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Organisational Change and the Human Resource (HR) function looks at Human Resource Management Function, which is increasingly being expected to be both strategic partner and main actor of change, within the context of global instability. The case of a semi-public organisation is used for this study as they are by nature bureaucratic organisations with less flexible structures making them to be more resistant to change. Looking at the Role of the HR Manager has to be by identifying the divagation that exists between the perceived and actual roles of the HR function. Considering that the HR function is a share one, which has a panoramic view of the organisation, its actions shall therefore have global ramifications on the activities of the organisation. As such it is just appropriate to use the systems approach with its body of knowledge and tools for an integrated and comprehensive apprehension of the perceived as well as actual roles of this important function.

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Colin Achu studied at the University of Buea and later at Catholic University of Central Africa, obtaining a B.Sc. (Hons) in Economic Geography, and then a B.Sc. as well as an M.Sc. in Human Resources Management respectively. He has experience as a Manager of Human Resources & Humanitarian Projects in both Cameroon and Chad.

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