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Public Human Resource Management

Public Human Resource Management
Strategies and Practices in the 21st Century

October 2014 | 440 pages | CQ Press
Public Human Resource Management: Strategies and Practices in the 21st Century offers a novel take on public human resource management (PHRM) by providing practical guidance for practitioners operating in a drastically reformed HR environment. A comprehensive introduction to contemporary public HR management, this text incorporates analysis of the impact of the private sector-oriented reforms over the last few decades that have aimed to bring greater efficiency and productivity to the public sector. Reviewing foundational topics like recruitment and retention, pay and benefits, equal employment opportunity, and performance appraisal in light of five key reforms (decentralization, deregulation, declassification, privatization, and performance-based pay), author R. Paul Battaglio assesses how the traditional practice of public HR has changed—and not necessarily for the better. New material on human resource information systems, managing motivation in the public sector, and public HR management education is included — a topic rarely found in contemporary PHRM texts. Public Human Resource Management is an essential guide to public HR management and navigating the challenges and opportunities posed in the changing landscape of HR reform. 
Part I: Foundations
Chapter 1: Introduction: Public Human Resource Management in the 21st Century
Public HRM Reform: An Overview  
Implications for Public HRM  
Organization of the Book  
Chapter 2: Evolution of the Public Service in the United States
Government by Gentlemen: The Guardian Period (1789-1829)  
Government by the Common Man: The Spoils Period (1829-1883)  
Government by the Good: The First Reform Period (1883-1906)  
Government by the Efficient: The Scientific Management Period (1906-1937)  
Government by Individuals: The Behavioralism Period (1937-1964)  
Government by Equality: The Civil Rights Period (1964-1978)  
Government by Reform: The Managerialist Period (1978-present)  
Assessing the Impact of PHRM Reform  
Chapter 3: Employment Law in the Public Sector
The Legal Landscape of PHRM  
Codified Law in the United States and PHRM  
The Constitutional Rights of Public Employees  
Nonprofits in Focus: Employee Privacy and Nonprofit Organizations: The Age of Social Media  
Public Employees and Constitutional Torts  
The Legal Environment of PHRM in an Era of Reform  
Appendix: Important Public Sector Employment Law Cases  
Case 3.1: Freedom of Speech and Public Employment Law  
Chapter 4: Equal Employment Opportunity, Affirmative Action, and Diversity Planning
Representative Bureaucracy as Administrative Theory  
The Civil Rights Movement  
Equal Employment Opportunity, Affirmative Action, and Diversity  
Does Diversity Matter?  
Additional EEO Concerns  
Nonprofits in Focus: Diversity, Sexual Orientation, and NPOs  
Equal Employment, Diversity, and PHRM Reform  
Case 4.1: The Courts and PHRM Reform – The Jefferson County, Alabama, Personnel Board  
Part II: Functions
Chapter 5: Recruitment and Selection
The Legal Climate Regulating Selection and Hiring Practices  
Recruitment for Public Service  
Nonprofits in Focus: Recruiting Online Volunteers  
Selection Procedures  
Assessing Reliability and Validity of Selection Procedures  
Employee Recruitment and Selection in an Era of PHRM Reform  
Case 5.1: Decentralization, Declassification, and Efficiency: Recruitment and Selection Reform in the State of New York Civil Service  
Chapter 6: Pay and Benefits
Laws Affecting Compensation Policy and Practice in the Public Sector  
Job Analysis: The Foundation of Public Sector Compensation  
Objectives, Strategies, and Structures of Public Sector Compensation  
Nonprofits in Focus: Executive Pay in Nonprofit Organizations: A Comparison  
Alternative Compensation Systems  
Performance Appraisal in an Era of PHRM Reform  
Contemporary Benefits in the Public Sector  
Pay and Benefits in an Era of PHRM Reform  
Case 6.1: Rhode Island’s Bid for Performance-Based Compensation Reform  
Chapter 7: Performance Appraisal
Performance Appraisal: Purpose and Process  
Criteria Used in Performance Appraisals  
The Question of Reliability and Validity  
Methods for Appraising Employee Performance in the Public Sector  
Nonprofits in Focus: Poor Performers in NPOs  
Alternative Appraisal Methods  
