HUMAN RESOURCES MANAGEMENT IN THE PUBLIC SECTOR
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HUMAN RESOURCES MANAGEMENT IN THE PUBLIC SECTOR
Abstract
This study covers the most significant aspects of human resource management that may be applied in both public and private sector organisations, including job design, control, teamwork, leadership, managerial positions, staffing methods, and career management.
It then moves on to review the process of HRM in private and public organisations, performance, functions in the public sector, in addition to the operations of human resource management in the public sector,
the main standards and their application, then we talk about the HR role in the public sector reform, which is giving more involvement in the public sector in order to improve services.
Chapter one
Introduction
Background of the study.
The effectiveness of administration is directly dependent on human resources; so, we must modernise and improve human resource management by increasing individual efficiency and performance.
Human Resource Management focuses on a specific aspect of managing people in the context of employer-employee relationships and includes an organization’s members’ creative abilities (Stone, 1995).
He proposes that the field of human resource management encompasses achievement, reward, advancement, and inspiration support, with specific areas of concern including HR planning, instruction, career development, routine, planning employment conditions, and remuneration and prize.
Furthermore, according to Wright and Ferris, human resource management is concerned with interpreting and comprehending the legal framework and flexible circumstances of employment and employment organisations.
Furthermore, successful HRM is disputed to bring significant benefit to organisations (Walker, 1992). The ability to get this advantage in a rapidly changing and powerful environment has expanded the focus of HRM on strengthening organisational capacity to adapt to changing ecological possibilities (Wright and Snell 1998).
In this sense, the successful operation and supervision of citizens inside an association is intended to be a controlling instrument for responding to tough and chaotic settings and producing superior organisational goods.
The relevance of HRM to public sector organisations is well understood. Public sector organisations must provide services, develop and implement payment mechanisms, and expand reasonable employment policies.
On the other hand, the public sector’s uniqueness, which focuses on community interest outcomes rather than private goals, may add a layer of density that does not easily align with HRM as a planned element in achieving organisational competitiveness.
According to Wikipedia (2012), human resource is also known as human capital for the purpose of using, harnessing, developing, and directing a nation’s objectives. It is also about the development of values and attitudes.
As a result, human resource development is a set of general norms rather than a specific viewpoint. There is no industry, firm, organisation, business venture, nation, or other entity that can improve political, economic, and social stability, product quality, and profitability unless enough human resources exist.
In recent years, it has been seen that a large number of company establishments are underperforming due to a lack of effective and efficient human resources. Business is full of unpredictability, and understanding labour contribution or human resource development is critical for management,
particularly in terms of increasing organisational efficiency and profitability. Based on this backdrop, the researcher would like to explore human resource management in the public sector.
1.2 Statement of the Problem
Issues in public organisations are even more dramatic, intricate, and troublesome in developing countries. According to Boxall (1994), while the nature of human resource management (HRM) has evolved from a reactive, administrative stage to proactive and descriptive practices, this transformation is rarely observed in developing economies.
In this regard, some researchers believed that, despite extensive research in the field of HRM around the world, the majority of it is focused on industrialised and developed societies
while the unique challenges and nuanced specificities of HRM in developing countries have received insufficient research attention (Budhwar and Debrah, 2013; Ghebregiorgis & Karsten, 2007). This study aims to investigate human resource management in the public sector.
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