'Public Human Resource Management Essay\r'

' recreate respond to the following: * psychoanalyse the topics discussed in Chapter 1, with the exception of the laws. Select deuce topics and discuss deuce positive effectuate and devil challenges the topic poses for gentlemans gentleman imaginativeness subdivisions in the domain sector. Performance Managementfor homo vision plane sections it is important; to utilize the skills, direction and append incentives for employees that be based on comeance to achieve the organization’s goal. Human resource departments rent to contri stille fosterage and programs that atomic number 18 accessible to avail enhance members of the organization’s cultivation with constant modifications in policies and surgical processs.\r\nTwo challenges constitute to human resource departments; the inability to provide essential information to access or evaluate an employee’s performance accurately, ill fortune to provide quality and satisfactory customers operate t o connect with a task congregation with the strategies and plans the organization has follow throughed.\r\nImprovement in working class Managementfor human resource departments it mean networking and communication with various industrials and labor force butt joint be a way to cleanse relationships even though they may not agree on some issues. Implementing policies and strategical plans that will benefit the humans and personal globally as well as nationally is indispensable in cabargont immediately.\r\nChallenges posed to human resource departments; a human resource department or union disputing and failing to negotiation and effort 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 conventional workplace tail end create challenges for human resource departments when th ere is less or no communication among staff. Two topics that fork out an effect for human resources are 1) recruitment and 2) Training and development. Two positive effectuate for recruitment is that there is a need to fill 300k positions annually, and their is a need to drag quality appli sackts.\r\nTwo challenges for Recruitment are recruiting settle applicants, and keeping up with the fast pace to hire the to the highest degree qualified applicants. Two positive effects for training and development is that it will allow employees to take a leak advantage of gaining knowledge to increase their chances of getting promoted. It will as well as allow companies to captivate the best employees. Two challenges would consist of the equal for setting up training and development, and the alloted beat allowed for an employee to complete neccessary training.\r\nWeek1-Dq2\r\nâ€Å"Public Human imaging Management in the News” Please respond to the following: * From the e-A ctivities, discuss the true event you retreaded from the selected agency and determine the face of the issue, noting if the cause was due to neglected public bureaucracies from elected and appointed officials. Discuss at least two numbers of the issue. Using USA.gov, I chose to investigate the United States Postal expediency (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 spot puzzles and possible solutions. Currently, the USPS operates with astir(predicate) 650,000 unionized personnel. Employees sort, package, transport, and chuck up the sponge the public mail. Although the organization charges for its avails (postage rates, etc), as an agency, much of its budget is subsidised by public funds. In discussing the current situation, the capital garner Post reported, â€Å"first-class mail glitz [is] plummeting as Americans conduct more than headache and commu nications through the Internet.”\r\nPerhaps what is most important is the fact that this trend is act as the USPS reportedly lost $16 billion in the 2012 fiscal year. For this reason the USPS issue has been debated in Congress for long time and has recently been one of several(prenominal) delineate debates for law move inrs during the â€Å"fiscal cliff” dilemma. In the historic Congress has had difficulty deciding whether to grow solutions such as suspending Saturday legal transfer and hold in other specialty services. Also, there is the mind of how much public money should go to USPS employee retirement benefits and labor contracts. To some(prenominal) individuals, this is traditionally seen as a bureaucratic problem; however, personally I do not deal that the problem is purely the result of public sector negligence.\r\nLike many government services, it is more likely that the answer lies in serious reform harminga than complete suspension. Interestingly, I located an expression about the nonprofit †National honorary society of Public Administration †that suggested a kind of public/private hybrid b go bad to fix the USPS’s difficulties. The concept entails â€Å" soil out” much of the behind the scenes puzzle out turn 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. express mail 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 transaction formula.\r\nhttp://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\r\nwk2dq1\r\nâ€Å"Building HRM condenser” Please respond to the following:\r\n* see you are the consultant for the agency you selected in the Week 1 e-Activity (you may lease from one of the e-Activities). Assume the selected agency is vauntingly 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. purpose 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. bring home the bacon a rationale for each method. * In week one I selected to psychoanalyse the United States Postal Service (USPS).\r\n all over the past decade this agency has been beneath increasing scrutiny regarding operation costs, procedures and person nel. Since last week’s discussion I took a few minutes to sing to my postal carrier in put together to gain some perspective on internal communication within the agency. It was move to learn that the departments within the organization are isolated in such a way that †with exception to â€Å"water cooler” talk †most USPS players have about the same understanding of the agency’s problem as the general public. *\r\n* by and by reading the â€Å"Instructor’s sixth sense” supplemental article, I started to consider how the USPS personnel exponent 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 pick out that individuals would take their work and team precaution very seriously. One might also say that it appears that some postal workers are immune f rom accountability. *\r\n* This said, one of the strategies that I would implement would be to reform the organizational culture. It should be a privilege to be diligent by †and serve †the American people, while also being trusted to function citizens’ personal property. I agree with Newbold’s (2010) article, in that, public personnel members should toast to uphold the U.S. Constitution through their service. I also feel that department centering should be given the authority to make certain that this new attitude sustains. A simple professional attitude change within the organization can go past to greater productivity, and it could be measured in 6-months via public reaction (exit surveys, media reports, increase in sales, etc). *\r\n* 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 â€Å"Strengthening T eaching” Klinger (2012) writes, â€Å"… transit includes ethical competencies: the ability to balance contrast expectations like employee rights and organizational effectiveness… (p22)” match job productivity and employee needs is a challenge in almost every(prenominal) industry. Perhaps another solution might be to focus not lone(prenominal) on hiring quality personnel, but continually reassessing employee qualities and how it might best serve the organization. *\r\n* Individuals can be motivated by payment; however, exceptional performance tends to stem from passion. My testimonial 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 aspect is currently a shortcoming of the USPS. Therefore, I would press a 6-month challenge that involves department managers communicating with each staff members †every 2 to 4 weeks †and document at l east one unique distributor point 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.\r\n'