scholarly journals Appraisal of Human Resource Management in Georgian Public Service: Quantitative Research

2021 ◽  
Vol 17 (28) ◽  
pp. 56
Author(s):  
Nino Sardlishvili
Keyword(s):  
Public Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Future Development ◽  
Quantitative Research ◽  
Public Servants ◽  
The Public ◽  
Public Sector Employees ◽  
Electronic Questionnaires

The ongoing reforms in the Georgian public sector are crucial for the future development of this field, as waves of reforms systematically increase the efficiency of the sector. The attitude of people employed in the public sector is decisive towards the ongoing reforms and is considered to be essential and interesting at the same time. Quantitative research was conducted using electronic questionnaires to examine the position of public sector employees. The research has shown that working in the public sector is very popular and the main reason for this popularity is for stability. Another interesting thing is the fact that public servants are actively involved in activities planned and implemented by their employer. Although despite their readiness, a large number of public servants are skeptical about the ongoing processes.

scholarly journals Human Resource Management in a Public-Sector Context

2021 ◽  
pp. 414-436
Author(s):  
Peter Leisink ◽  
Rick T. Borst ◽  
Eva Knies ◽  
Valentina Battista
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Private Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Industrial Relations ◽  
Public Organizations ◽  
Human Resource Practices ◽  
The Public

Human resource management (HRM) scholars studying HRM in a public-sector context hold that the public-sector context is distinctive despite decades of reforms oriented on private-sector management principles. Distinctive characteristics include (1) the multiple goals that public organizations serve, making vertical alignment of HRM difficult; (2) the constraints on managerial autonomy resulting from red tape and trade union involvement; and (3) employees’ public service motivation, which is antithetical to performance management. However, there is a lack of evidence on public- versus private-sector differences in the human resource practices that are actually applied. Using Cranet 2014/15 survey, this chapter examines whether public-sector institutional characteristics affect the application of human resource practices as theoretically expected. The results show that, compared to the late 1990s, HRM in public organizations continues to differ in some respects from HRM in private-sector organizations, but not in other respects. The traditional belief that public-sector HRM is not outright aimed at efficiency and effectiveness still holds. The public service ethic and the resilience of collectivized industrial relations likely contribute to this. However, the traditional public-sector HRM orientation on employee well-being is less distinctive, which will likely affect the position of public organizations in the labor market.

scholarly journals El desempeño adaptativo: implicaciones para la gestión de recursos humanos en el sector público

2021 ◽  
pp. 8-29
Author(s):  
Alexander RODRÍGUEZ LÓPEZ ◽  
Nekane BALLUERKA LASA ◽  
Arantxa GOROSTIAGA MANTEROLA ◽  
Imanol ULACIA ARAMENDI
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Job Design ◽  
Career Management ◽  
Adaptive Performance ◽  
The Public ◽  
Recursos Humanos

Laburpena: Jardun moldagarria funtsezkoa da erakundeentzat, inguruneko eskaeretara egokitzeko gaitasuna ezinbestekoa delako, batez ere krisi-garaian edo aldaketa teknologiko, ekonomiko edo laboralen garaian. Artikulu honek jardun moldagarria kontzeptuaren berrikuspen teorikoa ematen du, bai eta beste konstruktuekin eta antolaketa-elementuekin duen harremanarena ere, Ployhart eta Bliese-ren (2006) eta Park eta Park-en (2019) ereduetan oinarrituta, bai eta konstruktu hori ebaluatzen duten tresnena ere. Eremu publikoan giza baliabideak kudeatzean jardun moldagarriak dituen inplikazioak aztertzen dira, bereziki hautaketaren, prestakuntzaren, karrera-kudeaketaren eta lanpostuen diseinuaren arloan. Resumen: El desempeño adaptativo es un constructo clave para las organizaciones porque la capacidad de adaptación a las demandas del entorno es vital, especialmente en tiempos de crisis o cambios tecnológicos, económicos o laborales. Este artículo aporta una revisión teórica del concepto de desempeño adaptativo, de su relación con otros constructos y elementos organizacionales en base a los modelos de Ployhart y Bliese (2006) y Park y Park (2019), así como de los instrumentos que evalúan dicho constructo. Se analizan las implicaciones que tiene el desempeño adaptativo para la gestión de recursos humanos en el ámbito público, especialmente en materia de selección, formación, gestión de carrera y diseño de puestos de trabajo. Abstract: Adaptive performance is a key construct for organizations because the ability to adapt to the demands of the environment is vital, especially in times of crisis or technological, economic or labor changes. This paper provides a theoretical review of the concept of adaptive performance, its relationship with other constructs and organizational elements based on the models of Ployhart and Bliese (2006) and Park and Park (2019), as well as the instruments that evaluate the construct. The implications of adaptive performance for human resource management in the public sector are analyzed, especially in terms of selection, training, career management and job design.

