نوع مقاله : پژوهشی
عنوان مقاله English
نویسنده English
ABSTRACT
Background and Objective: Human resource management (HRM) in Afghanistan's public sector has navigated eight distinct political-governmental periods across a century (1919-2025), each imposing fundamentally different values, recruitment criteria, and performance frameworks on the bureaucratic apparatus. This study undertakes a systematic comparative-historical analysis to identify the structural mechanisms that have persistently undermined professional HRM, the conditions under which effective HRM was achieved, and the implications for the future of public sector HRM in fragile states.
Methodology: This study employs a qualitative, comparative-historical design grounded in critical realism (Bhaskar, 1975, 1998). Data triangulation integrates official documents, 28 in-depth interviews (M01-M28), and secondary literature. Analysis employs Mill's methods, Van Evera's four-part process tracing, Capoccia-Kelemen critical juncture framework, and thematic coding
Findings: Three HRM paradigms were identified. Six structural failure mechanisms were confirmed across all periods. The Karzai period (2001-2014) registered the highest HRM quality scores; the PDPA period (1978-1992) the lowest
Conclusion: Future public HRM in Afghanistan requires meritocratic recruitment, bureaucratic independence from politics, and intelligent integration of indigenous governance mechanisms. A Hybrid Future-Oriented HRM Model for fragile states is proposed.
کلیدواژهها English
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