Integrating People Management into Public Service Reform / Organisation for Economic Co-operation and Development

Format:

Book

Government document

Author/Creator:

Organisation for Economic Co-operation and Development.

Contributor:

Organisation for Economic Co-operation and Development Public Management Committee., Content Provider.

Language:

English

Subjects (All):

Governance.

Civil service--Personnel management--OECD countries.

Civil service.

Civil service reform--OECD countries.

Civil service reform.

Local Subjects:

Governance.

Physical Description:

1 online resource (278 p. )

Edition:

1st ed.

Place of Publication:

Paris : OECD Publishing, 1996.

Language Note:

English

Summary:

In the context of major public sector reform efforts in many OECD countries, increasing attention is being focused on the people-side of the reform equation -- the human resource management policies and practices available to public sector managers to shape and direct the workforce to achieve new organisational goals. The experiences of OECD countries show, however, that improving individual policies and practices is only part of the reform equation. The key factor lies in integrating human resource management with the core business of the public service -- the outcome and output goals of individual departments and agencies -- and in doing so, ensuring that effective management of people is recognised as an indispensable ingredient for accomplishing the business of government. Using surveys and selected country case studies, this monograph identifies the factors driving human resource management reforms in the national public administrations of OECD countries. In offering the lessons drawn from these wide-ranging experiences to the attention of policy makers and practitioners, it identifies promising reform strategies for ensuring that human resource management policies evolve in ways consistent with broader public management reforms aimed at building more productive, performance-oriented and responsive public services.

Contents:

FOREWORD

CONTRIBUTORS

SUMMARY OF KEY FINDINGS

Context of Public Sector Human Resource Management Reforms

Major Human Resource Management Reform Trends

Summary Assessment of Country Experiences

CHAPTER1. WHY REFORM HUMAN RESOURCE MANAGEMENT?

The Study

Factors driving reforms

CHAPTER 2. HUMAN RESOURCE MANAGEMENT REFORM TRENDS

General Observations

Decentralisation and Devolution of Human Resource Management

Pay and Classification Systems

Staffing Practices

Progress of Human Resource Management Reforms

CHAPTER 3. ASSESSMENT OF COUNTRY EXPERIENCES: REFORM STRATEGIES AND IMPACTS

Downsizing

Decentralisation and Devolution

Devolution and the Position of Line Managers

Key Role for Training and Development

Rule of the Centre in a Decentralised Environment

Decentralisation and a Unified Public Service

Need for Comprehensive Reform Strategies

Core Business Planning and Human Resources Management

Performance Management

Evaluation

Balancing Competing Reform Pressures

The Need to Push Human Resource Management Reforms Further

Chapter 4.  POLICY RECOMMENDATIONS

A. Develop a strategic approach to managing people

B. Articulate and promote key human resource management principles and values

C. Ensure performance oriented management that links individual staff performance with organisational goals

D. Raise the profile of training and development as a key element of strategic human resource management

E. Ensure conditions of employment and working arrangements support the staffing needs of the public service

F. Invest in monitoring and evaluation of human resource management practices or programme of reforms

GLOSSARY OF TERMS

Annex 1. HRM DEVELOPMENTS (SURVEY RESPONSES)

Annex 2. MAIN HUMAN RESOURCE MANAGEMENT REFORMS 1980-1994.

Annex 3. SUMMARY TABLE ON HUMAN RESOURCE MANAGEMENT REFORMS IN THE PUBLIC SERVICE

Annex 4.COUNTRY CASE STUDIES

Notes:

Bibliographic Level Mode of Issuance: Monograph

ISBN:

92-64-06506-7