Introduction
Over the recent past, it is worth appreciating that different stakeholders are concerned with the introduction of a more tactical approach to management of people, which is an issue in most governments. For instance, in most places, local governments are experiencing a shift from the traditional HRM (human resource practices) to more advanced strategies that are relevant in the current competitive setting (Gould-Williams, 2003). The change in management strategy is expected to promote improved management practices and productivity in various organizations. Some of the significant changes that will be experienced include devolution of authority and development of HR business strategy, which is in line with business objectives for the different government departments.
According to Wright, Gardner and Moynihan, (2003 p 30), there is the need for conducting an informed research to assist with the issue of the professionalization of HRM among other significant aspects that will result in more productivity of the local governments. This will include re-arrangement of the existing human resource functions as well as the establishment of effective strategies to help solve the various challenges experienced in the market (Selden, Ingraham and Jacobson, 2001 p 600). This paper seeks to outline how context influences employment relations issues for HR managers in local governments. However, to achieve the objectives this study, two factors will be evaluated and include the issue with best practice/best-fit and cultural issues with regard to government workplaces.
Main Body
Companies and organizations working with the local government have to adapt to different practices, which are renown to support the complex issues experienced in the changing global economy. As will be revealed in this paper, firms experience different human resource challenges that need to be managed for the respective companies to experience increased productivity. It is for this reason therefore that HR managers are given the mandate to understand the different demographic, technological and societal shifts to cope well in the competitive environment.
Culture
Cultural difference has over the recent past been observed as a matter that has attracted concerns from different stakeholders at government workplaces. This is because the difference in cultural beliefs contributes to increased challenges at workplaces. Because of difference in cultural beliefs, different people tend to employ varied communication styles and the manner in which they relate to others. Besides, the issue of religious beliefs contributes to increased diversity at the workplace, an issue that needs to be addressed. According to Bellini et al., (2013 p 125), an adequate understanding of the cultural differences is one of the approaches through which the numerous challenges can be resolved.
Government organizations employ people from all walks of life based on qualifications, and with globalization, talent sourcing has seen most corporations employing experts from different countries. The issue has contributed to the incident of cultural diversity which is a challenge to local government as it calls for HR managers with the ability to manage people from diverse cultural backgrounds. According to Laroche (2012), people have different styles of communication hence it is worth acknowledging the difference. For instance, the Japenese people have 19 different words with a similar meaning to "no" and do not appreciate confrontation. Therefore, while other cultures support some behaviors, others do not.
Religion is another issue that contributes to increased challenges in organizations management, especially in the government workplace. Based on religious beliefs, different people celebrate different holidays as they have varied meaning to the people. For instance, Muslims and Christians celebrate different holidays based on their beliefs, an aspect that calls for the appreciation of the fact everyone has a right to follow the religion of choice. Therefore, to manage the issue of cultural diversity that is a norm in the current setting, the government has a mandate of respecting the existing cultural difference (Chen, Liu and Portnoy, 2012 p 93). Therefore, during the planning of holidays, the HR managers should put such considerations into place.
For government organization to experience efficient management of employees, there is need to set in place equal opportunities for everyone. This includes implementation of principles that support a multicultural setting and other values that support equity in the society as well as observing the rights of different parties (Pauly, 2016). Some of the significant attributes that should be acknowledged by the local government include finding of effective strategies that the management will communicate with the local community, understanding of the different issues that affect the community and provision of diverse programs that meets the needs of different people. In summary, a government that observes the matter of cultural diversity can solve HR issues about cultural the difference at workplace.
Best Practice
It is worth appreciating that different stakeholders always hold local governments responsible for how they use the taxpayer's money. Besides, they are held accountable for their performance in the various sectors of the economy, which are mainly operated by the human capital. Therefore, for the local government to proof effective, there is a need for government organizations to engage in efficient management of the human capital. Scholars such as (James, 2002 p 58) are concerned that for the government firms to gain a competitive edge in the market, they ought to employ best practices which are crucial in management of human capital. Applying the different innovative practices has gained popularity over the recent past, an aspect that is appreciated by many. Besides, though most of the practices are common to the various organizations, they are unique in nature hence gives business a competitive edge in the market setting.
According to Noe, (2006), government workplaces that experience enhanced performance tend to experience efficient management of people due to the significant appreciation of HRM and its role in the management of organizational employees. This includes establishment of strong relations in the business organizations and a unique culture for the firm to employ. Best practice, therefore, requires for the organizations' HR department to ensure that they set global standards for HR practice that ought to be embraced. The different practices employed, therefore, assist in enhancing employee performance, efficient resourcing, and development of effective management of careers.
Some of the HR practices include aligning the organizational employees with the different values of the respective business corporation. This includes evaluation of whether the individual's attitude meets the values of the particular firm. Some of the practices employed include regular scanning of talents to find competent people to fill vacant positions in the respective organizations. Therefore, with best practice, the practice enables the HR managers to develop an effective pool of talented employees from where organizational workers are chosen from to avoid the employment of incompetent individuals. However, the above objective can still be met with recommending of individuals by the existing workforce to help maintain the culture of the organization and help cut down the cost of recruiting new employees.
However, to ensure that the different government organizations achieve consistent performance, employee performance has to be evaluated on a regular basis. Besides, the HR practitioners have the responsibility of setting in place an efficient, rewarding system to help retain a talented pool of employees.
Local governments employ a broad range of employees from all walks of life, an aspect that calls for a need to set in place effective employee relations. This is because employees in almost all sectors face almost similar challenges such as the problem of adapting to the fast-paced setting, increased consumer needs, rapid innovation, and cultural diversity among other requirements. Therefore, local governments are not immune to such employment challenges as they are regularly subjected to different employee relation conflict.
It is worth acknowledging that technology is evolving in different places and government organizations ought to invent new and innovative strategies to help manage the mobile workforce which is a norm in the global setting. The various tactics employed helps engage the respective employees to remain connected to the organizational functions (Heeks, 1999). This includes a mandate for the local government to offer regular training to its employees to meet the new demands of new techniques.
The issue has therefore called for the need of different organizational employees to engage in development of union that helps in the development of good relation with corporate management. The union, therefore, has the mandate of ensuring that employee's rights are observed, get good pay and work in a conducive environment (Ngo et al., 1998 p 640). Therefore, through the unions, the voice of the employee can be heard, an aspect that helps in the development of effective employee relations.
Conclusion
The study showed that governments are facing the issue of cultural diversity that is an HR challenge to both private and public sector. Therefore, development of effective strategies is an imperative tool that is employed in the efficient management of human capital in the public sector. As echoed by different scholars in the study, government workplaces ought to employ best practices in the efficient management of the organization (Gould-Williams, 2007 p 1627). The tool has proofed to be effective in the management of human capital in the different groups.
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