Public sector HR management involves recruitment, training, compensation, appraisal, termination, labor disputes, diversity, harassment, and welfare. It recruits, educates, evaluates, and places employees, and handles diversity, complaints, and incentives.
Human resource management in the public sector is the application of human resource principles to the public sector. Public sector HR management practice includes tasks such as employee recruitment, employee training, employee compensation, and ongoing employee appraisal. It also involves the termination of underperforming employees in order to improve the quality of employee output. Other tasks that public sector HR management handles include factors such as labor disputes, employee diversity, sexual harassment, and welfare packages.
The main functions of public sector HR management include employee recruitment by arranging interviews and other hiring impulses. It is their responsibility to educate employees who require further training by making arrangements, providing materials, and coordinating logistics for their training. Once training is complete, HR will place employees where their skills are most needed and will also continue to evaluate employees to ensure they are performing optimally. When employees don’t perform as expected, HR may transfer them to another department or terminate their employment.
One of the factors that public sector HR management addresses is the issue of diversity in workplaces. Diversity is a broad topic that seeks to address the diverse differences among workers, which can include differences in race, sexual orientation, gender and nationality. The purpose of diversity management is to ensure that minorities are not marginalized or discriminated against, who can be eliminated through representative work. For example, a company’s human resources department might seek to ensure that there are enough female employees at the management level in order to establish fair employment. Ignoring these matters could lead to allegations of discrimination and unwanted publicity, wasted time, and lost revenue from lawsuits.
Another issue handled by public sector HR management is the supervision of employee complaints. This responsibility involves functioning as an intermediary for a company’s employees and management in terms of handling any complaints in a diplomatic and effective manner for the purpose of preventing the escalation of such disputes. For example, in the case of a union application, the HR department is usually the first level of contact with a company’s management. Public sector HR management also manages the welfare of employees and the provision of incentives to help increase their overall productivity.
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