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Public Human Resource Management: Strategies and Practices in the 21st Century

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en Limba Engleză Hardback – 23 Oct 2014
This book offers a novel take on public human resource management (PHRM) by providing practical guidance for practitioners operating in a drastically reformed HR environment. Reviewing foundational topics like recruitment and retention, pay and benefits, equal employment opportunity, and performance appraisal in light of five key reforms (decentralization, deregulation, declassification, privatization, and performance-based pay), author R. Paul Battaglio assesses how the traditional practice of public HR has changed—and not necessarily for the better. New material on human resource information systems, managing motivation in the public sector, and public HR management education is included — a topic rarely found in contemporary PHRM texts. Public Human Resource Management is an essential guide to public HR management and navigating the challenges and opportunities posed in the changing landscape of HR reform. 
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Specificații

ISBN-13: 9781452218236
ISBN-10: 1452218234
Pagini: 440
Dimensiuni: 187 x 232 x 42 mm
Greutate: 0.82 kg
Ediția: Revised.
Editura: SAGE Publications
Colecția CQ Press
Locul publicării: Washington DC, United States

Recenzii

“I am impressed by the selection of the materials covered in the text. The inclusion of HRIS is a very welcome addition to the HR content. As far as I am aware, this is the first textbook to include a substantive discussion of HRIS among the topics covered. HRIS has been previously confined to stand-alone handbooks, trade books, scholarly books and numerous journal articles. The book is also strong on public service applications and perhaps the most up-to-date volume on reforms in the profession.  No other book I am aware of provides a concise analysis of the impact of PHRM reforms relevant for the 21st century learner. Dr. Battaglio is one of the field’s leading minds and he has written a most integrated book on 21st-century human resource management directions and reforms. His work seamlessly integrates HRM reforms within the overall architecture of the larger field of public administration.”

Public Human Resource Management is very thorough and covers all of the important areas in preparing a 21st-century public administrator.  I am very impressed with the case studies and tables within the book.  They are very relevant to issues that are important to public administration practitioners.  The text is definitely different than other books on the market because it covers new and exciting topics such as HR Information Systems and Privatization.  In the past, I have found myself looking for several different resources and compiling them but this book has included those items, such as strategic planning and management and diversity and social equity.  I am really excited about using this text.”