scholarly journals Whistleblowing: Impediments to effective implementation within the South African public sector

2011 ◽  
Vol 8 (3) ◽  
pp. 196-208 ◽  
Author(s):  
Nirmala Dorasamy ◽  
Soma Pillay
Keyword(s):  
Public Sector ◽  
South African ◽  
Public Service ◽  
Justice System ◽  
Quantitative Research ◽  
Code Of Conduct ◽  
The South ◽  
The Public ◽  
Effective Implementation ◽  
The Cost

This purpose of this article is to explore impediments to effective whistleblowing as a strategy for promoting anti-corruption practices within the South African public sector. Corruption, which violates the public service code of conduct; deters foreign investment, increases the cost of public service delivery, undermines the fight against poverty and unnecessarily burdens the criminal justice system. The article addresses the question on whether legislation on whistleblowing is adequate to encourage whistleblowing in the public sector. A review of literature determines that the effective implementation of whistleblowing legislation is largely dependent on addressing the challenges identified in the article. The quantitative research method was employed in the study to ascertain the views of employees in the public sector on whistleblowing. Empirical findings confirm the hypothesis that the protection of whistleblowers through legislation is inadequate to encourage whistleblowing. The article provides a conceptual framework for the effective achievement of the intended outcomes of whistleblowing in the public sector.

scholarly journals Corporate succession practices: A public sector perspective

2016 ◽  
Vol 13 (4) ◽  
pp. 441-446
Author(s):  
Nomalinge Amelia Pita ◽  
Chengedzai Mafini ◽  
Manilall Dhurup
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Succession Planning ◽  
Quantitative Research ◽  
Public Services ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Service Employees ◽  
Intentions To Leave ◽  
The Public

In today’s globally competitive and modern environments, organisational future plans often fail due to the lack of succession planning. Literature has shown that in most public services, very little is done to transfer employee skills before they leave the organisation, which largely is attributed to the lack of proper corporate succession planning. This study examined the association between corporate succession planning practices, internal succession barriers and intentions to leave within a public service in South Africa. The study was inspired by the absence of documented evidence of corporate succession planning initiatives, the barriers to succession planning and turnover intentions of employees in the public sector in the South African context. The study is located within a quantitative research paradigm in which a three-section structured questionnaire was administered to a sample of 243 public service employees. Two factors; namely, replacement planning and employee development/grooming were extracted using exploratory factor analysis. The Pearson correlation coefficient showed that corporate succession planning practices and internal succession barriers are negatively related to intentions to leave in the public service. Regression analysis showed that replacement planning and employee grooming are predictors of intention to quit. The results of the study are significant in that they facilitate the development as well as the effective implementation of succession planning initiatives that enable public services to improve human resource practices and counter any existing barriers to internal succession.

scholarly journals PENGARUH GAYA KEPEMIMPINAN PATERNALISTIK TERHADAP MOTIVASI KERJA PEGAWAI DINAS SOSIAL DAN TENAGA KERJA KOTA PADANG

Humanus ◽  
2014 ◽  
Vol 12 (2) ◽  
pp. 174
Author(s):  
Farera Erlangga ◽  
Aldri Frinaldi ◽  
Lince Magriasti
Keyword(s):  
Human Resource ◽  
Leadership Style ◽  
Public Service ◽  
Work Motivation ◽  
Descriptive Analysis ◽  
Paternalistic Leadership ◽  
Public Servants ◽  
The Public ◽  
Local Institution ◽  
Simple Regression Analysis

