An Integrated Career Management Model for the Public Service The Case of North West Province Departments of Cooperative Governance, Traditional Affairs and Human Settlements

Abstract

Integrative governance significantly promotes a co-creative relationship, which nurtures the alignment of employees' career aspirations with organisational goals while emphasising a framework devoid of rigid institutional systems. Despite its significance, the integrative relationship between career development theories, HRM legislations, norms, values, and diverse role-players requires attention. This relationship affects the attraction and retention of scarce skilled employees, leading to an imbalance that hampers organisational performance and fosters unhealthy competitive behaviour, ultimately impeding universal employee development. Empirical evidence from the North-West Provincial Departments of Cooperative Governance and Traditional Affairs (COGTA) and the North West Provincial Department of Human Settlements (NWPDHS), including 110 questionnaire responses from skilled technicians and professionals and 26 interviews with public managers, attested to the above by exposing the misuse of career management equipment and unequal distribution of resources towards scarce skilled professionals. The study, therefore, developed an integrated career management model grounded on integrative governance principles to mutually safeguard employees' career aspirations and public service goals by enabling employees to cope with career management equipment skilfully. The goal is to promote democratic career decision-making and coordination for universal employee development and organisational performance.