Public Human Resource Management
Comparison of Public Human Resource Management between China and United States
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In the contemporary world, the government’s participation in the economic growth receives maximum attention. The efficiency of the state in regard to the national economy, the social welfare and national development is necessary for fiscal augmentation and development. Governments are limited in functions as they act within the legal systems, make-decisions that affect the public and operate a transparently to motivate employees in realizing the manifestos1. These require as comprehensive and an advanced modern Public Human Resource Management System (PHRMS). This model is ideal in creating a high-morale-team of employees who ensure the achievement of the state objectives despite the government policies, services management and decisions. Present public services managers are aggressive due to the global trends and stiff competition from the private sector.
China and the United States of America have embraced a customer and employee-centered human resource models and values to ensure worker competence and client satisfaction. The cultural system in these countries plays a significant role in the determination of what human resource management (HRM) model to adopt. In China, the Human Resource Managers emphasize on interpersonal relationship than in the USA. Trust and mutual respect are essential values advocated in the Chinese mores. As a result, the PHRMS has a unique model where the leaders and the staff focus on retaining an excellent public image2. The ‘mianzi and ‘guanxi’ concepts manipulate the business relationships. In the United States, cultural diversity calls for the adoption of dynamic and flexible models that adhere to the needs of the public service workers and customers.
The protestant ethic influences the American national culture. On the other hand, the Confucian principles are the aboriginal national customs in China. The USA
Name
Course
Instructor
Date
In the contemporary world, the government’s participation in the economic growth receives maximum attention. The efficiency of the state in regard to the national economy, the social welfare and national development is necessary for fiscal augmentation and development. Governments are limited in functions as they act within the legal systems, make-decisions that affect the public and operate a transparently to motivate employees in realizing the manifestos1. These require as comprehensive and an advanced modern Public Human Resource Management System (PHRMS). This model is ideal in creating a high-morale-team of employees who ensure the achievement of the state objectives despite the government policies, services management and decisions. Present public services managers are aggressive due to the global trends and stiff competition from the private sector.
China and the United States of America have embraced a customer and employee-centered human resource models and values to ensure worker competence and client satisfaction. The cultural system in these countries plays a significant role in the determination of what human resource management (HRM) model to adopt. In China, the Human Resource Managers emphasize on interpersonal relationship than in the USA. Trust and mutual respect are essential values advocated in the Chinese mores. As a result, the PHRMS has a unique model where the leaders and the staff focus on retaining an excellent public image2. The ‘mianzi and ‘guanxi’ concepts manipulate the business relationships. In the United States, cultural diversity calls for the adoption of dynamic and flexible models that adhere to the needs of the public service workers and customers.
The protestant ethic influences the American national culture. On the other hand, the Confucian principles are the aboriginal national customs in China. The USA