AbstractThis reasearch started from the writer’s pre-observation in a local institution of Padang City administration, Social and Human Resource Office of Padang City. Thepre-observation shows problems in leadership and motivation of public servants. Theproblem derives from the lack of support of the leaders about the needs of the workersthat can motivate them to do their jobs, and the lack of guidance by the leaders inconducting tasks. It can be seen from the empty office after lunch because most workersgets home early, especially when the office heads are going out. Theworkers’ lack ofmotivation affect the performance and lack of responsibility for their job assignment,and many workers do their job carelessly when the heads are not present. Thisquantitative reasearch is correlational. The population is the 72 public servants in theSocial and Human Resource Office of Padang City. The sample is measured using slovinformula, and resulted in 68 samples. Descriptive analysis of the paternalistic leadershipstyle shows that 73,03% respondents agree, while the public servants’ motivation showsrespondents agree 78,10%. The result of simple regression analysis shows thatpaternalistic leadership style influences the workers’ motivation as high as 18,2%, with44,1% strength where tcount> t; which is 3,990 > 1,682.Key words : Paternalistic Leadership Style, Work Motivation, Public Service tableAbstrak Penelitian ini dilatar belakangi dari hasil pengamatan awal penulis di salah satuSKPD di Kota Padang yakni pada Dinas Sosial dan Tenaga Kerja Kota Padang yangmenunjukkan bahwa masih terdapatnya masalah mengenai kepemimpinan dan motivasikerja pegawai yang ditunjukkan oleh masih kurangnya perhatian pimpinan terhadapkebutuhan pegawai yang bisa memotivasi pegawai dalam melaksanakan tugas, masihkurangnya bimbingan pimpinan kepada pegawai didalam pelaksanaan tugas, masihkurangnya motivasi kerja pegawai dalam melaksanakan tugas yang diberikan KepalaDinas Sosial Kota Padang, setelah jam istirahat suasana kantor sepi karena parapegawai banyak yang sudah pulang, apalagi jika pimpinan tidak ada di tempat,Rendahnya motivasi pegawai yang berdampak pada kinerja dan kurangnya rasatanggung jawab pegawai terhadap pekerjaannya, dan banyak pegawai yang asal-asalanmengerjakan tugas-tugasnya pada saat pimpinan tidak berada di tempat. Penelitian inimerupakan penelitian kuantitatif dengan jenis korelasional. Populasi penelitian iniadalah keseluruhan pegawai Dinas Sosial dan Tenaga Kerja Kota Padang berjumlah 72orang. Dengan pengambilan sampel menggunakan rumus slovin, sehingga didapatsampel dalam penelitian ini sebanyak 68 orang. Berdasarkan hasil analisis deskriptifuntuk gaya kepemimpinan paternalistik yang diterapkan untuk kelangsugan hidup organisasi di Dinas Sosial dan Tenaga Kerja Kota Padang berada dalam kategori yangtinggi dengan perolehan tingkat capaian responden sebesar 73,03%, sedangkanmotivasi kerja pegawai Dinas Sosial dan Tenaga Kerja Kota Padang juga berada dalamkategori yang tinggi dengan tingkat capaian responden sebesar 78,10%. Hasil analisisregresi sederhana menunjukkan bahwa bahwa gaya kepemimpinan paternalistikberpengaruh signifikan terhadap motivasi kerja pegawai pada Dinas Sosial dan TenagaKerja Kota Padang yaitu sebesar 18,2 %, dengan kekuatan sebesar 44,1% dimana nilaithitung> ttabel, yakni  3,990 > 1,682.Kata kunci : Gaya Kepemimpinan Paternalistik, Motivasi Kerja, Pegawai  

Managers’ motives for investing in HR practices and their implications for public service motivation

2016 ◽  
Vol 37 (5) ◽  
pp. 764-776 ◽  
Author(s):  
Julian Seymour Gould-Williams
Keyword(s):  
Public Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
High Performance ◽  
Design Methodology ◽  
Public Service Motivation ◽  
Content Type ◽  
Hr Practices ◽  
Theoretical Paper

Purpose – The purpose of this paper is to explain how approaches to human resource management may contribute to the development of public service motivation (PSM). Three different approaches to managing people are outlined, namely, the “high performance”, “high commitment” and “high involvement”. Relevant theories are then used to predict the outcomes and relevance of the different approaches when promoting PSM in public sector organisations. Design/methodology/approach – This is a theoretical paper. Findings – This paper provides the first theoretical explanations for the relationships between human resource (HR) practices and PSM in public sector organisations. Originality/value – This paper explains how the same HR practices may have different employee outcomes depending on managers’ motivations for implementing them.

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