Integrating People Management into Public Service Reform

Integrating People Management into Public Service Reform

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 or...

Descripción completa

Detalles Bibliográficos
Autor principal: Organisation for Economic Co-operation and Development.
Autores Corporativos: Organisation for Economic Co-operation and Development (-), Organisation for Economic Co-operation and Development Public Management Committee. Content Provider (content provider)
Formato: Libro electrónico
Idioma:Inglés
Publicado: Paris : OECD Publishing 1996.
Edición:1st ed
Materias:
Governance
Civil service > Personnel management > OECD countries
Civil service reform > OECD countries
Government - General
Law, Politics & Government
Political Institutions & Public Administration - General
Ver en Biblioteca Universitat Ramon Llull:https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009705652906719
Tabla de Contenidos:
  • 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
  • General Observations
  • 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

Ejemplares similares