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QUESTION
Title:
Personal Management
Paper Details
Answer these questions that I attached .( 175 words each question with one resource).
| Subject | Administration | Pages | 5 | Style | APA |
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Answer
Challenges Managing the Public Workforce
Challenges facing the public workforce
- Lack of adequate capital and funding for reviewing curriculum on preferred rate of resource acquisition for implementing the necessary changes in the public workforce sector
- Lack of a development faculty in different counties for providing training sessions on effective economic competencies to the public (Riccucci, 2017).
- Lack of an efficient and coordinated approach on evidence based assessments on the impact of unsupported cultural systems within public workforce
- Insufficient channels necessary for sharing certain key information on best practices to enhance flow of public workforce operations
- Overdependence on public workforce due to a crowded governmental curricula and high competing demands
Strategies for managing public workforce challenges
- adoption of high quality training programs on management in diverse settings within the public sector to develop a better public workforce
- establishment of a strong local leadership system to enhance initiatives steered towards capacity building especially among the developing countries
- introduction of better management systems at communal levels, to ensure proper utilization of public resources through implementation of substantial and quality external resources
These challenges might change over the next five years since there will exist a more strengthened public workforce for monitoring the effectiveness of the already set interventions. This will facilitate acquisition of new public resources to curb the high rate of public demand and pressure on existing resources.
Traditional Public Personnel Systems
The issue on influence of traditional public personnel systems on governmental management systems has been underlined by a presumption that creation of an effective professional body is a paramount task in implementation of public policies. All governmental policies can be influenced by established personnel policies like recruitment and selection of a quality and effective body (Klingner et al, 2015). Personnel systems like compensation, rewarding, receiving of benefits and degree of trust within a certain organization often affect capacity of achieving governmental policy goals.
Implementation of set policies within the public sector is hectic and contentious basing on the existing gap between the decision makers and actual implementers, especially the civil servants. This negatively contributes to performance in the public-sector due to availability of over-bureaucratized and inefficient professionals.
Despite all measures taken by the government on introduction of newly established public sector and personnel policies, most traditional personnel systems argue that employee empowerment is important in obtaining better policy reforms and implementing of results (Klingner et al, 2015). This impacts on governmental settings, either on individual or agency setting through effect on human resource management and performance and productivity of implementation of certain policies.
Challenging Personnel Management Practices
Personnel management practices in private sector focus on addition of value on all products and services provided for competitive selling to the public. Most practices therefore entail adaptation to changes exhibited, evolution and improvement of practices (Armstrong et al, 2014). Here, most managers have a high expectation on the amount of returns exhibited through earning of high amount of money during operation.
Governmental programs exhibit high complexity in terms of the size and value of a dollar. Their managers are fully conversant with the needs and desires on all operations within the system. They however face law restrictions, implementation of policies and circumstantial regulation for preventing unnecessary prompt actions within the organization (Armstrong et al, 2014). Managers focus on power building programs, service provision to the public and responsibility building without high expectations on high rate of compensation.
The nonprofit sector aids in creation of changes when serving at both society and individual levels. The major changes exhibited affect all virtual aspects within different communities. This can either be through service provision, public participation in developmental programs and volunteerism systems.
The personnel management practices in the government sector are the most challenging and therefore regarded as a cliché with lower qualities of standard business practices. It has very few measures of progress as compared to other sectors, hence, the amount of expenditures made different programs are not equivalent to the amount of progress received in return.
References
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Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers. Riccucci, N. M. (Ed.). (2017). Public personnel management: Current concerns, future challenges. Routledge. Klingner, D., Nalbandian, J., & Llorens, J. J. (2015). Public personnel management. Routledge.
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