STRATEGIC HUMAN RESOURCE MANAGEMENT IN THE PUBLIC ARENA. A Managerial Perspective. J. Barton Cunningham. [ftssss palgrave

Transcription

1 STRATEGIC HUMAN RESOURCE MANAGEMENT IN THE PUBLIC ARENA A Managerial Perspective J. Barton Cunningham [ftssss palgrave

2 List offigures ListofTables Acknowledgements Preface x xi xii xiii PART I: Patting Strategy into Human Resource Management in the Public Sector 1 1 Human Resource Management s Strategie Pressures 3 CHAPTER OBJECTIVES (COs) 3 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: THE INCREASINGIMPORTANCE OF INTANGIBLES IN PUBLIC SECTOR PERFORMANCE 3 CO 1: STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM) 5 CO 2: SOCIETAL FORCES OR PRESSURES SHARING SHRM 9 BEFORE APPLYING, LET'S REVIEW 21 DISCUSSION AND REVIEW QUESTIONS 22 2 Using a SHRM Balanced Scorecard as a Strategie Framework 25 CHAPTER OBJECTIVES (COs) 25 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: NPM 25 CO 1: DIFFERENT PERSPECTIVES DEFINING SHRM 27 CO 2: THE BALANCED SCORECARD IN PUBLIC ORGANIZATION 31 CO 3: THE SHRM BALANCED SCORECARD 34 SHRM BSC TERMINOLOGY 41 BEFORE APPLYING, LET'S REVIEW 42 DISCUSSION AND REVIEW QUESTIONS 43 PART II: Designing Customer-Focused Jobs 47 3 Defining Competencies and Critical Requirements for a Job 49 CHAPTER OBJECTTVES (COs) 49 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: COMPETENCY-BASED MANAGEMENT (CBM) 49 CO 1: IDENTIFYING ESSENTIAL JOB REQUIREMENTS AND COMPETENCIES IN THE JOB ANALYSIS PROCESS 51 CO 2: COMPETENCY MODELS IN STRATEGIC MANAGEMENT 58 CO 3: IDENTIFYING COMPETENCIES AND PERFORMANCE NORMS 62 BEFORE APPLYING, LET'S REVIEW 64 DISCUSSION AND REVIEW QUESTIONS 65 4 Engaging Employees in More Productive Ways of Working 68 CHAPTER OBJECTIVES (COs) 68 vi

3 vii A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: HOW PUBLIC SERVICE MOTIVATION (PSM) AFFECTS PUBLIC SERVICE ORGANIZATION 68 CO 1: EMPLOYEE ENGAGEMENT AND JOB ENRICHMENT 70 CO 2: QUALITY OF WORKING LIFE (QWL) AND TOTAL QUALITY MANAGEMENT (TQM) 76 CO 3: EMERGING PERSPECTIVES ON JOB AND ORGANIZATIONAL DESIGN 81 BEFORE APPLYING, LET'S REVIEW 85 DISCUSSION AND REVIEW QUESTIONS 85 5 Workforce Forecasting and Flanning 89 CHARTER OBJECTIVES (COs) 89 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: RESPONDING TO THE CHANGING AGE PROFILE IN WORKFORCE FLANNING 89 CO 1: WORKFORCE FLANNING IN THE PUBLIC SECTOR 91 CO 2: TOOLS FOR FORECASTING DEMAND AND SUPPLY OF SKILLS 96 CO 3: USING SCENARIOS IN PUBLIC SECTOR WORKFORCE FLANNING 101 BEFORE APPLYING, LET'S REVIEW 104 DISCUSSION AND REVIEW QUESTIONS 105 PART III: Aligning Staffing and Performance Management Processes Recruiting a Diverse Workforce 111 CHARTER OBJECTIVES (COs) 111 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: RECOGNIZING NEW PARADIGMS ONDIVERSITY 111 CO 1: FOCUSING RECRUITMENT TO MEET DIVERSITY OBJECTIVES 113 CO 2: THE RELEVANCE OF THREE RECRUITING STRATEGIES IN MEETING DIVERSITY OBJECTIVES 117 CO 3: THE EMPLOYEE'S PERSPECTIVE - SEARCHING FOR A JOB 130 BEFORE APPLYING, LET'S REVIEW 131 DISCUSSION AND REVIEW QUESTIONS Aligning Selection Strategies 135 CHARTER OBJECTIVES (COs) 135 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: EMPLOYEE FITNESS IN THE STRATEGIC CONTEXT 135 CO 1: APPLY THE TRIANGULATION PRINCIPLE IN PICKING SELECTION TOOLS TO RELIABLY AND VALIDLY MAKE SELECTION DECISIONS 137 CO 2: TESTS AND INVENTORIES IN SELECTION 144 CO 3: SELECTION INTERVIEWING 148 BEFORE APPLYING, LET'S REVIEW 153 DISCUSSION AND REVIEW QUESTIONS Encouraging Employee Development in Reviewing Performance 157 CHARTER OBJECTIVES (COs) 157 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: RESPONDING TO THE PROBLEMS WITH PERFORMANCE REVIEWS 157 CO 1: GOAL SETTING IN THE STRATEGIC PROCESS 159

