Human Resources in Multilevel Service Provision Performance: The Role of Field Offices and Local Organizations

2021 ◽  
pp. 0734371X2110303
Author(s):  
Ricardo A. Bello-Gomez
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Service Provision ◽  
Public Management ◽  
School Enrollment ◽  
Related Services ◽  
The Public ◽  
Local Schools ◽  
Local Organizations ◽  
National Organizations

The public management literature has extensively explored human resources’ (HR) contribution to organizational performance. However, HR approaches are seldom explored when assessing multilevel service provision. This research studies the HR-performance relationship when organizations at different government levels contribute to service provision. Beyond directly engaged local organizations, HR in national organizations’ field offices providing ancillary services may influence local service performance; however, local organizations’ HR levels moderate this contribution. Education in Colombia allows testing this model. While local schools directly provide classroom instruction, a national agency’s (Instituto Colombiano de Bienestar Familiar, ICBF) field offices provide related services. Relative workforce size and educational attainment serve to assess HR of schools and ICBF’s field offices while high school enrollment and dropout rates capture education provision performance. Schools’ HR increase performance and moderate ICBF’s indirect influence, offering evidence for both substitutive and reinforcing relationships between local and national organizations in service provision.

scholarly journals Gestão Estratégica de Recursos Humanos: já se Pode Falar dela na Administração Pública em Moçambique?

Revista Foco ◽  
2019 ◽  
Vol 12 (3) ◽  
pp. 138
Author(s):  
Albino Alves Simione
Keyword(s):  
Human Resources ◽  
Strategic Management ◽  
Public Management ◽  
New Public Management ◽  
Human Resources Management ◽  
Private Companies ◽  
The Public ◽  
New Public ◽  
Management Concepts ◽  
Recursos Humanos

A gestão estratégica de recursos humanos no setor público constitui-se como desafio contemporâneo para a sustentabilidade dos programas de governo. Estratégias relacionadas à reforma da gestão de pessoal são recomendadas por vários praticantes, pesquisadores e organizações internacionais especializadas, com o propósito de que os governos as adotem para melhor gerir seus funcionários como meio de garantir resultados positivos. As recomendações propõem o uso de abordagens estratégicas na gestão de recursos humanos fundamentadas na modernização das respetivas políticas, inspiradas nas concepções da New Public Management que advogam uma administração mais eficiente baseada nas práticas aplicadas pelas empresas privadas. Porém, pairam questões sobre a aplicabilidade dessas recomendações, bem como sobre de que modo a gestão estratégica de pessoas, mecanismo pensado fundamentalmente para as empresas privadas, irá se efetivar na área pública. O ensaio foi baseado em uma revisão bibliográfica e documental e enfatiza o contexto do serviço público em Moçambique. The strategic management of human resources in the public sector constitutes a contemporary challenge for the sustainability of government programs. Strategies related to personnel management reform are recommended by a number of practitioners, researchers, and specialized international organizations, with the aim of governments adopt them to better manage their employees as a means of ensuring positive results. The recommendations propose the use of strategic approaches in human resources management based on the modernization of their policies, inspired by the New Public Management concepts that advocate a more efficient administration based on the practices applied by private companies. However, questions remain about the applicability of these recommendations, as well as how the strategic management of people, a mechanism designed primarily for private companies, will be implemented in the public area. The essay was based on a literature and documentary review and emphasizes the public service context in Mozambique.

Public Service Motivation, Personality, and the Hiring Decisions of Public Managers: An Experimental Study

2019 ◽  
Vol 49 (2) ◽  
pp. 193-217
Author(s):  
Daniel E. Bromberg ◽  
Étienne Charbonneau
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Public Management ◽  
Public Service Motivation ◽  
Big 5 ◽  
The Public ◽  
Public Managers ◽  
Management Association ◽  
Hr Managers ◽  
Big 5 Personality

One of the main practical recommendations from the copious public service motivation literature is that human resources (HR) professionals should use public service motivation (PSM) to assist in selecting candidates for public service jobs. To test if PSM is indeed attractive to HR professionals in selecting applicants to work in the public sector, 238 HR managers recruited from the International Public Management Association for Human Resources rated three cover letters and then rated themselves about PSM and the Big 5 personality traits. The cover letters were randomized on most likely combinations of PSM and Big 5, revealed in earlier research. Our results are that real HR professionals did not rate cover letters more highly when they displayed aspects of PSM.

Public Managers’ Contribution to Public Service Performance

2021 ◽  
pp. 85-103
Author(s):  
Lotte B. Andersen ◽  
Christian B. Jacobsen ◽  
Ulrich T. Jensen ◽  
Heidi H. Salomonse
Keyword(s):  
Organizational Performance ◽  
Public Service ◽  
Public Management ◽  
Leadership Skills ◽  
Service Performance ◽  
Reputation Management ◽  
Leadership Strategies ◽  
The Public ◽  
Public Managers ◽  
And Performance

This chapter describes how public managers contribute to public service performance. First, the chapter investigates three critical contextual factors for how public leadership can make a difference to organizational performance: managerial autonomy, capacity, and ability. Second, three leadership strategies are introduced which have been positively related to organizational performance in the public sector: goal-oriented, relational, and non-leader-centered leadership. Third, a new concept with particular relevance for public management is presented—reputation management—and this points to the relevance of considering the nexus between reputation and performance. It is argued that an organization’s reputation and performance may be more or less aligned. However, more importantly, an organization’s reputation per se also provides an important but less studied contextual factor of relevance for public managers’ ability to improve organizational performance. Finally, the chapter discusses how to develop leadership skills that increase public managers’ ability to contribute to public service performance.

