The new Research Handbook on HRM in the Public Sector brings together leading experts from around the world to provide a comprehensive overview of recent findings. Specifically, the book aims to provide managers with a state-of-the-art review of current research findings. It also contains an extensive list of references for further reading. This is an indispensable resource for any HR professional. However, it is not only for HR professionals in the public sector.
Includes several case studies of HRM in the public sector
Human Resource Management (HRM) is an essential element of any organization, and it is especially important in the public sector, where employees are the most valuable resource. This Handbook tackles the problem head-on and brings together cutting-edge research from a wide range of international authors. The authors have included several case studies of HRM in the public sector and incorporated their findings into the text to provide a broader understanding of the topic.
Each chapter contains a summary of the research methodology assigned to each chapter
The book identifies 77 articles and their main findings. Each article focuses on a specific theme related to HRM. The chapters also present research characteristics related to various HRM theories and models. In addition to the case studies, each chapter contains a brief description of the research methods employed in each chapter. This will help future researchers design their own research projects. When using this methodology, the results from the research will be useful in developing a model to be applied in the public sector.
The complexity of public sector organizations makes it necessary to use the best-fit method
Another key theme is HRM policies and perceptions of employees. While HR professionals have a crucial role in the success of public service organizations, these organizations are also prone to reforms. For instance, HRM policies are often a result of governmental cuts, austerity, and paradigm shifts in strategic decision-making. In addition, the complexity of public sector organizations makes it necessary to use the best-fit approach.
Performance is not shown to stimulate personal performance
The second theme is characterized by organizational reforms. This theme is less common than the first and is related to organizational changes. For example, pay-for-performance has not been shown to stimulate individual performance, while NPM initiatives have proven to negatively impact employee attitudes and motivation. Both themes are vital for HRM in the public sector. The Research Handbook on HRM in the Public Sector presents these findings in a clear and concise manner.
Conclusion
A thorough review of the literature on HRM in the public sector will help managers determine the added value of HRM in the public sector. In addition, the book will provide critical analysis of the various types of public services, including governmental organizations. The findings of this study are important because they have implications for both the public and private sectors. The results of the Research Handbook on HRM in the Public Sector are based on a rigorous research methodology.
