Public Human Resource Management Essay

entertain respond to the side by side(p) * Analyze the topics discussed in Chapter 1, with the exception of the laws. Select two topics and discuss two positive somebodyal effects and two challenges the topic poses for human option departments in the ordinary domain. act Managementfor human alternative departments it is important to utilize the skills, focus and go forth incentives for employees that are based on performance to achieve the organizations goal. human race resource departments need to provide instruction and programs that are accessible to befriend enhance members of the organizations learning with constant changes in policies and procedures. cardinal challenges posed to human resource departments the inability to provide essential education to access or evaluate an employees performance accurately, Failure to provide role and satis featureory customers avails to connect with a task root word with the strategies and plans the organization has implemente d.Improvement in Labor Managementfor human resource departments it implicate net extending and communication with various industrials and grasp force put forward be a room to improve relationships even though they may non chalk up on some issues. Implementing policies and strategic plans that forget benefit the public and hush-hush globally as well as nationally is vital in society today.Challenges posed to human resource departments a human resource department or union disputing and failing to negotiation and resolve an issue, Trends in the change or advancement of technology and the ability of human resource departments to deal with the change especially in a global labor market. The outsourcings of jobs and employees that perform their jobs without organism in a traditional workplace can create challenges for human resource departments when there is less or no communication among staff. cardinal topics that have an effect for human resources are 1) enlisting and 2) Trai ning and development. dickens positive effects for recruitment is that there is a need tofill 300k positions annually, and their is a need to attract quality applicants.Two challenges for Recruitment are recruiting qualified applicants, and keeping up with the rapid curtilage to hire the most qualified applicants. Two positive effects for training and development is that it will allow employees to take advantage of gaining knowledge to growth their chances of getting promoted. It will also allow companies to attract the best employees. Two challenges would consist of the cost for setting up training and development, and the alloted time allowed for an employee to go off neccessary training.Week1-Dq2Public Human Resource Management in the News Please respond to the following * From the e-Activities, discuss the current event you reviewed from the selected agency and meet the cause of the issue, noting if the cause was due to neglected public bureaucracies from elected and insti tute officials. Discuss at least two results of the issue. Using USA.gov, I chose to ask the United States Postal Service (USPS) agency. I was aware that this group was in financial strain for some time, yet I found it elicit to review some of the latest information regarding key problems and possible settlements. Currently, the USPS operates with astir(predicate) 650,000 unionized personnel. Employees sort, package, transport, and deliver the public mail. Although the organization charges for its services (postage rates, etc), as an agency, lots of its budget is subsidized by public funds. In discussing the current situation, the working capital Post reported, first-class mail volume is plummeting as Americans conduct a great deal job and communications through the Internet.Perhaps what is most important is the fact that this trend is continue as the USPS reportedly lost $16 trillion in the 2012 fiscal year. For this reason the USPS issue has been debated in Congress for years and has recently been one of several key debates for lawmakers during the fiscal cliff dilemma. In the past Congress has had difficulty deciding whether to adopt solutions such as suspending Saturday lecture and limiting other specialty services. Also, there is the question of how much public money should go to USPS employee retirement benefits and labor contracts. To more individuals, this is traditionally seen as a bureaucratic problem however, personally I do not believe that the problem is purely the result of publicsector negligence.Like many goernment services, it is more comparablely that the answer lies in serious reform rather than complete suspension. Interestingly, I located an obligate slightly the nonprofit National Academy of Public Administration that suggested a kind of public/private hybrid approach to fix the USPSs difficulties. The concept entails farming out much of the behind the scenes process musical composition a federal letter carrier would st ill handle front-line delivery services. What is apparent is that there are several significant results from this issue including the continuing postal rate increases, the reduction of service (e.g. limited post mail service hours), and continued legislative debate of whether this public service is vital liberal to continue to ask taxpayers to subsidize what seems to be a failing business formula.http//www.usa.gov/directory/federal/us-postal-service.shtml http//www.washingtonpost.com/politics/think-tank-to-study-privatizing-most-postal-service-operations/2013/01/03/2adc0b08-55ed-11e2-8b9e-dd8773594efc_story.html http//about.usps.com/who-we-are/postal-history/universal-service-postal-monopoly-history.pdf http//www.gao.gov/assets/210/203772.pdfwk2dq1Building HRM Capacity Please respond to the following* Imagine you are the consultant for the agency you selected in the Week 1 e-Activity (you may choose from one of the e-Activities). Assume the selected agency is large but poorly perf orming in a highly visible public program which did not have performance measures for employees. The public program serves over two million citizens across the 52 states. envision and provide a rationale for two change strategies to address the agencys performance. * Propose two manners of performance measures for the department to meet at bottom six months. rear a rationale for each method. * In calendar week one I selected to analyze the United States Postal Service (USPS).Over the past cristal this agency has been under increasing scrutiny regarding operation costs, procedures and personnel. Since last weeks discussion I took a few minutes to turn to to my postal carrier in order to gain some sight on internal communication within the agency. It wassurprising to learn that the departments within the organization are isolated in such a way that with exception to water cooler talk most USPS workers have about the same understanding of the agencys problem as the superior general public. ** After reading the Instructors Insight supplemental article, I started to consider how the USPS personnel might benefit from a more fundamental administrative approach. Like many, I have noticed that customer service (or just simple pride in the job) is severely lacking with many USPS employees. Considering todays job market, one would assume that individuals would take their work and team management very seriously. One might also scan that it appears that some postal workers are immune from accountability. ** This said, one of the strategies that I would implement would be to reform the organizational culture. It should be a privilege to be employed by and serve the American people, while also being trusted to process citizens personal property. I agree with Newbolds (2010) article, in that, public personnel members should pledge to uphold the U.S. Constitution through their service. I also feel that department management should be given the ascendency to mak e certain that this new attitude sustains. A simple professional person attitude change within the organization can lead to greater productivity, and it could be measured in 6-months via public reaction (exit surveys, media reports, increase in sales, etc). ** After reading Chapter 2 in the Riccucci (2012) book, it also became apparent to me that the method in which recruiting and managing personnel could also benefit from change. In the section regarding modify Teaching Klinger (2012) writes, transition includes ethical competencies the ability to balance conflicting expectations like employee rights and organizational effectiveness (p22) Balancing job productivity and employee needs is a challenge in almost every industry. Perhaps another solution might be to focus not only on hiring quality personnel, but continually reassessing employee qualities and how it might best serve the organization. ** Individuals can be motivated by compensation however, exceptional performance tends to stem from passion. My testimony would be that 21st-century HRM has to be focused on the individuals strengths and weaknesses and not what the workers union requires. This in my opinion is currently a shortcoming of the USPS. Therefore, I would offer a 6-month challenge that involves department managers communicating with each staff members every 2 to 4 weeks and document at least one unique item that each staff person could offer that would benefit the USPS operation team. I believe that with a retard transition, personality can be infused into traditional staff procedure which will lead to empowerment and greater productivity.