Features of the Personnel Policy of an Public Operating Company of Housing and Communal Services

2016 ◽  
Vol 5 (3) ◽  
pp. 19-25
Author(s):  
Пешкова ◽  
O. Peshkova ◽  
Замуравкин ◽  
P. Zamuravkin
Keyword(s):  
Human Resources ◽  
Public Management ◽  
Public Institutions ◽  
Personnel Policy ◽  
Management Company ◽  
The Public ◽  
Goods And Services ◽  
Company Housing ◽  
Operating Company

Increasing requirements for housing and communal services, its development and improvement are an important factor in improving the quality of people’s lives. This makes it necessary to significantly change the principles of the personnel policy in public institutions. Only then will they be able to improve the quality of goods and services provided to the population, and as a result, to achieve reduce social tension in society. The purpose of research — to learn the basics of formation of personnel policy in the public management company housing and communal services on the example of a particular organization and to formulate recommendations for its improvement. The scientific novelty of the research lies in the fact that the developed principles of human resources policy are adapted to the particular area — management of housing and communal services. The proposed set of measures can be recommended for use in the Russian organizations for the management of housing and communal services because the situation can be regarded as typical for this sector of the Russian economy.

Employee Turnover and Organizational Performance in U.S. Federal Agencies

2017 ◽  
Vol 48 (6) ◽  
pp. 522-534 ◽  
Author(s):  
Shinwoo Lee
Keyword(s):  
Organizational Performance ◽  
Employee Turnover ◽  
Public Management ◽  
Empirical Support ◽  
Poor Performance ◽  
Situational Factor ◽  
The Public ◽  
Traditional Research ◽  
Negative Role ◽  
The Relationship

Contrary to received wisdom, could turnover actually be good for an organization? Traditional research on turnover in the public management field treats turnover as a dependent variable, emphasizing its negative role on organizational performance without sufficient theoretical or empirical support. With an emphasis on the type of employee turnover as a situational factor, this research establishes the hypothesized relationships between different employee turnovers—employee transfers, quits, and involuntary turnover—and organizational performance, and tests them using panel data from 2010 to 2014 in agencies of the U.S. federal government. Empirical results challenge the accepted belief about the harmful effects of turnover on organizational performance: Turnover can be beneficial for an organization. The results confirm the relationship differs across the type of turnover involved: Employee transfers have an inverted U-shaped relationship with organizational performance, and involuntary turnovers have a linear and positive relationship with organizational performance. Given the use of a perceptual measure of organizational performance by remaining employees, these results imply that a low-to-moderate level of employee transfers is likely to increase organizational performance and that involuntary turnovers—an elimination of employees who presented poor performance or were involved in misconducts—contribute to improving organizational performance.

The Direct and Interactive Effects of Middle and Upper Managerial Quality on Organizational Performance

2011 ◽  
Vol 44 (4) ◽  
pp. 383-411 ◽  
Author(s):  
Morgen S. Johansen
Keyword(s):  
Organizational Performance ◽  
Public Management ◽  
Middle Managers ◽  
Interactive Effects ◽  
Middle Manager ◽  
Impact Performance ◽  
The Public ◽  
Texas School Districts ◽  
The Impact ◽  
Managerial Quality

This article presents an empirical study of the effect of middle manager quality on organizational performance. Using 6 years of data from more than 1,000 Texas school districts, the author finds that quality middle managers positively impact performance. In exploring the relationship between quality middle and upper managers, she finds that their interaction leads to improved organizational performance. This article makes two contributions to the public management literature. First, it introduces a measure of middle manager quality that allows researchers to explore the ways middle managers affect organizational performance. Second, the findings reveal that public management research has underestimated the impact of management.

Anti-Catholicism in Bath from 1820 to 1870

2013 ◽  
Vol 31 (4) ◽  
pp. 593-611
Author(s):  
Brian Griffin
Keyword(s):  
Church Of England ◽  
The State ◽  
Regular Feature ◽  
The Public ◽  
Public Expression ◽  
Local Organizations ◽  
National Organizations ◽  
Formed Part ◽  
The City ◽  
Political Scene

