scholarly journals The difficulty of an official performing in public administration with a focus on the Czech Republic

2019 ◽  
Author(s):  
Lucie Kamrádová ◽  
Marie Sciskalová
Keyword(s):  
Czech Republic ◽  
Public Administration ◽  
Human Resources Management ◽  
Public And Private ◽  
The Czech Republic ◽  
Resources Management ◽  
The Public ◽  
Public Servant ◽  
New Perspective ◽  
Practical Implications

Purpose – the paper aims to present public administration as a managerial organisation which puts many requirements on its employees, respectively on officials in public administration. In today’s globalised society, the boundaries between the public and private sectors are mutually intertwined. The difficulty of official’s profession, both in terms of knowledge and psychology, is often wrongly criticised by civil society. The paper intends to point out the particular requirements and specify the risks carried by this profession. Research methodology – the basic methods used are from the area of qualitative research. These are methods of analysis, induction and deduction. The method of description is used in the whole paper. Findings – the result of the article is the identification of the principal risks and threats in the exercise of official activity. Research limitations – the authors of the article see a certain limit that it is impossible to assess the demandingness of the official’s performance in terms of the quantitative, as the structure of executive positions within the Czech Republic is problematic. Practical implications – the identified risks can be beneficial for human resources management in public administration, to avoid frequent burnout in this profession. Originality/Value – the paper presents the new perspective of a public servant

scholarly journals CHARACTERISTICS OF HUMAN RESOURCES MANAGEMENT MODEL IN PUBLIC ADMINISTRATION OF REPUBLIC OF SERBIA: CONTEMPORARY TRENDS AND CHALLENGES

2019 ◽  
pp. 033
Author(s):  
Igor Vukonjanski
Keyword(s):  
Public Sector ◽  
Human Resources ◽  
Public Administration ◽  
Central Government ◽  
Transition Period ◽  
Human Resources Management ◽  
Resources Management ◽  
The Public ◽  
Public Servant ◽  
The Status

Human resources management in the public administration of the Republic of Serbia is a combined model of good practices from the European administrative area and the remaining stereotypes from pre-transition period. Introduction of the public servant system with all features of contemporary public servant related legislation was a necessity that accompanied overall reform of the public administration in Serbia. The process of introducing human resources management function in the Serbian public administration has been encumbered with application of two different legal models that define the status of public servants: public servant related legislation is applied to employees in executive branches of the central government (ministries, government departments and offices), and the status of employees in city and municipal administrations is stipulated in obsolete laws, adopted over 20 years ago. It should be noted that employees in public sector are still prone to old habits in their work, which altogether reduces successful reforms in this area. This paper provides a description of the current state of affairs and opens certain questions: whether the modern human resources (HR) management in Serbia’s public sector is understood and accepted in the right way; and whether it is possible, by means of applying specific methods, to strengthen awareness of public employees concerning their actual position and responsibility to establish a new public administration, adjusted to the citizens’ needs, requirements and expectations. Relying on a decade-long personal engagement in this field, the author analyzes the current circumstances and provides critical remarks and recommendations.

scholarly journals Citizens local political participation in the Czech Republic: rural-urban comparison

2008 ◽  
Vol 53 (No. 1) ◽  
pp. 21-29
Author(s):  
J. Cmejrek
Keyword(s):  
Czech Republic ◽  
Political Participation ◽  
Public Administration ◽  
Voter Turnout ◽  
Local Level ◽  
Political Process ◽  
The Political ◽  
Local Administration ◽  
The Czech Republic ◽  
The Public

The Velvet Revolution in November 1989 in the former Czechoslovakia opened the way to the renewal of the democratic political system. One of the most visible aspects of the Czech political development consisted in the renewal of the essential functions of elections and political parties. On the local level, however, the political process - as well as in other post-communist countries - continued to be for a long time influenced by the remains of the former centralized system wherein the local administration used to be subjected to the central state power. Municipal elections took hold in these countries, however, the local government remained in the embryonic state and a certain absence of real political and economic decision-making mechanism on the local level continued to show. The public administration in the Czech Republic had to deal with the changes in the administrative division of the state, the split of the Czechoslovak federation as well as the fragmentation of municipalities whose number increased by 50 percent. Decision making mechanisms on the local and regional level were suffering from the incomplete territorial hierarchy of public administration and from the unclear division of power between the state administration and local administration bodies. Only at the end of the 1990s, the public administration in the Czech Republic started to get a more integrated and specific shape. Citizens participation in the political process represents one of the key issues of representative democracy. The contemporary democracy has to face the decrease in voter turnout and the low interest of citizens to assume responsibility within the political process. The spread of democratising process following the fall of the iron curtain should not overshadow the risk of internal weakness of democracy. The solution should be looked for in more responsible citizenship and citizens’ political participation. The degree of political participation is considered (together with political pluralism) to be the key element of representative democracy in general terms, as well as of democratic process on the local and regional level. The objective of this paper is to describe the specifics of citizens local political participation in the Czech Republic and to show the differences between rural and urban areas. The paper concentrates on voting and voter turnout but deals also with other forms of citizens political participation.

