Human Resources Management and Training in Metropolitan Municipalities in Turkey

2022 ◽  
pp. 338-357
Author(s):  
Zuhal Önez Çetin
Keyword(s):  
Local Government ◽  
Human Resources ◽  
Training Programs ◽  
Human Resources Management ◽  
Organizational Structures ◽  
Resources Management ◽  
Important Relationship ◽  
Metropolitan Municipalities ◽  
And Training

By the 2000s, human resources management in local government in Turkey had become an important issue. Training is one of the most important functions of human resources management; there is an important relationship between the development and increase of the capacities of local government personnel and training. Within the context of the metropolitan municipalities organizational structures in Turkey, there are ‘human resources and education departments'. Firstly, the relation between human resources management and training will be searched. Secondly, the regulations of human resources and education departments of metropolitan municipalities in Turkey have been examined to put forth the main duties and responsibilities of those departments and their branch offices on training. In the last part of the study, human resources and education departments' training programs in Turkey will be clarified.

scholarly journals Green candidate selection for organizational environmental management

2019 ◽  
Vol 41 (7) ◽  
pp. 1081-1096 ◽  
Author(s):  
Peter Adjei-Bamfo ◽  
Bernard Bempong ◽  
Jane Osei ◽  
Simonov Kusi-Sarpong
Keyword(s):  
Environmental Management ◽  
Local Government ◽  
Human Resources ◽  
Developing Economies ◽  
Selection Process ◽  
Human Resources Management ◽  
Evaluation Framework ◽  
Candidate Selection ◽  
Content Type ◽  
Resources Management

Purpose The purpose of this paper is to propose a new typological environmentally sustainable human resources management evaluation framework to aid green candidate selection process for environmental management in developing economy local government agencies. Design/methodology/approach Presenting the narrative of developing economies local government context, this paper conducts an extensive review of relevant literature on green human resources management (GHRM) and green recruitment and selection. Findings Drawing on Siyambalapitiya et al. (2018) and the resource-based theory (RBT), the paper proposes and discusses an evaluation framework for guiding organizations’ green candidate selection process. The framework comprises of seven stages which begins with “training recruiters on green candidate assessment” to “making selection decision and inducting selected candidate” on organization’s environmental management policies and practices, and its green values. Research limitations/implications Application of the proposed framework has implications for enhancing organizations’ efficiency, reducing cost, eliminating environment waste, as well as fostering green culture among employees. This paper also extends the strand of RBT by explaining how organizations could assess and select job applicants with significant intangible capability such as environmental management skills, knowledge and values to foster its competitive urge and sustainability. Originality/value This paper makes two main contribution to the GHRM literature. First, the paper proposes a new typological environmentally sustainable human resources management evaluation framework. Secondly, the paper focuses the framework on developing economies and local government organizations context, something that is currently non-existent.

scholarly journals Trends in the formation of state policy in the human resources management in public and local government authorities of Ukraine

2020 ◽  
Vol 45 (2) ◽  
pp. 168-172
Author(s):  
Iryna Gusak
Keyword(s):  
Local Government ◽  
Human Resources ◽  
Public Service ◽  
State Policy ◽  
Professional Competence ◽  
Human Resources Management ◽  
Theory And Practice ◽  
Public Authorities ◽  
Resources Management

This article substantiates the essence and problems of state policy in the human resources management in public and local government authorities of Ukraine. The quality of specialist training for work in public and local government authorities is analyzed and the ways to improve the level of personnel professional competence are determined. The main problems of human resources management in the system of public authorities are covered. They are adaptation of state policy in the human resources management, increase in the demands and responsibility of the civil servant for the quality of tasks performed, etc. The purpose of the human resources management is to provide personnel, organize its effective use, professional and social development. Therefore, the task of this article is to determine the main directions of restructuring the human resources to improve the functioning, to expand the functional responsibilities of employees of relevant services, to increase their independence in solving problems of human resources management. The unresolved parts of the general problem are considered: the creation of a professional institute of public service; ensuring its effectiveness; the issue of improving the functioning of human resources of public authorities in Ukraine given modern achievements of the theory and practice of human resources management remains relevant. The changes in human resources in public authorities for the purpose of modernization of the legislation of Ukraine on public service and service in local government authorities are studied. The directions of improving the modern management system in public authorities to form the effective public policy are proposed.

Federal Personnel Offices: Time for Change?

