Rad Pravi
HUMAN RESOURCE MANAGEMENT
ESSAY
Which best HRM practices described by Pfeffer & Veiga would be useful for BiH public sector organizations and why?
Professor: Student:
Nada Zupan Vedran Delija
Sarajevo, June 2013.
Content
* Introduction * Best HRM practice for public sector * Conclusion * References
Introduction
There has been no authoritative definition of HRM best practice that has been agreed upon by academics or practitioners. But there are several definitions that have been combined by underlying factors of HRM best practice, that allow us to gain understanding of the topic.
According to Pfeffer & Veiga there are seven practices for a successful organization:
* Employment Security * Selective Hiring * Self - Managed Teams and Decentralization as basic elements of Organizational Design * Comparatively High Compensation Contingent on Organizational Performance * Extensive Training * Reduction of status Differences * Sharing information
Best HRM practice for public sector
According to my opinion the first best HRM practice in public sector is selective hiring. Primary goal of selective hiring is is getting the most suitable candidates for the vacant position. It applies to both external and on the internal recruitment, which selection criteria and channels are used, interview strategies, and other methods designed to recruit the most suitable candidate for the position.
The next one is effective compensation strategies. They are definitely the best method to achieve the greatest level of high commitment. This is created through compensating the employee in line with their superior performance, either through financial or non-financial means.
Comparatively High Compensation Contingent on Organizational Performance. This area is linked to the area of performance appraisal. If the
ESSAY
Which best HRM practices described by Pfeffer & Veiga would be useful for BiH public sector organizations and why?
Professor: Student:
Nada Zupan Vedran Delija
Sarajevo, June 2013.
Content
* Introduction * Best HRM practice for public sector * Conclusion * References
Introduction
There has been no authoritative definition of HRM best practice that has been agreed upon by academics or practitioners. But there are several definitions that have been combined by underlying factors of HRM best practice, that allow us to gain understanding of the topic.
According to Pfeffer & Veiga there are seven practices for a successful organization:
* Employment Security * Selective Hiring * Self - Managed Teams and Decentralization as basic elements of Organizational Design * Comparatively High Compensation Contingent on Organizational Performance * Extensive Training * Reduction of status Differences * Sharing information
Best HRM practice for public sector
According to my opinion the first best HRM practice in public sector is selective hiring. Primary goal of selective hiring is is getting the most suitable candidates for the vacant position. It applies to both external and on the internal recruitment, which selection criteria and channels are used, interview strategies, and other methods designed to recruit the most suitable candidate for the position.
The next one is effective compensation strategies. They are definitely the best method to achieve the greatest level of high commitment. This is created through compensating the employee in line with their superior performance, either through financial or non-financial means.
Comparatively High Compensation Contingent on Organizational Performance. This area is linked to the area of performance appraisal. If the
References: * Readings from lectures ( article Pfeffer & Veigo „ Putting people first for a successful organization “) * Presentations from lectures * www.business.otago.ac.nz