scholarly journals Organisational arrangement of human resources management in organisations operating in Slovakia and Czech Republic

2013 ◽  
Vol 61 (7) ◽  
pp. 2787-2799 ◽  
Author(s):  
Zdenko Stacho ◽  
Hana Urbancová ◽  
Katarína Stachová
Keyword(s):  
Czech Republic ◽  
Human Resources ◽  
Human Resources Management ◽  
Size Composition ◽  
Necessary Condition ◽  
The Czech Republic ◽  
Resources Management ◽  
Negative Impacts ◽  
Management Functions ◽  
The Given

A necessary condition of effective functioning of human resources management in an organisation is the creation of adequate organisational conditions including the existence of a human resources management department, its size, composition and responsibility, which are formed following particular conditions of the given organisation. Competitive environment of organisations operating in Slovakia and Czech Republic is growing with the process of world economy globalisation, and it brings the need of flexibility in management, and therefore we have to get used to changes also in the sphere of human resources management, and learn to cope with new impulses and situations. At present, that predominantly includes spreading effects of global financial and economic crisis, influencing all spheres of life in Slovakia and in Czech Republic too. Handling this situation presupposes flexibility in assessment of changes in environment where organisations operate, ability to detect all positive as well as negative impacts and situations, and formulation of measures to enhance their own position sensibly and cautiously. Due to the need of focusing of organisations on comprehensive arrangement of human resources management, in questionnaire researches, we focused on finding out whether and to what extent organisations operating in Slovakia (n = 340) and in Czech Republic (n = 109) focus on human resources management arrangement. The objective of the article is to compare results in the sphere of human resources in organisations operating in Slovak and Czech Republics. The results show that 67% organisations in Slovakia and only 43% in the Czech Republic had a human resources management department which realised followed human resources management functions and personnel strategy.

scholarly journals DIVERSITY MANAGEMENT IN THE CONTEXT OF CORPORATE SOCIAL RESPONSIBILITY

2018 ◽  
Author(s):  
Marie Bednarikova ◽  
Jana Kostalova ◽  
Jan Vavra ◽  
Denisa Halamova
Keyword(s):  
Corporate Social Responsibility ◽  
Czech Republic ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resources Management ◽  
Diversity Management ◽  
The Czech Republic ◽  
Resources Management ◽  
Corporate Social

During last years there are many new modern attitudes and trends in the field of human resources management. The article is focused to one of these trends – diversity management. The aim of the authors is to evaluate single components of diversity management namely in the context of corporate social responsibility (CSR). In addition different possibilities of application of diversity management in practice as instruments of CSR are submitted to analysis. The end of this article shows the results of research oriented to experience with diversity management put into practice in the selected companies in the Czech Republic.

scholarly journals Decentralization Policies in Public Administration in Slovakia and the Czech Republic, and their Impact on Building Offices’ Scale Efficiency

2019 ◽  
Vol 9 (4) ◽  
pp. 89 ◽  
Author(s):  
Fandel ◽  
Marišová ◽  
Malatinec ◽  
Lichnerová
Keyword(s):  
Czech Republic ◽  
Public Administration ◽  
Scale Efficiency ◽  
The Czech Republic ◽  
Managerial Efficiency ◽  
The Public ◽  
Scale Size ◽  
State Administration ◽  
Unit Scale ◽  
Decentralization Policy

Decentralization policy schemes (DPSs) in the public sector have been implemented in different ways by Slovakia and the Czech Republic. Both approaches have led to a transfer of competencies from state administration to self-government with the aim of improving the efficiency of the delivery of services. This paper presents a comparative scale efficiency analysis of the units performing services in the building order sector. The analysis is based on two unique regional datasets from two countries, Slovakia and the Czech Republic. The DPS implemented in Slovakia is based on the principle of voluntary cooperation of municipalities. In the case of the Czech building sector, the competencies have been transferred to the newly created municipalities with delegated or extended competencies. This study aims to contribute to the research on efficiency in public administration. We focused on the relationship between two types of DPSs, and units’ scale efficiency. We also tried to determine whether a specific unit scale size could be identified as the most efficient. We employed a two-stage metafrontier approach based on procedures for evaluating program and managerial efficiency. The results show that different DPs have not led to statistically significant differences in performance, and it is not possible to identify the most efficient building office scale size.

scholarly journals The Demand for Public Administration Education in the Czech Republic