Cuprins

Part I: Foundations
Chapter 1: Introduction: Public Human Resource Management in the 21st Century
Public HRM Reform: An Overview
Implications for Public HRM
Organization of the Book
References
Chapter 2: Evolution of the Public Service in the United States
Government by Gentlemen: The Guardian Period (1789-1829)
Government by the Common Man: The Spoils Period (1829-1883)
Government by the Good: The First Reform Period (1883-1906)
Government by the Efficient: The Scientific Management Period (1906-1937)
Government by Individuals: The Behavioralism Period (1937-1964)
Government by Equality: The Civil Rights Period (1964-1978)
Government by Reform: The Managerialist Period (1978-present)
Assessing the Impact of PHRM Reform
Conclusion
References
Chapter 3: Employment Law in the Public Sector
The Legal Landscape of PHRM
Codified Law in the United States and PHRM
The Constitutional Rights of Public Employees
Nonprofits in Focus: Employee Privacy and Nonprofit Organizations: The Age of Social Media
Public Employees and Constitutional Torts
The Legal Environment of PHRM in an Era of Reform
Conclusion
References
Appendix: Important Public Sector Employment Law Cases
Case 3.1: Freedom of Speech and Public Employment Law
Exercise
Chapter 4: Equal Employment Opportunity, Affirmative Action, and Diversity Planning
Representative Bureaucracy as Administrative Theory
The Civil Rights Movement
Equal Employment Opportunity, Affirmative Action, and Diversity
Does Diversity Matter?
Additional EEO Concerns
Nonprofits in Focus: Diversity, Sexual Orientation, and NPOs
Equal Employment, Diversity, and PHRM Reform
Conclusion
References
Case 4.1: The Courts and PHRM Reform – The Jefferson County, Alabama, Personnel Board
Exercise
Part II: Functions
Chapter 5: Recruitment and Selection
The Legal Climate Regulating Selection and Hiring Practices
Recruitment for Public Service
Nonprofits in Focus: Recruiting Online Volunteers
Selection Procedures
Assessing Reliability and Validity of Selection Procedures
Employee Recruitment and Selection in an Era of PHRM Reform
Conclusion
References
Case 5.1: Decentralization, Declassification, and Efficiency: Recruitment and Selection Reform in the State of New York Civil Service
Exercise
Chapter 6: Pay and Benefits
Laws Affecting Compensation Policy and Practice in the Public Sector
Job Analysis: The Foundation of Public Sector Compensation
Objectives, Strategies, and Structures of Public Sector Compensation
Nonprofits in Focus: Executive Pay in Nonprofit Organizations: A Comparison
Alternative Compensation Systems
Performance Appraisal in an Era of PHRM Reform
Contemporary Benefits in the Public Sector
Pay and Benefits in an Era of PHRM Reform
Conclusion
References
Case 6.1: Rhode Island’s Bid for Performance-Based Compensation Reform
Exercises
Chapter 7: Performance Appraisal
Performance Appraisal: Purpose and Process
Criteria Used in Performance Appraisals
The Question of Reliability and Validity
Methods for Appraising Employee Performance in the Public Sector
Nonprofits in Focus: Poor Performers in NPOs
Alternative Appraisal Methods
Avoiding Rater Error and Bias
Performance Appraisal in an Era of PHRM Reform
Conclusion
References
Appendix: Performance Appraisal Report Example
Case 7.1: The Mouse that Roared
Exercises
Chapter 8: Managing Motivation in the Public Service
Defining Public Service Motivation
Nonprofits in Focus: Do Public Employees Volunteer?
PSM and Public Human Resource Management
Motivation and PHRM Reform
References
Case 8.1: "Radical” Civil Service Reform in Georgia
Exercise
Chapter 9: Labor Relations in the Public Sector
Unions and Labor-Management Relations
Setting the Stage: Rise of Private Sector Labor Unions
Unionism in the Public Sector
Frameworks for Labor-Management Relations
Developing a Framework for Collective Bargaining
Labor Management Relations in a PHRM Reform Environment
Nonprofit in Focus: Labor Relations, Collective Bargaining, and NPOs
Conclusion
References
Case 9.1: Labor Unions and Civil Service Reform: Florida and Service First
Exercise
Part III: The Future
Chapter 10: Privatizing Human Resource Functions in the Public Sector
Privatization of Public HR Management
Nonprofits in Focus: Outsourcing Volunteer Management
The Legal Environment of PHRM Outsourcing
Managing Privatization
Pitfalls to PHRM Privatization
Conclusion: Incorporating Public Value into Privatization
References
Case 10.1: Privatizing State Services in Louisiana
Exercise
Chapter 11: Human Resource Information Systems
History of HRIS
HRIS Applications
Types of HRIS
HRIS Software
Nonprofits in Focus: Volunteer Management Software
HRIS Applications in the Public Sector
Legal Considerations Related to HRIS
HRIS and PHRM Reforms
Conclusion
References
Case 11.1: Edward Snowden and the Safeguarding of Information
Exercise
Chapter 12: Strategic Public Human Resource Management
Human Capital Management
Thinking Strategically about Human Resource Management in the Public Sector
Strategic Human Resource Management and Workforce Planning
Practical Steps toward Strategic Public Human Resource Management
Nonprofits in Focus: Strategic Planning in the Nonprofit Sector
SHRM in an Era of PHRM Reform
Conclusion
References
Case 12.1: Louisiana and Vision 2020
Exercise
Chapter 13: Public Human Resource Management Education
The Traditional Core of Public HRM
HRM Reform: Factors Influencing Vocation
Implications for Public HRM Education
Evaluating Private Sector Models of HRM Education: Graduate Programs in HRM
Status and Future of PHRM Education
Training and Development
Conclusion: Proposals for Change
References
Case 13.1: Assessing Future Knowledge and Skill Sets in a PHRM Reform Environment
Exercise
Chapter 14: Conclusion: Challenges and Opportunities
Challenges of PHRM Reform
Opportunities: The Future of PHRM
Final Thoughts
References