Essay Sample on Public Personnel Administration: Utilize, Develop, Compensate & Acquire

Introduction

Public personnel administration is one branch of the human resource management whose primary concern is utilization, development, compensation, and acquisition of the organization in a federal workforce. In many cases, in this area, people who get jobs here are expected to spend more of their time working with public entities such as the offices of government (Juneja, 2015). It helps them find different ways of how to help employees thrive and how to be more productive. It also looks at ways of assisting the organization in setting regulations and policies that are related to the working staff. The public personnel administrators sometimes find themselves working directly with the employees, especially when at a time there are hearing grievances, and if some employees are advocating for their rights. Often, this profession is thought of as a human resource manager, which is highly specialized.

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Several essential issues are seen to play significant roles in this topic of public personnel administration in the United States of America. This includes development and training in which it involves the act of identifying and helping in the event in a manner that is planned, which is supposed to enable the individuals in their current and future performance of their jobs. The personnel to concentrates on people who are in positions by using methods that are different such as on and off-site training. Development Organization deals on building productive and effective socio-psychological relationships between and within-group work in an organization and career development, which coordinates the career planning of an individual.

Law requires federal agencies to have processes that are different in identifying the improvement needs of their performance, which must also have developments in human resources programs. These programs are designed to meet the events and performance needs in effective and efficient ways (Nolan, 2015). Even though the changes are currently ongoing, issues that concern human resource and public employer policy is always forever hard to be adapted. It is the role of the government as an employer to have set positive examples for the rest of society. This can only be applied in societal areas such as pay equity, legal protection, employee rights, and equal opportunities. Things stay the same the more they continue changing, whereby public personnel administration will continue being in an arena whereby political and social interests compete among themselves, leaving the American society in a state of suffering out of the consequences.

Public personnel administration faces different problems such as pressures of both ideological and managerial in some specific reforms, which will remain in a place that can be foreseen in the future (Kellough & Seldon, 2003). Also, in the future, it is likely to be affected if the bargaining rights, health care coverage and retirement benefits will be permanently and significantly reduced in the government of America. The space of job opportunities in the future will likely be limited because there will be extensive educated and highly trained technician professions who have continuously upgraded in their abilities keeping the demand pace of the job positions.

There are several contemporary issues that human resource management managers face. The management department operates differently today from human resources in decades ago (Leonard, 2019). Business owners should know the issues that HR managers face to they can understand how they can utilize the valuable resource the best of its advantage. One of the problems is automation and innovation, where HR departments are mainly tasked with the development and the training of employees. It means that if the company is new, the management must include technological advances in training the employees.

Over recent years, human resource management, the transformation that is essential to the personnel have been experienced. The main focus has been passed on to the administrative management steps of becoming a strategic partner. There is a different use of research information that has boosted HR practices and processes within the organizations, like how they collect, use, store, and the sharing of information (Nigro & Kellough, 2014). There are several processes of HRM which have become more efficient and has an impact of service improvement which has allowed high involvement by human resource in a business strategy which adds changes HR functions and to their professions. Relevant information is provided, which is accurate about the tasks and related environmental factors that affect the business. Organizations must be provided with the knowledge of the functions and responsibilities carried out in the industry; thereby, research information helps in distributing internal and external environmental factors. Some of the information collected from HR is the employee's information, performance results, and compensation and maintenance health and safety services.

Public personnel management has a central role in ineffective governance. In the United States of America, civil services have been created to promote neutrality and merit, which is viewed as the best way of delivering services to the public effectively (Boeckelman, 2016). Court cases specifically involve in protecting government employees the government employees from decisions that are arbitrary concerning firing and hiring or even paying to promote the strong performance of employees and their proper management. These issues of confronting employers in the human resource policy in the future will continue being difficult. Public services in the future seek for balance merit and flexibility of the manager. There is a major out of downsizing contract and government, which is still expected to continue in which unions are expected to shrink, and the power of public personnel will be lost. This is because of the competitive pays and the working conditions.

References

Boeckelman, K. (2016). Civil Services Law and Public Personnel Management. Retrieved from. https://www.link.springer.com/referenceworkentry/10.1007%2F978-3-319-3181-5_1170-1

Juneja, P. (2015). The future of public administration. Retrieved from. https://www.managementstudyguide.com/future-of-public-administration.htm

Leonard, K. (2019). Contemporary issues faced by human resource managers today. Retrieved from. https://www.smallbusiness.chron.com/contemporary-issues-faced-human-resource-managers-today-1875.html

Nigro, L., G., & Kellough, J., E. (2014). The new public personnel administration Boston, MA:Wadsworth Cengage Learning

Nolan, D., R. (2015). Public-sector collective bargaining defining the federal role. Colonel Law reviews 63.

Kellough, J., E., & Selden, S., C. (2003). Analysis of the diffusion of personnel management reforms in the states. Retrieved from. https://www.jstor.org/stable/977588?seq=1