Bowman, Jonathan P. West, and Montgomery Van Wart have created user-friendly and accessible material by highlighting dilemmas, challenging readers to resolve them, and enticing them to go beyond the text to discover and confront other dilemmas. Grounded in real public service experiences, the book emphasizes hands-on skill building and problem solving.
Continuing the award-winning tradition of previous editions, this Fifth Edition covers all of the stages of the employment process, including recruitment, selection, training, legal rights and responsibilities, compensation, and appraisal.
In keeping with prior editions, the text centers on the core processes within public human resource management: strategic workforce planning, effective recruitment and retention, workforce development, and employee relations. Designed to further address the ways in which expectations for human resource managers have changed and developed in recent years, the 7th edition includes several new features and improvements: Substantially restructured, updated, and additional case studies and student exercises.
Coverage of how the field of Public HRM has been influenced by the two most recent national recessions, economic downturns at the state and local level, privatization and contracting trends at all levels of government, the growing presence of millennial employees in the workplace, issues surrounding social media use within the workplace, the evolving goals of social equity and diversity, and the shifting role and influence of labor unions. Discussions of how the growth in information technology capabilities has influenced the major processes within HRM, from workforce analysis through big data analytics to the explosion in automated recruitment, assessment, and instructional technologies.
For the first time, the text includes an online Instructor's Manual, PowerPoint slides, discussion questions, and suggestions for further reading to make it even easier to assign and use this classic text in the classroom. Providing the most up-to-date and thorough overview of the history and practice of public human resource management for both undergraduate and graduate students, Public Personnel Management, 7e remains the beloved text it ever was, ideal for introductory courses in Public Personnel Management, Public Human Resource Management, and Nonprofit Personnel Management.
Now in its fourth edition, the text has beensignificantly revised and updated to include information thatreflects changes in the field due to the economic crisis, changesin federal employment laws, how shifting demographics affect humanresources management, the increased use of technology in humanresources management practices, how social media has becomeembedded in the workplace, and new approaches to HRM policy andpractice. Written by Joan E. Pynes—a noted expert in publicadministration—this authoritative work shows how strategichuman resources management is essential for managing change in anincreasingly complex environment.
Condrey brings together leading experts in public administration and HR management to detail how you can: Move beyond your often limited problem-solving role as an HR manager and demonstrate how you can play a more strategic role in your organization.
Deal with crucial issues such as diversity, EEO regulations and other legal issues, compensation, sexual harassment, and performance appraisal. Expand your ability to maximize productivity, efficiency, and employee satisfaction. Develop budgets, use volunteers, and employ consultants. Also included with purchase is a free supplemental on-line Instructor's Manual. Order your copy now! Bostrom, Most companies and organizations are investing in making their employees improve their competitive advantage through training them.
Artificial intelligence such as application software and cloud computing greatly assist HRM professionals in recruitment of candidates through merits. Another trend of human resource believes that business delivers value through in and outside approach.
These trends in human resource will offer guidance to success using an organizational guidance system, which identifies the outcomes related to four spheres that are critical to the success of a business for example; organizational talents and leadership. The future of human evolution. Death and anti-death: Two hundred years after Kant, fifty years after Turing, Social media utilization in human resource management. Zuna Qazi. Nishkarsh Jain. Mohamed Younes. Kawchhar Ahammed. Jusy Bingura.
Lyndi Candari. Alfa Kim Irina Maria. Aynun Nahar. Ayesha Akram. Rishabh Pandey. Arslan khan. Shuvro Pallab. Dennis Dagohoy Artugue. Mahnoor Aslam. Abdullah Ibne Zaman. Motivation Motivation includes job specification, performance evaluation, reward and punishment, work performance, compensation management, discipline and so on.
This requires that the organization should provide additional facilities, safe working conditions, friendly work environment, and satisfactory labour relations. Managerial Functions Of Human Resource Department Managerial function is concerned with the activities performed by top management in the organization.
