Please respond to the following: * Analyze the topics discussed in Chapter 1, with the exception of the laws. Select two topics and discuss two positive effects and two challenges the topic poses for human resource departments in the public sector. Performance Managementfor human resource departments it is important; to utilize the skills, focus and provide incentives for employees that are based on performance to achieve the organization’s goal. Human resource departments need to provide training and programs that are accessible to help enhance members of the organization’s learning with constant changes in policies and procedures.
Two challenges posed to human resource departments; the inability to provide essential information to access or evaluate an employee’s performance accurately, Failure to provide quality and satisfactory customers services to connect with a task group with the strategies and plans the organization has implemented.
Improvement in Labor Managementfor human resource departments it mean networking and communicating with various industrials and labor force can be a way to improve relationships even though they may not agree on some issues. Implementing policies and strategic plans that will benefit the public and private 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 being in a traditional workplace can create challenges for human resource departments when there is less or no communication among staff. Two topics that have an effect for human resources are 1) Recruitment and 2) Training and development. Two positive effects for recruitment is that there is a need to fill 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 pace 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 increase 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 complete neccessary training.
“Public 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 determine the cause of the issue, noting if the cause was due to neglected public bureaucracies from elected and appointed officials. Discuss at least two results of the issue. Using USA.gov, I chose to investigate the United States Postal Service (USPS) agency. I was aware that this group was in financial strain for some time, but I found it interesting to review some of the latest information regarding key problems and possible solutions. Currently, the USPS operates with about 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, much of its budget is subsidized by public funds. In discussing the current situation, the Washington Post reported, “first-class mail volume [is] plummeting as Americans conduct more business and communications through the Internet.”
Perhaps what is most important is the fact that this trend is continuing as the USPS reportedly lost $16 billion 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 delivery 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 many individuals, this is traditionally seen as a bureaucratic problem; however, personally I do not believe that the problem is purely the result of public sector negligence.
Like many government services, it is more likely that the answer lies in serious reform rather than complete suspension. Interestingly, I located an article about the nonprofit – National Academy of Public Administration – that suggested a kind of public/private hybrid approach to fix the USPS’s difficulties. The concept entails “farming out” much of the behind the scenes process while a federal letter carrier would still 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 office hours), and continued legislative debate of whether this public service is vital enough 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.pdf
“Building 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 performing 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. Propose and provide a rationale for two change strategies to address the agency’s performance. * Propose two methods of performance measures for the department to meet within six months. Provide a rationale for each method. * In week one I selected to analyze the United States Postal Service (USPS).
Over the past decade this agency has been under increasing scrutiny regarding operation costs, procedures and personnel. Since last week’s discussion I took a few minutes to speak to my postal carrier in order to gain some perspective on internal communication within the agency. It was surprising 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 agency’s problem as the general public. *
* After reading the “Instructor’s Insight” supplemental article, I started to consider how the USPS personnel might benefit from a more constitutional 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 today’s job market, one would assume that individuals would take their work and team management very seriously. One might also say 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 Newbold’s (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 authority to make certain that this new attitude sustains. A simple professional 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 “Strengthening 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 recommendation would be that 21st-century HRM has to be focused on the individual’s strengths and weaknesses and not what the worker’s 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 slow transition, personality can be infused into traditional staff procedure which will lead to empowerment and greater productivity.