2021 ◽  
Vol 21 (1) ◽  
pp. 7-32
Author(s):  
Onur Kulaç ◽  
Lucie Sobotková ◽  
Martin Sobotka
Keyword(s):  
Czech Republic ◽  
Public Administration ◽  
Information Technologies ◽  
Family Policy ◽  
Learning Preferences ◽  
The Czech Republic ◽  
The Public ◽  
Current State ◽  
Wide Range ◽  
The University

Public administration is overwhelmingly crucial in providing citizens with the best accessible, affordable, effective, and efficient services. Governments need qualified human resources for satisfactory employment processes. Therefore, higher education institutions play a crucial role in supplying the education in the field of public administration. Universities and various institutes from all over the world have numerous public administration education programmes. In this context, students as well as professionals have a wide range of opportunities to get an education in public administration so as to be employed in the public or relevant sectors. In parallel with globalisation and the development of information technologies, new professions have started to emerge and significant changes have been observed in people’s learning preferences. The Czech Republic is one of the significant Central European countries to offer an education in public administration. To this end, the study examines public administration education in the Czech Republic and looks more closely at public administration education at the University of Pardubice, which offers programmes in the area of public administration and the public sector. The analysis is performed based on a statistical evaluation of students’ interest over a span of 16 years. Finally, the demand for public administration education at the University of Pardubice is analysed in order to put forth the current state of public administration education by comparing it with other relevant faculties in the Czech Republic. The conclusion of the study is devoted to considerations on the possibilities of supporting education in the Czech Republic. More consistent supervision from the position of the state seems appropriate, but also support for a family policy aimed at reconciling professional and family life.

Human Resources Management

2000 ◽  
Author(s):  
Peter Dale ◽  
John McLaughlin
Keyword(s):  
Public Sector ◽  
Human Resources ◽  
Human Resources Management ◽  
Professional Associations ◽  
Modern Human ◽  
Public And Private ◽  
Resources Management ◽  
The Public ◽  
Land Administration ◽  
Management Issues

Effective human resources management is a key ingredient in building and sustaining a country’s land administration infrastructure. Whether it is building new systems or reforming existing ones, the recruitment, training, provision of support for, and evaluation of employees will ultimately be far more important than matters pertaining to technology and process. Yet traditionally, human resources management has not been given much serious attention in the land administration field. Within the broader public administration arena, however, the human resources management function is increasingly being recognized as a central organizational concern and that ‘its performance and delivery are integrated into line management; the aims shift from merely securing compliance to the more ambitious one of winning commitment. The employee resource, therefore, becomes worth investing in, and training and development thus assume a higher profile’ (Storey 1991). What distinguishes modern human resources management from the more traditional personnel functions is its focus on utilizing human resources to strategic management objectives. Effective human resources management seeks to: 1. link human resources management issues to the overall strategy of an organization; 2. build strong organizational cultures aimed at uniting employees through a shared set of goals and values (‘quality’, ‘service’, ‘innovation’, etc.) and by promoting a commonality of interests amongst employees and management; 3. recognize employees as a resource, as social capital that can be developed and can contribute to competitive advantage; 4. replace traditional top-down communication, coupled with controlled information flow, to a sharing of information and knowledge; and 5. achieve flexibility and adaptability to manage change and innovation in response to rapid changing circumstances (Burt and Spector 1985). This section examines briefly some of the principal human resources management issues, particularly as they relate to developing countries. The focus will be on concerns within the public sector (where most of the core land administration activity occurs), the broader issues of developing local capacity in both the public and private sectors, and the requirements for developing professional associations. Significant emphasis has been given in recent years to the challenges of building and sustaining institutions for capable public sector administration in the developing world.

Perceptions of responsible human resources management and credibility of the Public Administration: the mediating role of service quality and satisfaction

2014 ◽  
Author(s):  
José Luis Vázquez Burguete ◽  
Ana Lanero Carrizo ◽  
María Purificación García Miguélez
Keyword(s):  
Human Resources ◽  
Public Administration ◽  
Human Resources Management ◽  
Total Sample ◽  
Structural Equations ◽  
Survey Study ◽  
Resources Management ◽  
The Public ◽  
Mediating Role

This study extends previous literature on corporate social responsibility (CSR) in private firms and consumer behavior to set a model of citizen perceptions of responsible human resources management (HRM) in the public administration. Particularly, the main goal of the paper is to analyse the effect of perceived internal responsibility on credibility, by considering the mediating role of quality of service and satisfaction. A survey study was conducted with a total sample of 660 Spanish citizens. Structural equations modelling with PLS (Partial Least Squares) was used to test the overall fit of the model. In sum, results provided support for all the relations hypothesised. Findings and their implications are described.

Sign in / Sign up

Export Citation Format

Share Document