THE MANAGEMENT OF HUMAN RESOURCES IN THE PUBLIC SECTOR
This research presents the most fundamental foundations of human resource management that may be applied to organizations in both the public and private sectors, including job design, control, teamwork, leadership, managerial roles, staffing methods, and career management. It then examines the process of HRM in private and public organizations, performance, and functions in the public sector, as well as the operations of human resource management in the public sector, its primary standards, and its application, before discussing the HR role in the public sector reform, which is increasing public sector involvement in order to improve services.
Background of the study
The effectiveness of administration is directly dependent on human resources; hence, we must grow our public institutions by modernizing and enhancing human resource management by increasing the effectiveness of persons and enhancing their performance.
Human Resource Management focuses on one aspect of managing people in the context of employer-employee interactions and includes the creative ability of an organization’s members (Stone, 1995). He proposes that the field of HRM encompasses success, remuneration, development, and motivation maintenance, with distinct areas of concern including HR planning, instruction, career development, routine, planning employment conditions, and compensation and reward. According to Wright and Ferris, HRM also involves interpreting and comprehending the legal framework and context of flexible employment circumstances and employment associations.
Additionally, however, it is contested that successful HRM will result in spirited progress for businesses (Walker, 1992). The ability to achieve this advantage in a rapidly changing and tumultuous environment has widened the HRM focus to include strengthening organizational adaptability to shifting ecological risk (Wright and Snell 1998). In this way, the successful operation and supervision of citizens inside an association is intended to serve as a tool for achieving better organizational outcomes and responding to challenging and chaotic environments.
It is widely acknowledged that HRM is applicable to organizations in the public sector. Organizations in the public sector must implement, construct, and set up payment systems and expand logical employment rules. On the other hand, the public sector’s focus on community interest outcomes above private interests may add a layer of complexity that is not easily compatible with HRM as a deliberate partner in achieving organizational competitiveness.
Human resource is also known as human capital for use, harnessing, development, and directing a nation’s objectives, according to Wikipedia (2012). It is also about the development of values and attitudes. Consequently, human resources development is a universal standard and not a subjective notion. No industry, corporation, organization, business venture, nation, etc. can increase political, economic, and social stability, product quality, and profitability without sufficient human resources. In recent years, it has been seen that a significant percentage of businesses are doing poorly due to a lack of effective and efficient human resources. Uncertainty abounds in the business world, and an understanding of labour contribution or human resources development is crucial for management, particularly in the areas of enhancing organizational productivity and profitability. The researcher wishes to analyze public sector human resource management in light of this history.
1.2 Statement of the problem
In developing nations, the difficulties in public organizations are much more dramatic, intricate, and problematic. According to Boxall (1994), although the nature of human resource management (HRM) has shifted from a reactive, administrative stage to proactive and descriptive practices, this transformation is rarely observed in developing economies. In this regard, some researchers believed that, despite the vast amount of research in the field of human resource management (HRM) around the globe, the vast majority of these studies are concentrated on industrialized and developed societies, while the unique challenges and nuanced particularities of HRM in developing countries have received inadequate research attention (Budhwar & Debrah, 2013; Ghebregiorgis & Karsten, 2007). This research aims to examine human resource management in the public sector.
1.3 Objectives of the study
The study’s aims are as follows:
To measure the effectiveness of public sector human resource management
Determine the role of human resource management in the public sector
Determine the issues of public sector human resource management
1.4 Research question
Is human resource management in the public sector efficient?
Exists any role for human resource management in the public sector?
Exist human resource management issues in the public sector?
1.5 Research Hypotheses
The following have been proposed for evaluation:
The administration of human resources in the public sector is inefficient.
H1: human resource management in the public sector is efficient.
Human resource management serves no function in the public sector.
H2: human resource management serves a purpose in the public sector
There are no obstacles in public sector human resource management
H3: human resource management issues exist in the public sector
1.6 Significance of the research
Human Resource Management is the backbone of any organization’s economic production. HRM is crucial to the efficiency of firms in Nigeria. Therefore, it is essential to identify the significances of the research, which are subdivided as follows:
The conclusions of this study will serve as a guide for the human resource productivity of other organizations.
The outcomes of this study will facilitate the effective management of human resources, leading to increased customer value and organizational productivity.
1.7 Scope of the study
The scope of the study is public sector human resource management. The scope of the study will be limited to the local government of Katsina, state of Katsina.
1.8 Limitations of this study
Financial limitation – Inadequate funds tend to impede the researcher’s efficiency in locating relevant resources, literature, or information and in collecting data (internet, questionnaire and interview).
Due to time constraints, the researcher will conduct this study alongside other academic duties. This will consequently reduce the time spent conducting research.
a) AVAILABILITY OF RESEARCH MATERIAL: The researcher has insufficient research material, consequently limiting the scope of the investigation.
1.9 Definitions of the study
Human resource management is the strategic approach to the successful management of people in a company or organization so that they contribute to the competitive advantage of the firm. It is intended to maximize employee performance in service of the strategic objectives of a business.
Public sectors include the military, law enforcement, infrastructure (public roads, bridges, tunnels, water supply, sewage, electrical grids, telecommunications, etc.), public transit, public education, health care, and government employees.
THE MANAGEMENT OF HUMAN RESOURCES IN THE PUBLIC SECTOR