Questions and Answers
What is the primary focus of the Efficiency value in public human resource management?
In the context of public human resource management, what does the term 'Employee Rights' imply?
Which era was characterized by public job allocation primarily based on political loyalty?
What driving forces contributed to change during the Patronage Era?
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Which value emerged as dominant during the Professionalism Era in public human resource management?
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Which of the following best describes the primary concern of Human Resource Management (HRM)?
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What are the four perspectives from which Public Human Resource Management (PHRM) can be viewed?
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Which historical act is associated with the establishment of the Civil Service System?
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In the context of Public Human Resource Management, which value often conflicts with efficiency?
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What is NOT a function typically associated with Human Resource Management?
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Study Notes
Human Resource Management (HRM)
- HRM is a management function focused on hiring, motivating, and retaining employees within organizations.
- Aims to maximize employee performance in alignment with organizational strategic goals.
- Key HRM functions include Acquisition, Development, Motivation, and Maintenance.
Public Human Resource Management (PHRM)
- PHRM pertains to HR practices specifically within public sector institutions.
- Integrates main activities and resources to achieve set objectives efficiently.
Key Legislation in PHRM
- Pendleton Act of 1883: Established the Civil Service System.
- Civil Rights Act of 1964: Addressed workplace discrimination.
- Equal Employment Opportunity Act of 1972: Further supported equal employment rights.
Perspectives on PHRM
- Functions: Planning, acquisition, development, and discipline in public agencies.
- Processes: Allocation of public jobs as limited resources.
- Systems: Laws and organizational procedures fulfilling HR functions while reflecting societal values.
- Interaction of Values: Balancing responsiveness, efficiency, employee rights, and social equity.
Historical Evolution of PHRM
- Patrician Era (1789-1828): Jobs were awarded based on political loyalty.
- Patronage Era (1829-1882): Public positions were primarily held by upper-class property owners.
- Professionalism Era (1883-1932): Emphasis on administrative neutrality with merit-based job allocation.
- Performance Era (1933-1964): Emergence of a hybrid model addressing patronage and civil service merits.
- People Era (1965-1979): Rise of collective bargaining and protection of employee rights.
- Privatization Era (1980-present): Dynamic equilibrium among competing values influences decisions and effectiveness.
Human Resource Planning
- Aims to ensure the organization has the right personnel at the appropriate times and locations.
- Forecasts demand and supply for manpower, developing long-term and short-term strategies.
Design of Organization and Job
- Involves establishing organizational structure, authority relationships, and job responsibilities.
- Job descriptions define work contents, while job specifications outline suitable candidate attributes.
Selection and Staffing
- Recruitment and selection align candidate expectations with job specifications and organizational career paths.
Training and Development
- Focuses on identifying training needs to equip employees with required skills for current and future roles.
Organizational Development
- Promotes healthy interpersonal relationships to generate synergistic effects within the organization.
Compensation and Benefits
- Encompasses fair administration of wages and benefits, alongside labor welfare measures for employees.
Employee Assistance
- Addresses individual employee challenges, enhancing productivity and well-being through support mechanisms.
Union-Labor Relations
- Cultivates healthy industrial relations essential for organizational peace and productivity.
Personnel Research and Information System
- Emphasizes the importance of behavioral science and industrial psychology in understanding worker expectations and behaviors.
- Continuous HR research improves communication about morale and motivation within the organization.
Objectives of HRM
- Societal Objectives: Ensure socially responsible practices and minimize negative impacts on society.
- Organizational Objectives: Enhance organizational effectiveness and ensure HRM practices align with primary organizational goals.
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Description
This quiz explores key concepts in Public Human Resource Management (PHRM) including its functions, legislation, and perspectives. Understand how PHRM operates within public sector institutions to achieve organizational goals efficiently. Review important laws like the Civil Rights Act and the Pendleton Act that shape public HR practices.
