Abstract:
Human research (HR) practitioners have an important role to play in the sustainability of
organisations and the subsequent economic growth of any country through its people (Sikora
& Ferris, 2014). The Global Competitiveness Report (2014) consistently gives South Africa poor
rankings in terms of people development and HR practices. According to this report, South
Africa is ranked 113 out of 144 countries for labour relations practices, 143rd for hiring and
firing practices, due to rigidity, and 144th, for labour relations, due to significant tensions (World
Economic Forum [WEF], 2014). Similarly, the Global Talent Competitive Index of 2014 ranked
South Africa last out of 93 countries for labour–employer co-operation and 74 out 93 countries for
effective hiring practices (Lanvin & Evans, 2014). It therefore appears that the HR profession is
slow in making a strategic contribution, and may not be maintaining effectiveness and relevance
in the South African context (Boudreau & Lawler, 2014)
