Human resources governance structures and practices in Zambian quasi-governmental organisations: A qualitative inquiry

Daniel Siakalima; Austin Mwange; Francis Simui

doi:10.51867/scimundi.6.1.23

Auteurs

Daniel Siakalima The University of Zambia, Zambia
Austin Mwange The University of Zambia, Zambia https://orcid.org/0000-0001-8568-3063
Francis Simui The University of Zambia, Zambia https://orcid.org/0000-0002-7199-2970

DOI :

https://doi.org/10.51867/scimundi.6.1.23

Mots-clés :

Board Composition, HR Expertise, HR Governance, Policy Implementation, Public Sector, Strategic Human Resource Management, Quasi-Governmental Organisations, Zambia

Résumé

Human resource governance refers to the structures, roles, rules, and oversight processes through which organisations direct and control human resource management. This paper examines the current status of HR governance structures and practices in quasi-governmental organisations in Zambia. Anchored primarily in the resource-based view and complemented by institutional theory and behavioural contingency theory, the study adopted an interpretivist multiple-case study design. The target population comprised the most senior HR practitioners in quasi-governmental organisations in Zambia, and purposive sampling produced a final sample of 11 participants drawn from 11 organisations. Data were collected through semi-structured in-depth interviews and analysed thematically using Braun and Clarke's six-phase framework. The findings reveal substantial variation in governance effectiveness, with statutory design, board composition, and the presence or absence of HR expertise at the governance level shaping the quality of oversight. Although all organisations maintained formal HR policy frameworks, implementation was inconsistent and strategic alignment remained weak. The study concludes that formal structures alone are insufficient and recommends legislative and institutional reforms that strengthen HR representation at the governance level, reinforce implementation systems, and professionalise HR practice in quasi-governmental organisations.

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