Abstract
In light of the economic environment prevailing in Zimbabwe, the study sought to explore the challenges posed by economic instability and the effect on human resource planning in state universities. The study was guided by the systems approach for human resource planning. Qualitative approach was used with a case study design. Purposive and convenient sampling was used to draw participants from the university. Data was collected using semi -structured interviews, closed and open-ended questionnaires as well as documentary analysis. Narrative format was used for data presentation while thematic analysis was used to analyse data. The study found out that HRP in state universities has been hampered by the country`s unstable economy as the deteriorating economic environment has caused reduced government revenue collection, high unemployment levels, financial illiquidity, low and costly business operation environment, high country debt compared to national income and financial budget cuts. This affected HRP as shown by salary and full time employment freeze, high brain drain, labour mobility, delayed salaries, low availed funds for staff development programmes, tenure, contact and sabbatical leave, high vacancy rates and low government financial support. The study concluded that HRP is complex in an unstable economy as most HRP strategies and decisions require financial resources. The study recommended state universities to review and integrate human resource planning policies to suit the unstable economy prevailing in the country. This can be done through merging University departments, engaging in part-time employment and outsourcing of non-core University functions.