Management
The practical implementation of human resource principles in the public sector is known as public human resource management. This implementation includes different tasks like hiring employees, giving sufficient job training to them, deciding the remuneration of workforce, and continuous evaluation of employees. The major function of public human resource management is the recruitment of employees and arranging interviews as well as other recruitment drives. It is their responsibility to guide workforce that need more training by making suitable arrangements, providing them with materials. After the completion of training, human resources place employees in departments where they will suit according to their skills. Continuous evaluation is also done and in case any employee is not performing well, human resource may change his department or terminate his job.
Major issue that public human resource management deals with is the workforce diversity. Human resources make sure that there is no discrimination in the organization on the bases of race, gender, color and nationality. Human resources can mitigate this problem by representing employment. For example, sufficient number of women at managerial position will help in establishing the equitable employment. In case, these issues are ignored, they can be the reason of unwanted publicity, discrimination, loss of time and revenue.
Supervision of workforce grievance is another big issue faced by public human resource management. Human resources have to work as a bridge between management and employees for handling complaints in an effective and diplomatic way. In case, if there is any demand from labor union, human resources are the first level of contact. Moreover, public human resource management also deals with the well-being of employees and provision of their monetary rewards so that overall productivity may be increased.
