Modern Challenges of Human Resource Management Practice in Job Placement and Recruitment Within Organisations in the African Continent

The practice and implementation of Human Resource Management process has become under crossroad with other professions within an organisational structures. The roles of accountants, finance officers, auditors, registrars, and most directors are often seen in performing the responsibilities and functions of Human Resource Manager. Hence, the intriguing fact is that most Human Resource Managers are not well placed within the organizational structures. Besides, the placement and recruitment of HRM potentially professionals are limited within the organizational structure which creates more difficulties for the Human Resource Management discipline going forward. Hence, the purpose of this research is to theoretically discuss these challenges to ascertain recommendations that will follow this study. Several studies have shown how HRM is misapplied in certain institutions and sectors and that disrupts the general purpose of the profession. Another challenge that needs to be checked is the eminent diminishing of potential students and trainees in this sector due to lack of available jobs to equate the number of graduates from this sector discipline. The question that kept coming up is who is responsible for recruitment management and administration of staff? Is it the line managers in the various departments and other sectors or the HRM unit? If it is the HRM unit how is it the HRM duty and responsibility, especially when it comes to specialization of staffing issues? This study is a theoretical applied study of research based on constitutions, laws, polices and theoretical studies. It is important to cross examine how HRM role and function are applied or placed within public sector organisations and institutions especially, within the institutions of higher learning–universities structures. This of course may vary from country to country where such conflict of misplaced profession needs to be clarified by standards of HRM profession. These research findings are based on secondary and theoretical sources of data.