Public Sector HR Management Challenges

Introduction to Public Personnel Administration

• The topic is Introduction to Public Personnel Administration
• Presented by BPA 2-1 group
• Reporters include: Christine Cacayuran, Anthony Forteza, Jermaine Maglanoc, Ryan Paul Santo, and Patrick Quitalo

Table of Contents

• Public Personnel Administration: Definition and Scope
• The Importance of Human Resource
• Difference between Public and Private Sector
• Challenges in Human Resource Management
• Government Challenges in Acquiring and Managing the Right Personnel
• Four Key Roles of the Ulrich HR Model

1.1 Public Personnel Administration: Definition and Scope

• Personnel administration is managing people or human resources within an organization.
• It involves designing formal systems to ensure effective and efficient human talent usage to achieve organizational goals.
• This encompasses policies and practices for recruiting, screening, training, rewarding, and appraising human resources.

Public Personnel Administration (PPA)

• PPA is a branch of human resource management.
• It focuses on the acquisition, development, utilization, and compensation of a public organization's workforce.

Importance of Public Personnel Administration

• Develop and improve government employees, benefitting the organization.
• Enhance productivity of public servants.
• Ensure sufficient and competent staff to perform organization tasks.
• Treat all government employees according to HRM principles.

Human Resource Development (HRD)

• Training and Development
• Career Planning and Career Development
• Organization Development
• Performance Appraisal

Staffing

• Human Resource Planning (HRP)
• Job Analysis
• Recruitment
• Selection

Compensation and Benefits

• Financial rewards for organizational work.
• Non-financial rewards like holidays, sick leave, and medical coverage.

Safety and Health

• Protecting employees from work-related injuries.
• Ensuring freedom from physical or emotional illness.

Functions and Scopes of PPA

• Staffing: Ensuring the proper number of employees with appropriate skills to meet organizational objectives.
• Compensation and Benefits: Rewarding employees for their work and providing non-monetary incentives.
• Safety and Health: Protecting employees from workplace hazards and promoting well-being.
• HRD (Human Resource Development): Providing training, development, career planning, and performance appraisals.
• Employment and Labor Relations: Managing employee relations, handling employee representations by unions, and addressing collective bargaining.

Who Manages the PPA?

• Personnel Manager
  • Acts as an advisor or staff capacity.
  • Works with other managers on human resource administration matters
• The PPA Manager
  • Conducts personnel administration to help the public organization achieve its goals.

Personnel Roles in PPA

• Planner: Personnel matters
• Facilitator: Training and Development
• Coordinator: Personnel safety and health
• Auditor: Performance and compensation
• Mediator: Personnel relationships

1.2 The Importance of Human Resource Management in the Public Sector

• Overseeing the people within the organization
• Includes hiring, training, compensating, managing, and retaining employees (people management).
• Efficient resource management in government agencies.
• Optimizing output with cost-effective input
• Protecting and enhancing the welfare of workers.
• Policies implementation and execution.
• Assuring fair and unbiased personnel treatment in regards to politics, affiliation, race, color, religion, origin, gender, etc..
• Training employees for high-quality performance.
• Equitable and adequate compensation.
• Protecting employees from any harm, danger or difficulties.

1.3 Difference between Public and Private Sector Human Resource Management

• Private HRM: Partnerships, involvement with corporation works, satisfy needs of employees, and accountable to owners and stockholders. Encourages community development through business promotion and employees get a share of the profits.
• Public HRM: Labor intensive, focuses on equal opportunities, and manages programs to provide excellent service to the public through the government. Implementing or suggesting solutions regarding the public sector. Improving practices for betterment of public services, including education, health, safety, and welfare.

1.4 Challenges in Human Resource Management

• Strategic and Global Challenges: Cultural diversity, legal compliance, and effective communication across locations.
• Global Leadership Development: Training adaptable leaders for global operations.
• Talented Employees Acquisition: Attracting and developing skilled individuals with expertise in local and international markets.
• Retaining the Best Talent: Maintaining and motivating top employees in competitive labor markets.
• Technology: Streamlining HR processes using technology, such as hiring, payroll, training, and evaluations. Facing the need to adopt and manage new technologies, ensuring data security, dealing with different rates of adoption to change, and dealing with the increased costs and inefficiency caused by the lack of technology.

1.4.3 Cost and Productivity Challenges

• Attracting the best talent: Providing adequate resources and benefits to attract quality employees.
• Budget shortage: Facing financial constraints in managing HR functions.
• Achieving flexible work place: Adapting to employee needs for flexibility and work-from-home policies.

1.4.4 Employee Recruitment and Selection Challenges

• New-hire training: Equipping new employees with the skills and knowledge required for a fast-paced work environment and diverse workforce. Training must be flexible to accommodate evolving technology and the need for constant upskilling.
• Recruitment and selection: Finding suitable candidates who fit job requirements and adapt to technological changes while maintaining fair and equitable hiring practices regarding diversity, demographics, beliefs etc.

1.4.4. Employee Compliance with Employment Laws

• Managing diverse workforce: Addressing potential employee disputes or conflicts with different backgrounds, orientations, and demands. Creating an environment of acceptance, communication, and unity.
• Staying updated with Employment Regulations: Keeping up with changes in employment laws and regulations to avoid penalties or issues.

1.4.4 Employee Health and Well-being Challenges

• Compensation and Benefits: Ensuring competitive compensation and benefits to retain employees.
• Employee well-being: Providing supportive and healthy work environments for high-demand or fast-paced work environments.

1.5 Government Challenges in Acquiring and Managing the Right Personnel

• Competition with the Private Sector: Balancing public sector jobs with private sector opportunities and financial offerings.
• Skill Gaps: Addressing expertise needs as public needs and societal demands evolve.
• Talent Retention: Keeping good workers engaged in a public service role while maintaining competitive compensation and development opportunities to reduce turnover.
• Solution Focus: Optimizing hiring and compensation strategy, providing continuous employee development and addressing challenges such as cybersecurity.

1.6 Four Key Roles of the Ulrich HR Model

• Strategic Partner: Aligning HR activities with overall organizational strategy, contributing to goals and objectives. Ensuring the HR function supports the organization's overall direction and success.
• Administrative Expert: Managing internal HR operations, streamlining processes, refining policies, and ensuring efficient service delivery.
• Change Agent: Guiding and facilitating organizational transformation and change, navigating transitions like mergers, acquisitions, or restructuring, and adapting human capital.
• Employee Champion: Acting as a conduit between employees and management, promoting harmonized, efficient, and engaging places of work that benefits productivity, engagement, satisfaction, and retention.

This quiz explores various challenges and considerations in public sector employee management, including training, technology adoption, and leadership development. Test your knowledge on the Ulrich HR model and factors influencing employee retention in government settings.