The Future of Public Human Resource Management

IF 3.1 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Paul Battaglio
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引用次数: 6

Abstract

The evolution of public human resource management (PHRM) has been at the forefront of public administration research for the past two decades. Human resources in the public sector has changed from a focus on developing employee hard skills (e.g., education, training) to advancing a more soft skill approach in the workplace. The emphasis on soft skills takes a closer look at the development of interpersonal relationships (e.g., employees and managers, employees and peers) as well as self-improvement. A soft skills approach pursues managing employee behavior through motivation, commitment, and professional development. As such, the focus is on individual development as an important element to overall organizational well-being. The Volcker Alliance highlighted the importance of soft skills for the future of public service in their recent report, “Preparing Tomorrow’s Public Service.” Results from a survey conducted by the Alliance highlight the significance of soft skills such as commitment (75% of survey respondents expect to stay in government for the long term) and motivation (71% believe they are making good progress in fulfilling their professional aspirations) in the development of future public service leaders. These respondents—a diverse group of regional, governmental, and educational professionals across the United States—also underscored how important these same soft skills are in promoting high-performance government. Mindful of the challenges facing the public workforce, a better understanding of these soft skills and the role of research in advancing evidence-based practice should be a cornerstone of future PHRM research and practice. Advancing dialogue on human resource development for a future generation of public servants will entail: (a) empowering public servants to achieve a meaningful contribution; (b) appreciating the role behavioral science can play in eliciting meaning; and (c) understanding the role diversity plays in a demographically changing world.
公共人力资源管理的未来
近二十年来,公共人力资源管理的发展一直是公共管理研究的前沿。公共部门的人力资源已经从注重发展员工的硬技能(例如,教育、培训)转变为在工作场所推进更软的技能方法。对软技能的强调更密切地关注人际关系的发展(例如,员工和经理,员工和同事)以及自我完善。软技能方法通过激励、承诺和专业发展来管理员工行为。因此,重点是个人发展,作为整个组织福祉的重要因素。沃尔克联盟在其最近的报告《为明天的公共服务做准备》中强调了软技能对未来公共服务的重要性。该联盟进行的一项调查结果强调了软技能的重要性,如承诺(75%的受访者希望长期留在政府)和积极性(71%的受访者认为他们在实现职业抱负方面取得了良好的进展)在发展未来的公共服务领导者。这些受访者——来自美国各地不同的地区、政府和教育专业人士——也强调了这些软技能在促进高效政府方面的重要性。考虑到公共劳动力面临的挑战,更好地理解这些软技能以及研究在推进循证实践中的作用应该是未来PHRM研究和实践的基石。促进关于未来一代公务员人力资源开发的对话将需要:(a)赋予公务员权力,使他们能够作出有意义的贡献;(b)理解行为科学在获取意义方面的作用;(c)理解多样性在人口变化的世界中所扮演的角色。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
6.00
自引率
3.30%
发文量
19
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