Avoiding Rater Error and Bias  
Performance Appraisal in an Era of PHRM Reform  
Appendix: Performance Appraisal Report Example  
Case 7.1: The Mouse that Roared  
Chapter 8: Managing Motivation in the Public Service
Defining Public Service Motivation  
Nonprofits in Focus: Do Public Employees Volunteer?  
PSM and Public Human Resource Management  
Motivation and PHRM Reform  
Case 8.1: "Radical” Civil Service Reform in Georgia  
Chapter 9: Labor Relations in the Public Sector
Unions and Labor-Management Relations  
Setting the Stage: Rise of Private Sector Labor Unions  
Unionism in the Public Sector  
Frameworks for Labor-Management Relations  
Developing a Framework for Collective Bargaining  
Labor Management Relations in a PHRM Reform Environment  
Nonprofit in Focus: Labor Relations, Collective Bargaining, and NPOs  
Case 9.1: Labor Unions and Civil Service Reform: Florida and Service First  
Part III: The Future
Chapter 10: Privatizing Human Resource Functions in the Public Sector
Privatization of Public HR Management  
Nonprofits in Focus: Outsourcing Volunteer Management  
The Legal Environment of PHRM Outsourcing  
Managing Privatization  
Pitfalls to PHRM Privatization  
Conclusion: Incorporating Public Value into Privatization  
Case 10.1: Privatizing State Services in Louisiana  
Chapter 11: Human Resource Information Systems
History of HRIS  
HRIS Applications  
Types of HRIS  
HRIS Software  
Nonprofits in Focus: Volunteer Management Software  
HRIS Applications in the Public Sector  
Legal Considerations Related to HRIS  
HRIS and PHRM Reforms  
Case 11.1: Edward Snowden and the Safeguarding of Information  
Chapter 12: Strategic Public Human Resource Management
Human Capital Management  
Thinking Strategically about Human Resource Management in the Public Sector  
Strategic Human Resource Management and Workforce Planning  
Practical Steps toward Strategic Public Human Resource Management  
Nonprofits in Focus: Strategic Planning in the Nonprofit Sector  
SHRM in an Era of PHRM Reform  
Case 12.1: Louisiana and Vision 2020  
Chapter 13: Public Human Resource Management Education
The Traditional Core of Public HRM  
HRM Reform: Factors Influencing Vocation  
Implications for Public HRM Education  
Evaluating Private Sector Models of HRM Education: Graduate Programs in HRM  
Status and Future of PHRM Education  
Training and Development  
Conclusion: Proposals for Change  
Case 13.1: Assessing Future Knowledge and Skill Sets in a PHRM Reform Environment  
Chapter 14: Conclusion: Challenges and Opportunities
Challenges of PHRM Reform  
Opportunities: The Future of PHRM  
Final Thoughts  

“I am impressed by the selection of the materials covered in the text. The inclusion of HRIS is a very welcome addition to the HR content. As far as I am aware, this is the first textbook to include a substantive discussion of HRIS among the topics covered. HRIS has been previously confined to stand-alone handbooks, trade books, scholarly books and numerous journal articles. The book is also strong on public service applications and perhaps the most up-to-date volume on reforms in the profession.  No other book I am aware of provides a concise analysis of the impact of PHRM reforms relevant for the 21st century learner. Dr. Battaglio is one of the field’s leading minds and he has written a most integrated book on 21st-century human resource management directions and reforms. His work seamlessly integrates HRM reforms within the overall architecture of the larger field of public administration.”

Eric Otenyo
Northern Arizona University

Public Human Resource Management is very thorough and covers all of the important areas in preparing a 21st-century public administrator.  I am very impressed with the case studies and tables within the book.  They are very relevant to issues that are important to public administration practitioners.  The text is definitely different than other books on the market because it covers new and exciting topics such as HR Information Systems and Privatization.  In the past, I have found myself looking for several different resources and compiling them but this book has included those items, such as strategic planning and management and diversity and social equity.  I am really excited about using this text.”

Veronica Womack
Georgia College & State University

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ISBN: 9781452218236

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