1993 ◽  
Vol 22 (4) ◽  
pp. 639-648 ◽  
Author(s):  
Frederick L. Foley
Keyword(s):  
Local Government ◽  
Human Resources ◽  
Human Resources Management ◽  
Government Agencies ◽  
Resources Management ◽  
State And Local Government ◽  
Merit Systems Protection Board ◽  
State And Local ◽  
Merit Systems ◽  
The U.S

In discussing a recent report with the same title by the U.S. Merit Systems Protection Board, this article proceeds to suggest specific actions that government agencies may take to help make their human resources management more effective and make their personnel offices more valuable to their managers. While the study was conducted in a federal setting, indications are that life is not much different in state and local government agencies and the recommendations may be useful to them as well.

Faktor-Faktor yang Memengaruhi Persepsi Efektivitas Perencanaan Kas Satuan Kerja Kementerian Negara/Lembaga di Wilayah Kerja KPPN Lingkup Kanwil DJPb Provinsi Bengkulu

2018 ◽  
Vol 3 (1) ◽  
pp. 13-22
Author(s):  
Muhammad Irfan Rizaldi
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Research Problem ◽  
Primary Data ◽  
Research Use ◽  
Regional Office ◽  
Resources Management ◽  
And Training ◽  
Reward And Punishment

The purpose of this study is to understand the factors that affect effectiveness perception of satker’s cash planning in the working area of KPPN within the scope of DJPb Regional Office in Bengkulu Province. This research use primary data from 491 satkers from various Ministries/Institutions, while the number of samples are 51 of 97 satkers who meet criteria that represent the research problem. The variables used in this research are the quality of renkas G2 application, quality and quantity of human resources, management of satker organization, reward and punishment, and socialization and training. The result of this research which used PLS-SEM based analysis, shows the factors that significantly affected on the perception of cash planning effectivity are the quality of Renkas G2 spplication and the quality and quantity of human resources.       Abstrak Tujuan dari penelitian ini adalah untuk mengetahui faktor-faktor yang memengaruhi persepsi efektivitas perencanaan kas satker di wilayah kerja KPPN di lingkup Kanwil DJPb Provinsi Bengkulu. Penelitian ini menggunakan data primer yang dikumpulkan dari 491 satker dari berbagai Kementerian/Lembaga. Jumlah sampel sebanyak 51 dari 97 satker yang memenuhi kriteria yang mewakili masalah penelitian. Variabel yang digunakan dalam penelitian ini adalah kualitas aplikasi renkas G2, kualitas dan kuantitas SDM, manajemen organisasi satker, reward dan punishment, serta sosialisasi dan pelatihan. Hasil penelitian dengan menggunakan SEM berbasis PLS menunjukkan bahwa faktor-faktor yang berpengaruh signifikan terhadap persepsi efektivitas perencanaan kas adalah kualitas Aplikasi Renkas G2 dan Kualitas dan Kuantitas SDM.

A Critical Analysis of Pakistan International Airline's Human Resource Management Practices

2021 ◽  
pp. 37-44
Author(s):  
Tansif Ur Rehman ◽  
Rehmat Khatoon
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Management Practices ◽  
Human Resources Management ◽  
Negative Relationship ◽  
Training And Development ◽  
Primary Data ◽  
Resources Management ◽  
Recruitment And Selection ◽  
And Training

Many human resource (HR) practices are ineffective in many state-owned firms because they are not implemented as they should be. Pakistan International Airlines (PIA) is a semi-government organization. The dilemma lies in the fact that PIA's human resources management practices are responsible for its downfall. This research aims to examine PIA's human resources management practices, mainly recruitment and selection, compensation and benefts, and training and development. Primary data was collected through questionnaires from 96 employees of the head offce in Karachi (Pakistan). F-test was used to check the overall relationship of PIA performance (fnancial and non-fnancial) with recruitment and selection, compensation and benefts, and training and development practices at PIA. The fndings revealed that from PIA employees' perception, there is a positive relationship between PIA training and development practices with the performance of PIA (fnancial and non-fnancial). In contrast, there is a negative relationship between recruitment and selection and compensation and benefts practices of PIA with PIA's performance (fnancial and nonfnancial). Moreover, this study recommends that PIA decrease its recruitment and selection practices and compensation and benefts practices to increase its performance (fnancial and non-fnancial). PIA should focus more on its training and development practices of existing employees to enhance its performance (fnancial and non-fnancial aspects).

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