Summary PUB3702 SUMMARISED NOTES

PUB3702 – Public Human Resources – Willmary Murtz – Study Units Exam Notes Summaries STUDY UNIT 1 - Activities/Characteristics of Human Resource Management in the Public Sector The main activities/characteristics involving HRM in the public sector include the following:  •Has a management perspective.  Involves a “public” dimension.  Uses certain resources to manage the human resource function optimally.  Takes the form of responsibility assigned to certain individuals and groups within public institutions to achieve certain objectives.  Forms an integrated process that mainly comprises four activities, namely functions and practices, management tasks, the exercise of additional management skills and outcomes. Management perspective  in Public Administration a manager as a public sector employee has the right of providing guidance within a public sector institution. In providing guidance the manager takes the initiative in the execution of any specific task or group of tasks within the institution.  The following key elements of the management perspective  Although the human resource function is not profit motivated, it nevertheless strives to be successful. Success in the public sector context implies that all  activities should be carried out efficiently and effectively. In other words,  the correct human resource methods should be followed (efficient) and in  this way the correct human resource activities are carried out (effective).  However, there is a third criterion for providing human resource services,  which concerns cost-effectiveness (economic). This criterion is not described  in the prescribed book. Cost-effectiveness simply means that all human  resource functions, practices and tasks should always be carried out at the  lowest possible cost. Public Dimension of Human Resource Management  “public” in the concept of Public Service Human Resource Management (PSHRM) implies that all HR people operate in the public eye – “goldfish bowl” – this makes it different from HR in the private sector.  Basically, it means that PSHRM is placed under three masters – legislature (politicians establishing the budgets of the HR function), executive (political managers – the Cabinet establishing executive policies for the HR function) and judiciary (judicial review of HR activities).  The public dimension of HR is accentuated with the obligation to promote the public interest – HR must serve a “higher purpose”.  HR specialists are definitely entrusted with public trust. This means that they are a decisive source of political power and authority. Two broad institutional settings: 1) “Public sector” (broader framework) constitutes the public service (includes employees in government departments at national and provincial level) and local government (as well as a host of statutory bodies, parastatals and quasi-government institutions  Public service – public servants employed at national state departments and provincial administrations  Local authority - public servants employed in the Department of Recreation and Culture in the City of Tshwane and Parastatals - SA Post Office, SA Reserve Bank 2) “Public service” institutions such as:  Service delivery agencies (e.g. Departments of Health and Education; Security agencies (e.g. SAPS, SANDF); Administrative agencies (e.g. civil services);  Statutory agencies (e.g. Public Service Commission and the Auditor-General) PUB3702 – Public Human Resources – Willmary Murtz – Study Units Exam Notes Summaries STUDY UNIT 1 - Activities/Characteristics of Human Resource Management in the Public Sector 4 Resources 4 Basic Resources that Public Human Resource Managers use as guide in the Human Resource Function. The HR manager in the public sector has several resources at his or her disposal to utilise for optimal management of the HR activities. It is the responsibility of the HR manager to see that a resource such as money is used in such a way that the relevant public sector institution’s objectives are realised in the best possible way. In other words, resources should be applied in such a way that value is added to the institution’s services. 4 basic resources – HRM must ensure they are utilized optimally 1. Financial (salaries, wages and petty cash funds) 2. Physical (buildings, lecture rooms, computers, cell phones, tables & chairs) 3. Informational (annual reports, research reports, data on survey questionnaires, post records, leave records, remuneration systems, human resource planning systems, service records, training records, statues, regulations and instruction codes) 4. Human (HRM, line function personnel, technical and administrative personnel and other human resource specialists) – HR play larger role because all activities are initiated and determined by people who make up the institution. All other resources are unproductive except for human effort and direction. Why Human Resources is regarded as most important resource in the resource management process  Increase in numbers of professional occupations  Human behavior can’t be monitored and controlled mechanically  If employee is placed correctly, undergone correct training, receives acceptable remuneration such a person can make a positive contribution towards enhanced performance of institution (causal relationship between success of public sector institution and utilization of Human Resources.)  Although the HR manager is responsible for utilising all the above-mentioned resources, it can be stated categorically that human resources play a larger role than the other resources because it is people who have to take the decisions on how to utilise the other resources. Human resource management as a specific responsibility  A head of department shall be responsible for the efficient management and administration of his or her department, including the effective utilisation and training of staff, the maintenance of discipline, the promotion of sound labour relations and the proper use and care of State property, and he or she shall perform the functions that may be prescribed.  The emphasis in Public Service Human Resource Management (PSHRM) falls on responsibility – including accountability and responsiveness. This implies that HR managers have to exercise authority as individuals and as groups (for example, a management committee).  In addition, HR managers have to shoulder the responsibility of ensuring that all HR activities take place in an integrated and goal-directed way.  HR managers are responsible for the efficient management and administration of public sector institutions. PUB3702 – Public Human Resources – Willmary Murtz – Study Units Exam Notes Summaries STUDY UNIT 1 - Activities/Characteristics of Human Resource Management in the Public Sector The responsibilities of the HR Manager. Firstly, the primary responsibility is to provide the needs and meet the demands and expectations of clients of the HR office. Who are these clients? Naturally they are the line function managers and their personnel. An important point to realise here is that the personnel of the HR section do not render their services directly to the public, but to the other personnel in the relevant institution. Since most public institutions are labour intensive and are centred on public service, the provision of motivated and skilled personnel to line function managers is a critical aspect of the HR manager’s responsibility. Constant efforts should t