What Is Public Sector Human Resource Management?

Human resources management in the public sector refers to a series of management actions such as effective planning, acquisition, maintenance, and development of human resources within the jurisdiction in accordance with the provisions of the Constitution, laws, and regulations. The human resources management of the public sector covers a wide range of issues, specifically related to the conditions, rights and obligations of civil servants, positions and levels, employment and appointments, assessments and rewards and punishments, appointments and removals, training, communication and avoidance, benefits insurance, resignation, retirement, retirement, Complaints and complaints. ^[1]

Human Resources Management in the Public Sector

(Proprietary noun)

Human resources management in the public sector refers to the total administrative activities and processes of planning, hiring, appointing, using, wages, and ensuring management of human resources that belong to national administrative organizations as the main object in accordance with legal regulations. Human resources management in the public sector is based on brand-new modern human resources theory and management thinking. It is a comprehensive update of the theory and practice of personnel management in the public sector. It is different from traditional personnel administration. There are great differences in management principles, management methods, and the status of management departments.

The goal of human resources management in the public sector is set in accordance with the requirements imposed on the government by socio-economic development. It not only needs to meet the government's needs for social management, social services, and achieve the management and development goals of government organizations, to acquire and develop talents at all levels, but also to meet the personal growth and development needs of public sector staff. To achieve the above goals, the basic tasks of human resources management in the public sector are:

Human survival and development are inseparable from the environment. The environment of human resources in the public sector is the basis for the healthy growth and rational use of human resources. A good environment will help the development and use of human resources in the public sector; a harsh environment will hinder the growth of talents and even kill them. Therefore, one of the basic tasks of human resources management in the public sector is to create and provide a good environment to help human resources development and management.

Public sector human resources management system is the state

Establishing a modern human resource management mechanism that meets the requirements of the socialist market economic system and is conducive to the development and management of human resources in the public sector is currently the primary task and urgent requirement of human resource management in the public sector. Actively implement and improve China

Rule of law, as a basic principle of governing the country in modern society, is also a principle that human resources management in modern public sectors should adhere to. Strengthening the legalization of human resources management in the public sector, its purpose is to regulate the government's

For a long time, we have always followed the traditional empirical management methods in the management methods. In the human resources management of the public sector, we mainly rely on the experience and understanding of managers, and lack scientific and modern management methods and management methods. Even if there is some "experience", it is nothing more than the administrative methods and administrative methods ordered by the Chief Executive, lacking effective

Analysis of the public sector organizational environment

(1) The political environment of the public sector, that is, influence and constraints

Job analysis and

1. Job analysis is the process of comprehensively collecting relevant information about a position and conducting various research and studies on the position. So proceed

Grade classification management is a classification management system based on official ranks and job levels of national public sector staff. It is a classification system centered on "people". Its classification targets people, personified positions, and other qualifications that people have.

1. The advantages of this classification management are:

(1) The lines for personnel classification are rough, the structure is flexible, and the method is simple and easy to implement.

(2) Separation of official ranks and duties, so that staff members will not be affected by changes in status and treatment caused by the transfer of positions, which is beneficial to the stability of the staff team.

(3) Wide range of staff mobility and strong work adaptability.

(4) Facilitate personnel training and facilitate personnel training.

(5) Pay attention to educational background, which is conducive to the absorption of high-education talents.

2. The disadvantages of grade classification management are:

(1) Emphasis on seniority is not conducive to the growth of officials, and it is easy to produce official-oriented tendencies.

(2). Due to the emphasis on academic qualifications and resources, it is not conducive to academic qualifications, low qualifications, but ability

Job classification management is based on job analysis, job evaluation, and based on job nature, responsibilities, complexity, and qualifications, etc., are divided into several common posts, classified and classified. Management system based on classification. It first attaches importance to the nature of work, the size of the responsibility, and the degree of complexity and difficulty; secondly, it is the qualification requirements for the post.

1. The advantages of job classification management are:

(1) It is a standardized classification management system, which provides objective basis for various human resource management activities.

(2) It is the coincidence of official rank and position, and strictly implements the rules of determining salary based on posts. It establishes the principle of equal pay for equal work and the incentive and competition mechanism for officials to go up and down to better mobilize the enthusiasm and Subjective initiative.

(3) It is a classification system based on "things", which is conducive to staffing, reducing staff and increasing efficiency.

(4) Its classification method is vertical first, horizontal first, that is, it is divided into ranks, ranks, grades, and ranks according to the same degree of job nature, and then is divided into posts based on factors such as the degree of responsibility, complexity, and qualifications. To ensure the realization of equal pay for equal work is conducive to the implementation of the principle of professionalism.

(5) It facilitates on-the-job training and facilitates management of positions or personnel.

2. The disadvantages of job classification management are:

(1) The entire system is too tight and lacks flexibility, which is not conducive to the overall development of people, and is likely to cause brain drain. .

(2) The classification project is huge, the cost is high, and the implementation is difficult.

(3) The classification is rigid, which is not conducive to the initiative and creativity of people.