This paper challenges the idea that harmonious relations prevailed amongst Bath's various religious denominations during the ‘Age of Reform’, from the 1820s to the 1860s. It reveals instead that the public expression of anti-Catholic opinion was a regular feature of the city's political scene in this period. An anti-Catholic ‘crusade’, directed against such local targets as Prior Park and Downside colleges, and ‘Popery’ in general, was sustained by a variety of local organizations and national organizations that had branches in Bath, as well as prominent Tory activists resident in the city. Many Irish-born evangelical clergymen played a prominent role in this crusade. It is not surprising, given the prominence of Irish clergymen in Bath's anti-Catholic movement, that protests against the state endowment of Maynooth College were popular with the city's anti-Popery activists; furthermore, several proselytizing organizations whose principal aim was the conversion of Ireland's Catholics to the Protestant faith had a permanent base in Bath. The perceived iniquitous effects of ‘Popery’ in Ireland formed part of the anti-Catholic crusade's propaganda message. While the anti-Popery cause appealed particularly to the city's Church of England community, with many of its clergymen and prominent lay Anglicans to the fore of the anti-Catholic agitation, it attracted support from all sections of Protestant society.

scholarly journals PUBLIC PRIVATE PARTNERSHIPS (PPPs);

2017 ◽  
Vol 24 (01) ◽  
pp. 1-9
Author(s):  
Muhammad Shuja Tahir
Keyword(s):  
Private Sector ◽  
Service Provision ◽  
Profit Maximization ◽  
Public Private Partnerships ◽  
Social Benefits ◽  
Contemporary Society ◽  
Public Infrastructure ◽  
Related Services ◽  
The Public ◽  
Community Facilities

Public Private Partnerships (PPPs) is defined as “arrangements betweengovernment and private sector entities for the purpose of providing public infrastructure,community facilities and related services. The partnership must be based on a mutual agreementbetween the public and the private sectors, be in a form that the service provision purpose ofthe public sector and the profit goals of the private sector can agree, and be mutually liable forrisks. The evaluation of the institution of the PPPs along with suggestions for future action aimedat profit maximization, better utilization of the projects and maximization of social benefits aremade, taking under consideration the ever-increasing demands and special socio-economiccircumstances of our contemporary society.

scholarly journals Development of Human Resources to Increase Policy Capacity in Public Sector

2017 ◽  
Vol 1 (1) ◽  
pp. 14
Author(s):  
Mahmoud Kaleem
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Human Resources ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Management Practices ◽  
Human Resources Management ◽  
Policy Cycle ◽  
The Public

This research paper is based on the correlation between HRM practice and organizational performances. The influence of HRM practices on organizational performance has significant effects. The main objective of this paper is to explore the general practice of HRM programs and establish the influences of properly managing the human resources for better development of selected organizations. This study had surveyed four leading organizations with 300 total respondents, in which 80 workers are working on top managerial positions and the remaining 220 staff members are working on the core non-managerial position. The response rate was 97.98% that signifies the interest rate of staff in the development of effective HRM policies in their organizations.Targeted and convenience sampling techniques are used to drive the results for this study. The results of the survey showed that in those organizations where human resource management practices are poorly planned and implemented and managed by non-experts so called managers, programs and policies of these organizations are perceived poorly by their employees. The study also showed that the enormous benefits of sound human resource management which were highly appreciated by their employees. It was proposed that the organizations should devote a proper human resources management department through which competitive advantages could be created.This paper emphases the development of human resources to increase the capability of policy in the public sector. Therefor the main attention together with to encounter the challenges which are the great hurdles in the communal development and develop a mechanism for the improvement the public sector staff’s competency throughout the policy cycle. Psychological treatments and different physical training segments are adopted in three stages for improvement of staff’s competency. The first one is focusing on the individual’s competency development policy, and that people-oriented approach is crucial factor for achieving successful reforms. In the second stage, conventional means i.e. customary orthodox trainings and development methodologies are adopted for the development of staff’s competency in the ever changing environments.

scholarly journals The impact of strategic human resources planning on the organizational performance of public shareholding companies in Jordan

2020 ◽  
Vol 18 (1) ◽  
pp. 219-230
Author(s):  
Shaker Al-Qudah ◽  
Abdallah Mishael Obeidat ◽  
Hosam Shrouf ◽  
Mohammed A. Abusweilem
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
Organizational Performance ◽  
Performance Management ◽  
Management Practices ◽  
The Public ◽  
Human Resources Planning ◽  
Strategic Human Resources ◽  
The Impact ◽  
Resources Planning

Performance management (PM) is a common practice used by organizations to assess and manage employees’ work. Much of PM research is closely related to management practices. Corporations in the public and nonprofit sector continuously develop PM programs to ensure the sustainability of their organizations. The study aims to analyze the impact of strategic human resources planning on the organizational performance of Jordanian public shareholding companies for senior management and functional unit managers (human resources, marketing, finance, and accounting). The researchers surveyed all the public shareholding companies registered with the Jordan Securities Commission (JSC) in 2019, wherein they found that only 60 companies applied strategic planning and human resources planning (HRP) together. Two hundred and twenty questionnaires were distributed in 52 companies surveyed, and 203 were adopted for statistical analysis. Several statistical methods were used, most notably the multiple regression analysis. The researchers found out a statistically significant impact of the strategic human resources planning (integration of HRP and strategic planning; strategic participation) on organizational performance. The results showed that adopting the strategic HRP dimensions leads to an increase in an organization’s overall productivity, employee satisfaction and reputation, as well as reduced operating costs. HR managers must understand the effectiveness of strategically designed HR practices across functions.

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