Octopussian Human Resource Theory: A New Perspective on Professional Skills Mismatch in Public Institutions

Abstract

The study aimed to generate a substantive theory that explains the phenomenon of persistent professional skills mismatch in selected public institutions in Zambia by employing the Straussian Grounded Theory Method (GTM), a qualitative methodology specifically designed to develop theory grounded in systematically collected and analyzed empirical data. Data was generated from a sample of 118 civil servants from four selected public institutions stratified in cohorts of specializations. Data was analysed through iterative coding technique to attain thematic saturation on processes underpinning the persistent phenomenon of professional skills mismatch in the Civil Service of Zambia. Findings indicated that professional skills mismatch remained evident among Civil Service employees manifesting in varying degrees and forms. The overriding factor was governance overreach which permeated all human resource management activities usurping HR departments of their authority to identify and mitigate skills mismatch in public institutions. With limited authority of HR departments, human resource management degeneration becomes evidenced in inauspicious recruitment and placement practices, over delegating the placement of recruited personnel, uncertainty of policy frameworks and administrative tools that identifies and mitigates mismatch, limited documentation and inadequate supervision. This situation undermines public institution’s ability to deliver specialized services effectively. The study derived a new substantive theory termed Octopussian Human Resource Theory (OCHURET) whose proposition states that: When governance overreach constrains HR autonomy and suppresses accountability mechanisms, it institutionalizes professional skills mismatch, leading to persistent task misalignment and reduced productivity in public sector organizations. Limitations of the study centered on the apprehension of participants owing to sensitivity of the topic in the Civil Service resulting in skepticism that deterred full disclosure. Future research should derive tools that prevent skill mismatch occurring in the first place among the civil service. The practical implication of the study is to provide empirical information on professional skills mismatch that weakens public confidence in government performance and thus initiate mitigating measures. Recommendation is for government to undertake a scientifically designed professional skills audit objectively without prejudice or emotive biases and designing interventions that align employees with suitable positions thereby enhancing overall institutional performance.