Riccucci Ch 1 Public Human Resource Management

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  1. Five Models of Public Human Resource Management
    • Traditional
    • Reform
    • Strategic
    • Privatization or Outsourcing
    • Hybrid
  2. Traditional
    Model most closely associated with the federal civil service system. HR manager is the gatekeeper to jobs, enforcer of merit, preoccupation with rule enforcement. Top down communication. Centralized service delivery. Formal enforcement of rules and policies is the goal.
  3. Reform
    Model set out to decentralize HRM from central authorities to the individual departments. More cognizant of the needs of the agency. Two way communication. Muted feedback. Manager centered goals.
  4. Strategic
    Blend of traditional and reform. HRM Closely aligned with overall management. Goal is to achieve overall goals of organization.
  5. Privatization or Outsourcing
    Model associated with new public management (NPM) outsources specific human resource functions to private companies. HR Manager is now contracts and negotiations focus.
  6. Hybrid
    Model blends strategic and privatization.
  7. Four recent events and influence on HRM
    • Civil Rights Act of 1964
    • Civil Service Reform Act of 1978
    • Radical reform of civil service systems
    • Election of President Barack Obama
  8. Civil Rights Act of 1964
    Was made applicable to government organizations through the Employment Opportunity Act of 1972.

    Agencies used outside selection services to distance themselves from any wrongdoing in the hiring process.
  9. Griggs V Duke Power Company (1971)
    US Supreme Court help that the burden of proof as to the validity of selection devices lay with the organizations that developed and administered them.
  10. Civil Service Reform Act (CSRA) 1978
    It was Carter's campaign platform that civil servants were in need of control, direction, and that executive authority was needed. Ran against the federal bureaucracy.

    Abolished the Civil Service Commission that was established by the Pendleton Act of 1883.

    Five provisions of the CSRA:

    • Office of Personnel Management (OPM)
    • Merit Systems Protection Board (MSPB)
    • Merit Pay for Managers
    • HR Demonstration Projects
    • Senior Executive Service (SES)
  11. Office of Personnel Management (OPM)
    One of the two agencies to replace the Civil Service Commission. Provision of the Civil Service Reform Act.

    Formal mechanism for executive control and influence over the civil service. First time in US history that the president would have formal control over the gatekeepers of the federal bureaucracy.
  12. Merit Systems Protection Board (MSPB)
    One of the two agencies to replace the Civil Service Commission. Provision of the Civil Service Reform Act.

    Retained the adjunctive authority of the formal Civil Service Commission and provides periodic independent assessments of the federal workforce and administers federal whistle-blower protections.
  13. Merit Pay for Managers
    Provision of the Civil Service Reform Act

    Not successful at the federal level but a recurring issue in HRM. Politicians and the public like merit pay because it is perceived as being effective in influencing and controlling bureaucrats.
  14. HR Demonstration Projects
    Provision of the Civil Service Reform Act

    Allows agencies specific exemptions from portions of the federal civil service law that allow them to develop alternative mechanisms to classify appraise and reward employees. Created a patchwork of systems for HRM. Such an ad hoc system prevents overall control by the executive.
  15. Senior Executive Service (SES)
    Provision of the Civil Service Reform Act

    Designed to create and elite cadre of federal managers that would provide executive expertise and leadership at the highest levels of the federal bureaucracy.
  16. Radical Reform
    Abolish practices and procedures instead of actually reforming. Turn Pub EE to at will EE. Removing protections previously enjoyed. Support from anti-government movements and NPM movement.
  17. Election of Obama
    Signaled a halting of antibureaucratic themes of the previous four decades. He embraced public service as a high calling.

    Addressed six areas regarding HRM:

    • Recruitment
    • Pay System Reform
    • Performance Management
    • Training and Development
    • Improved Labor/Management Relations
    • In-sourcing
  18. Recruitment under the Obama Administration
    Looking for quality applicants to fill 300,000 positions yearly.

    • Resume based
    • Agency to agency communication about applicants
    • Limiting effects of the "rule of three" (having to hire from top three applicants)
    • Creating a less arduous application process
  19. Pay System Reform under the Obama Administration
    On the agenda. Pay system has been unchanged since the 1940s.Would most likely include pay for performance and career ladders (rank in person  system) as well as step and grade structure (rank in position system).
  20. Performance Management under the Obama Administration
    On the agenda. Different agencies use different methods. Proposed uniform federal system with tiers: In good standing, outstanding, not in good standing
  21. Training and Development under the Obama Administration
    On the agenda. "We need to get the best people in the Federal Government, and once they're here, we need to get them in the right places." - Director Berry

    Cultural shift in how the federal government attracts rewards appraises and develops its workforce. A successful federal system would diffuse to the state.
  22. Improved Labor/Management Relations under the Obama Administration
    Working closely to rebuild relations with federal employee labor unions. To be effective HRM needs positive relationships with the unions.
Card Set:
Riccucci Ch 1 Public Human Resource Management
2016-01-24 18:05:22
HRM Public Personnel Human Resource management
PA 630
Reading for Week 2, Feb 1
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