Public Personnel Administration and HRM

Public sector HRM prioritizes workforce development, equal opportunity, and employee performance for the public good, focusing on service delivery like education and healthcare.

Private sector HRM aims for profitability and business growth, selecting employees based on business needs and objectives, and prioritizing customer service.

Cultural diversity can create workplace conflicts and hinder productivity due to underlying, differing cultural values.

Public sector compensation is often linked to maintaining a capable workforce while adhering to financial constraints.

Private sector compensation is often tied to the company's profitability, reflecting a focus on profits and expansion.

Public sector employees implement societal programs, respond to societal needs, and often are encouraged to propose solutions for improved societal well-being.

Private sector employee role prioritizes supporting business success, meeting customer needs, and contributing to business objectives, with a focus on business growth and customer satisfaction.

A formal system for effectively and efficiently using human talent to achieve organizational goals.

Focuses on acquiring, developing, utilizing, and compensating public sector workforce.

Overseeing people within an organization, including training, compensation, management, and hiring.

Differ in organizational goals: private focuses on profit and competitiveness, while public focuses on service delivery and access to benefits.

Public HRM faces higher levels of public scrutiny and accountability compared to private HRM.

A model that enhances an organization by suggesting HR departments act as advisors and consultants beyond basic administrative duties.

Effective acquisition management requires government employees with the right competencies to align with short-term and long-term public goals.

Government employees may experience lower job satisfaction due to bureaucracy, slower career advancement, and less autonomy compared to the private sector.

Government workers' skillsets need to adapt to societal and technological changes.

Ongoing investment in training and development is essential to keep the public sector ahead of evolving challenges (like cyber threats).

Attracting and managing skilled personnel involves challenges in compensating employees and streamlining processes.

A model for organizing HR functions, where HR acts as a strategic partner, administrative expert, and change agent to achieve organizational success.

HR coordinates its activities with the overall company strategy to ensure its efforts contribute to business objectives.

HR oversees internal operations by optimizing processes, policies, and systems, providing efficient and cost-effective services.

HR guides organizational changes, like mergers or restructuring.

Varied and constantly changing labor laws across different countries pose a challenge for global HR professionals.

Effective communication is difficult in global teams due to distance and varying time zones.

Developing leaders capable of operating effectively in diverse global markets is crucial for HRM.

Finding employees with the skills for local and international markets is a consistent challenge in global operations.

Maintaining high-performing employees is a challenge, requiring competitive benefits and opportunities.

Technology improves HR processes (e.g., hiring, payroll), but integration presents challenges.

Budget constraints, procurement processes, and bureaucratic delays are obstacles to technology integration in public sectors.

Constant updates in technologies (AI, machine learning) require ongoing investment in infrastructure and staff training for effective implementation.

Protecting sensitive employee data from cyberattacks is a growing concern for HR departments.

Remote work reduces in-person interaction, making personal assessments and gauging employee satisfaction more challenging.

A model for HR functions, suggesting HR acts as advisors, consultants, and more than just administrators.

HR aligns its activities with overall business objectives.

HR ensures efficient internal operations and services.

HR guides organizational changes, such as mergers or restructuring.

Managing people (human resources) focusing on administrative tasks, but striving to develop employee competency and skill to meet organizational needs.

Overseeing people in an organization, including administrative tasks, strategic planning, and employee development.

Difference in organizational goals: Public HRM focuses on service delivery, while Private HRM prioritizes profit and business growth.

HR plays a critical role in organizational success, influencing everything from strategic planning to operational tasks.

Models exist to help HR overcome challenges and issues in the workforce.

Technology and enhanced telecommunications are increasingly important for HR management and market partnerships.

Maintaining and attracting skilled workers is a considerable challenge for companies, especially in competitive markets.