the history and policy practice of HRM in Ghana. Generally, the findings indicates that Ghana policies, systems, structures and programmes of HRM practice is still evolving in that, much needs to be done in order for the nation to benefit the full complement of HRM practice. In this case, it is recommended that both the public and political leaders must institute policies and systems and laws by way of streamlining existing policies and commissions in order to get the full complement of HRM practice within a country with a well-designed generic policy framework/model. With this, it will show respect and trust among one another since this is the only way a country can advance towards its Human Capital Development. Governments must establish good practices and procedures and abiding by those principles in the designed generic framework/model without government in power interferences or bias of HRM practices. Besides, it is recommended that during regime change, civil service and public sector workers who are deemed and found competent among the best and knowledgeable, must be allowed to continue their work without sacking them because of regime change and this will help to build good human relations. Above all, Handy, (1995) and Torrington statement on HRM must serve as a yard stick or wake-up call to African leaders and practitioners which states that employee society is on the wane, that new models are needed, new role models who will make life less frightening, even political society will have to make some changes so that the children of today will have something to sell to the world, so that the failures and suffering of today will not bring us too much suffering or at least less hardship to the populace. By and large, designing social policies by government are different from the adoption and practice of HRM systems and for that matter, Ghana’s current systems designed are largely based on social policies and are not proper practice of HRM systems and procedures.