Operative Functions Of Human Resource Department Operative function is concerned with day-to-day management of organizational activities and human resources. Employment Development Compensation Motivation Maintenance Personnel record Industrial relation or employee relation 3.
Advisory Functions of Human Resource Department Human resource manager has specialized knowledge, education and training in managing human relations.. The advice may be to the top management or departmental heads.
Concept And Meaning Of Human Resource Planning Human resource planning is one of the crucial aspects of human resource management because it helps to ensure the needed manpower for organizational goal. Human Resource Planning Approaches Quantitative Approach It is also known as top down approach of HR planning under which top level make and efforts to prepare the draft of HR planning.
It is a managementdriven approach. The focus of this approach is to forecast human resource surplus and shortages in an organization. In this approach major role is played by top management. Qualitative Approach This approach is also known as bottom up approach of HR planning under which the subordinates make an effort to prepare the draft of HR planning.
Hence, it is also called sub-ordinate-driven approach. It is concerned with matching organizational needs with employee needs. In this approach, major role is played by lower level employees.
Mixed Approach This is called mixed approach because it combines both top-down and bottom-up approaches of HR planning. In fact, the effort is made by employees and the management equally. There is a equal participation of each level of employees of the organization. Concept And Meaning Of Job Design Job design is a process through which job related data are revealed and the contents as well as methods of performing different tasks are specified.
It plays a key role in bringing organizational productivity and employee motivation at work. Job design is a process by which required and job-related information is gathered to determine different tasks to be included in the job.
Methods Of Job Design 1. Classical Approach Under this approach, the job is designed in the basis of organizational requirements. Its purpose is to simplify the tasks and break them down into small work units. The primary focus of this approach is planning, standardizing and improving human effort at work in order to optimize organizational productivity.
Under it, jobs are designed according to individual needs and organizational requirements. Furthermore, this approach considers both job-related technical systems as well as accompanying social forces of the job. The technical and social aspects of job are analyzed in order to create jobs which have supportive relationship.
Behavioural Approach Behavioural approach is concerned with behavioural factors such as: autonomy, variety, task identity, task significance, feedback mechanism etc.
It means the above mentioned behavioural factors are analyzed and considered while designing the jobs under this approach. Concept And Meaning Of Job Analysis Job analysis collects and analyses the information related to jobs and various aspects of jobs. Job analysis is a process of gathering or collecting information relating to job description and job satisfaction. It is the systematic process of gathering and organizing the information relating to various aspects of job, which describes the job contents and minimum job requirements in terms of skills, efforts, responsibilities and working conditions.
Objectives Of Job Analysis Job Description Job description is a job profile which describes the contents, environment and condition of jobs. It provides information relating to activities and duties to be performed in a job. It differentiate one job from another by introducing unique characteristics of each job. Job Specification It includes the information relating to the requirements of skills and abilities to perform a specific task. The job specification statement identifies the knowledge, skills, abilities needed to perform that task effectively.
Job Evaluation Job analysis also provides required information which are necessary for evaluating the worthiness of jobs. After the preparation of job description and job specification statements, it assists for the evaluation of actual performance against the predetermined standard.
Job evaluation is the rating of job in an organization which attempts to compare the relative intrinsic value of each job and forms a job hierarchy. Job specification is prepared along with job description statement to explain the minimum acceptable human qualities necessary to perform the task effectively.
It specifies the physical, psychological, personal, social and behavioural characteristics of each job-holder. Recruitment is a process of identifying and preparing potential candidates to fill the application form. Recruitment may be defined as a process of bringing right people for right position, at the right time to perform organizational activities in order to achieve the objectives. Communicating The Information The potential candidates are informed about vacancy announcement.
Receiving Application Recruitment process ends receiving the application forms dropped by different applicants who are interested to apply for a job. It provides a pool of candidates for selection. Internal Sources And Methods Of Recruitment Internal sources refer to recruiting employees from within the organization.
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