Managing People: Strategic Human Resource Management Initiatives in the Public Service

2013 ◽  
pp. 70-83
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Strategic Human Resource Management ◽  
The Public

scholarly journals Modernization of the public service and human resource management in Ukraine

2018 ◽  
Vol 6 (1-2) ◽  
pp. 42-51
Author(s):  
N. T. Goncharuk ◽  
L. V. Prudyus
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Human Resources Management ◽  
Resources Management ◽  
The Public ◽  
European Standards ◽  
Main Components

The goal, tasks and essence of the concepts «modernization of the public service» and «human resources management in public service» are defined. The current state and problems of modernization of the public service and human resources management in Ukraine are analyzed; the main components of the reform that provide modernization of the public service and human resources management are disclosed. It has been established that in order to reform and modernize the public service as well as to improve human resources management in the recent years several strategic documents have been adopted in Ukraine, among them one should mention the Strategy of the Public Personnel Policy for 2012-2020, the Strategy for the Reform of the Public Service and Service in Local Self-Government Bodies in Ukraine for the period until 2017 and the Strategy for the Reform of the Public Administration of Ukraine in 2016-2020; their main provisions are developed and, in accordance with the European standards, the priority directions for modernization of the public service and human resource management in Ukraine are defined.

scholarly journals Appraisal in the Public Service, Instrument of Human Resource Management

2014 ◽  
Vol 3 (4) ◽  
pp. 31
Author(s):  
Claude Barreix
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Civil Servants ◽  
Public Performance ◽  
The Public ◽  
Appraisal Process ◽  
Staff Appraisal ◽  
Different Characteristics

The purpose of this article was to put forward staff appraisal process in the Public Service of advanced countries. Even if British and French Civil Services have different characteristics coming from their specific cultures, even if staff appraisal development has followed different rhythms, they meet together to consider that appraisal is a key instrument to improve public performance and Human Resource Management.Pay related to performance (PRP) triggers international debates because some consider it as ineffective and a source of discord inside a working team. But the two countries have to address the problem to find how to motivate their staff. The British civil servants seem less reluctant to PRP than their French homologues who feel more comfortable with a collective approach of appraisal, even if this system is criticized because some poor contributors may hide themselves behind good performers. The solution that could be prescribed would consist in using a collective approach of appraisal in combination of a system rewarding individual performers, in order to motivate staff individually and collectively as well.

scholarly journals Impact of Performance Contracting on Public Service Delivery in the National Government Administration in Kenya: Case of Eldoret West Sub-County

2019 ◽  
Vol 9 (2) ◽  
Author(s):  
Michael Ang’anyo ◽  
Januaris Mbatha
Keyword(s):  
Resource Management ◽  
Service Delivery ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
National Government ◽  
Public Service Delivery ◽  
Performance Contracting ◽  
The Public ◽  
Government Administration

The main aim of this study was to assess the impact of performance contracting on public service delivery, in the National Government Administration, Eldoret West Sub-County.  The study examined the effect of financial stewardship, human resource management and the role of resolution of public complaints on service delivery. Two theories informed this study: The New Public Management Theory and the Principal Agent Theory. Descriptive survey research design was utilized. The target population constituted members of the public who consume public services provided by the 63 National Government Administrative officers in Eldoret West Sub-County (NGAO), 19 Heads of Departments and officials from Non-Governmental Organizations (NGOs). A sample size of 170 respondents was selected using quota sampling technique. Both primary and secondary data were collected. Data analysis and management was done by use of SPSS Version 21 and MS Excel. The gamma measure of association between financial stewardship and service delivery was +0.5. This is a moderate strength pointing to the existence of other factors that drive service delivery. The spearman’s Rank Order measure of correlation (rs) between human resource management and service delivery was +0.67. This indicates moderate association, hence a clear pointer to a combination of other factors driving service delivery. There was minimal variability across the various dimensions of complaints handling mechanisms and their effect on improving service delivery. It was therefore recommended that National Government Administration need to continuously build capacity on both its officers and members of the public on the financial accountability framework, tie human resource management and development practices to other policies as well as engage and sensitize members of the public on performance contracting process and complaints handling mechanisms.

scholarly journals Strategic human resource management and public employee retention

2018 ◽  
Vol 3 (2) ◽  
pp. 20-39 ◽  
Author(s):  
Marwa Gaber Ahmed Fahim
Keyword(s):  
Resource Management ◽  
Empirical Study ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Retention ◽  
Strategic Human Resource Management ◽  
Theory And Practice ◽  
Content Type ◽  
The Public ◽  
National Bank

Purpose The purpose of this research is to explore the dynamics of using strategic human resource management (SHRM) practices in the public sector. More specifically, this paper tries to point out some main aspects of SHRM, which strongly influence the decision of employees to stay. The empirical study here tends to reveal greater insights into the SHRM-retention relationship and its validation at the National Bank of Egypt (NBE). Design/methodology/approach This research is co-relational in nature with cause and effect approach. The design of the study is both descriptive in the theoretical part and quantitative in the applied one. Theoretically, this paper adopted the analytical approach to define the main concepts, aside from an empirical study to investigate correlations in practice. Findings This paper concludes that the employment of best HRM practices is deemed a remarkable strategic tool in the retention of core public employees. Also, the results of analysis provide evidence that SHRM contributes to employee retention at NBE. Practical implications The findings and recommendations of this research can practically guide management to devise effective policies to improve employee retention using appropriate SHRM activities, particularly in the Egyptian public organizations. Originality/value This research has valuable implications for both theory and practice, as it offers several contributions to literature in the field of study, as well as the practical contribution.

scholarly journals Priority directions of human resources management improving in the field of public service of Ukraine

2020 ◽  
Vol 8 (6) ◽  
pp. 37-48
Author(s):  
Natalija Honcharuk ◽  
Yuliia Pyrohova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Public Service ◽  
Human Resources Management ◽  
Public Authorities ◽  
Resources Management ◽  
The Public

The article is devoted to the consideration of modernization of public service and human resources management in public authorities and substantiates the priority areas of improvement of human resources management in the field of public service of Ukraine. It is determined that outdated forms, methods and technologies of personnel management and rather slow transition from the clerical model of personnel management to democratic forms and methods of work with personnel remain are retained in the field of public service. It were analyzed the main forms of social and psychological support of human resources management in the field of public service. It is determined that the institutional capacity of personnel management services and their ability to ensure, in most cases, the effective implementation of strategic human resource management functions remains insufficient today. A new organizational structure of the strategic human resources management service in public authorities is proposed, which should include units on human resources management strategy (policy), selection, accounting, adaptation, development, evaluation, motivation, acmeological support, labor relations and salaries of public servants. It is highlighted that such system should be based on the general principles of human resource management in the public service, which determine the content of its elements and the choice of specific tools, instruments, forms, methods and technologies of human resource management. The particular attention was paid to the fact that the proposed approach should be implemented on an updated attitude to the role and place of socio-psychological components in human resource management in the field of public service. It is substantiated that in order to create a professional, politically neutral, honest and effective public service, along with improving the legislative support of human resources management in the public service, it is necessary to develop institutional capacity and ensure consistency in implementing of new principles of an effective state personnel policy.

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.

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