4 viii Contents CO 2: DIFFERENT APPROACHES TO MANAGING PERFORMANCE REVIEWS 161 CO 3: FORMATIVE APPROACHES FOR ENCOURAGING FEEDBACK 169 CO 4: CARRYING OUT A GOAL-SETTING PERFORMANCE REVIEW 171 CO 5: CARRYING OUT DISCIPLINARY AND TERMINATION PROCEDURES 178 BEFORE APPLYING, LET'S REVIEW 181 DISCUSSION AND REVIEW QUESTIONS 182 PART IV: Developing and Engaging Employees Encouraging Individually Directed Career Development 187 CHAPTER OBJECTIVES (COs) 187 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: RECOGNIZING HOW VOCATIONAL PREFERENCES SHAPE HOW PEOPLE FIT 187 CO 1: THE EMERGENCE OF A NEW CAREER CONTRACT 189 CO 2: ORGANIZATIONAL AND INDIVIDUALLY DIRECTED CAREER DEVELOPMENT 191 CO 3: CAREER DEVELOPMENT FLANNING FOR A BOUNDARY-LESS CAREER 195 BEFORE APPLYING, LET'S REVIEW 197 DISCUSSION AND REVIEW QUESTIONS Encouraging Competency-based Training and Development 201 CHAPTER OBJECTIVES (COs) 201 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: LINKING TRAINING TO APPLICATION 201 CO 1: COMPETENCY-BASED TRAINING IN MEETING TRAINING NEEDS 203 CO 2: APPLYING EXPERIENTIAL LEARNING IN TRAINING AND DEVELOPMENT 206 BEFORE APPLYING, LET'S REVIEW 211 DISCUSSION AND REVIEW QUESTIONS Reducing Stress and Improving Workplace Health and Safety 214 CHAPTER OBJECTIVES (COs) 214 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: RESPONDING TO THE NEW WORLD OF WORKPLACE SAFETY AND HEALTH 214 CO 1: WORKPLACE MENTAL HEALTH AND STRESS 216 CO 2: MANAGING ABSENTEEISM IN RETURNING PEOPLE TO WORK 224 CO 3: DEVELOPING A CULTURE SUPPORTING WORKPLACE SAFETY AND HEALTH 226 BEFORE APPLYING, LET'S REVIEW 233 DISCUSSION AND REVIEW QUESTIONS Negotiating a Collective Agreement Using Positional and Interest-based Processes 238 CHAPTER OBJECTIVES (COs) 238 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: RESPONDING TO THE WAY UNIONS HAVE CHANGED OVER THE YEARS 238 CO 1: NEGOTIATING A COLLECTIVE AGREEMENT IN THE PUBLIC SECTOR 240 CO 2: INTEGRATIVE OR INTEREST-BASED PROCESSES FOR RESOLVING DISPUTES 244 BEFORE APPLYING, LET'S REVIEW 249 DISCUSSION AND REVIEW QUESTIONS 250

5 ix 13 Developing a Positive Labour Relations Climate 253 CHARTER OBJECTIVES (COs) 253 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: WORKING WITH THE INTERNATIONAL FRAMEWORK OF LAWS FOR DEVELOPING A POSITIVE LAßOUR RELATIONS CLIMATE 253 CO 1: SHARING AND INFLUENCING A POSITIVE LABOUR RELATIONS CLIMATE 255 CO 2: INTEGRATIVE OR PROBLEM-SOLVING APPROACHES FOR RESOLVING DISPUTES 259 CO 3: PROCEDURA! JUSTICE IN MAINTAINING A POSITIVE LABOUR RELATIONS CLIMATE 262 BEFORE APPLYING, LET'S REVIEW 267 DISCUSSION AND REVIEW QUESTIONS 267 PART V: Compensating and Rewarding People Designing Compensation Systems to Respond to Equity Requirements 273 CHARTER OBJECTIVES (COs) 273 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: KNOWING WHAT IT IS ABOUT PAY THAT IS A SATISFIER 273 CO 1: USING EQUITY OBJECTIVES TO DESIGN A COMPENSATION SYSTEM 275 CO 2: TRADITIONAL APPROACHES FOR EVALUATING JOBS 277 CO 3: DESIGNING AND APPLYING A POINT JOB EVALUATION APPROACH 279 BEFORE APPLYING, LET'S REVIEW 286 DISCUSSION AND REVIEW QUESTIONS Constructing Retirement and Benefits Plans 289 CHARTER OBJECTIVES (COs) 289 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: RECOGNIZING THAT DIFFERENT PEOPLE WANT DIFFERENT TYPES OF EMPLOYEE BENEFITS 289 CO 1: THE NEW WORLD OF FUNDING PENSION BENEFITS 291 CO 2: THE NEW WORLD OF FUNDING HEALTH GARE BENEFITS 295 CO 3: THE NEW WORLD OF WORK-FAMILY BENEFITS 299 BEFORE APPLYING, LET'S REVIEW 301 DISCUSSION AND REVIEW QUESTIONS Paying for Performance and Recognizing Employees 305 CHARTER OBJECTIVES (COs) 305 A DRIVING ISSUE FOCUSING MANAGERIAL ACTION: SEEING HOW DIFFERENT COUNTRIES PLACE MORE EMPHASIS ON PAY FOR PERFORMANCE (PFP) 305 CO 1: PFP IN PUBLIC ORGANIZATION 306 CO 2: RECOGNIZING AND PROVIDING FEEDBACK ON EMPLOYEE CONTRIBUTIONS 313 BEFORE APPLYING, LET'S REVIEW 315 DISCUSSION AND REVIEW QUESTIONS 316 References 318 Glossary 369 Index 389