Managing Human Resources In Public Sector: An Annotated Bibliography

Human resource management is the strategic approach to the effective management of the personnel present within the organisation. The personnel contribute in providing the competitive advantage to the company. It is the process of recruiting, selecting, providing orientation with the training to the employees. The organisation performs the different functions and practices that are related to the HRM. This function might remain similar or vary with the different types of sectors which include retail, hospitality, healthcare, public sector and many others. The sector that has been selected is a public sector in order to comprehend the different concepts of the public sector and the role of employees in HR activities in the sector. The report will review the different journal articles of the author who talked about the employee’s retention and attraction in the public sector.

The article examines the challenges which are faced by the public organisation to attract the youth and the extremely capable staff. The author reviewed the previous study which shows that the public service motivation is directly linked with the high propensity which is essential to apply for the public sector professions. The purpose of the article is to explore the diverse framed staffing message on the public sector that affected the perceptions of the PJ (Person-Job) and PO (person-organisation). The author makes use of the primary research method in which they conducted the survey and tested the hypotheses in a trial of the 600 students. Along with this, the article includes the literature review of the recruiting message. The results reflect the recruitment messaging might leads to the rise in the application considering the message of recruitment. This means that the attraction of the employees will be effective for the public company with the help of the effective recruitment message. The findings of the article reflect that inspirational framing of the message not only contribute to attract the employees but also in retaining the employees within the public sector.

The findings of the article reflect the human resource management practice that is essential to be followed by each and every organisation in the public sector. Though, this is the fact that they face the challenges of attracting and retaining the employee. It is essential for the public sector to present the details in an effective manner of recruiting the employees. The selection and appearance of the statistics on the organisational mission and the job responsibilities in the recruitment procedure needs to be present in an effective manner. This finding will be used by the companies in the public sector for attracting the employees. Though, there is no as such option available for retaining the employees within the public organisation. The limitation of the article is clear as it doesn’t include the strategies for retaining the employees within the public sector.

The article examines the experience of the nurses and insights of turnover in the Australian public hospitals and to determine plans which are essential to bring the improvement in the retention, performance and the job satisfaction. The purpose of the article is to examine the turnover of the nurses from the public hospitals is one of the leading as this leads to the matter of patient safety, impact on staff morale and the rise in the health care costs. The author conducted the qualitative design for analysing the responses from approx. 362 nurses get collected from the countrywide survey of nurses from medical and the clinical nursing divisions in the different territory of Australia. This shows the research methodology that is used by the author is primary which include a survey. The findings of the article reflect that the turnover of the nursing is limited to the poor funding, absence of recognition with the adverse staff attitudes. This shows that nursing turnover is influenced by the experiences of the different nurses.

The article is helpful as it reflects the various issues due to which the turnover of the employees in the public sector hospital increases. The environment of the nursing functioning is characterised by the unsuitable skill-mix and the patient-staff ratios. There is different reason due to which the nurses at the public hospital start feeling stressed due to heavy workloads. These reasons include the lack of appropriate skills which make them feel overburden, less involvement in the decision which shows the lack of confidence among the employees. This helps in analysing that the public sector is lacking behind in retaining the skilled employees. Along with this, most of the employees are not willing to become the part of the public sector due to which the problems related to attracting the employees in public sector is also faced by the human resource managers. The author research is also essential or effective because it helps in improving the conditions of the workplace and ensuring that the employee’s retention is present. The article reflects that enhancing the performance management with the work design are major approaches that nurse supervisors could connect so that they can decrease the turnover. This positive step or the strategies helps in retaining the employees and also works as a positive element for the public sector company.

The article presents the challenges faced by Australia in recruiting the professional to staff the required human services in the remote and rural communities. The identification of the limits to the private implicit services among the client populations and the professions has been discussed in the assessment. The article reflects the use of the two phase’s methodology in which the first methodology include the semi-structured interviews along with the 27 professional and 5 non-professionals works. On the other hand, another method which is selected by the author is the interview in which interview was conducted for the other parents employed in non-professional occupations. The quantitative analysis suggests the neoliberal standards which are not essentially different to a promise to the community benefit. In the end, the findings of the article reflect that the hiring of the professional in the public sector is one of the leading challenges which is faced by most of the companies who are performing their operations in the public sector. This is evident from the way through which the private solution is competing for the significances within the professional families that update their selective mobility which might lead to the public issue for some of the communities.  

The findings are helpful as it reflects that it is becoming hard for the public sector day by day to hire the professional employees within the companies. This shows that there is a lack of professional employees within the public sector organisation. Along with this, it is hard for the company to find the employees who are skilled. Though, on the other hand, limitation of the article presented by the author includes the detail description of the issues which are mainly faced by the public sector employees. This limitation affects the study as there is a lack of understanding of the issues which are mainly faced by the company.

The article presents that the Australian teachers who are engaged in the public sector are prematurely leaving their jobs so that they can increase their focus of research interest. The article presents the yield reflects the insight into the history and the potential future of the attrition of the teachers of Australian in the field of research. This reflects that the employee’s retention in the university and schools is reducing. The author presented the views on the field of research and its relation with the teachers. The author made use of the thematic content analysis methodology for conducting the study. Therefore, the study of the Australian literature discloses that arena of research is still in beginning and this is the reason it is conquered by the small-scale, qualitative exploratory studies. The author study includes the lack of consistency among the studies while discussing the fact related to the teacher attrition along with the need for a theoretically knowledgeable framework. The framework recognizes the compound nature related to the teacher attrition. The findings of the article reflect that teachers are not retaining the field of teaching in Australia due to which the retention rate of the teacher is less in the industry which is affecting the working of the public sector schools and university.

The findings of the articles helped in understanding that the public sector faces the numerous challenges related to the employee’s turnover due to which there is no stability in the working of the public sector organisation. Along with this, the study helped in understanding that the need for the research is increasing the market of Australia due to which the teachers are leaving their jobs and entering into the industry because the field is in infancy stage where they can find the opportunity for the growth and development. This is the reasons that the public sector is not able to retain and attract the people towards the teaching career as they are getting interested towards the research. The Teacher attrition is affecting the working of the public sector.  

The paper makes the use of UK public sector and a main nationwide declaration of the budget cuts signalling widespread organisational cutbacks as its settings. The purpose of the study is to examine that whether the organisational changes are following the national announcement that can lead to the impact on the public sector employees. Along with this, it examines the reaction of the employees towards the job insecurity and the commitment to the public sector. The author makes use of the primary research method to examine the same. The author collected the longitudinal survey data before and after the declaration of the cuts in the budget with the use of the 340 employees as a sample since a range of the public organisations. The results of the same reflect that the rise in the changes of the organisation will affect the behaviour of the employees towards the public sector. The employees will bring the decrease in their contribution towards the public sector. In the end, it can be concluded that there are difference effects of psychological contract breach on offerings of employee related to the organisation, co-workers and the public service users. This results in the decrease in employee’s retention and employee’s attraction towards the public sector.

The findings support in understanding the different behaviour of employees towards the change in the working of the organisation in the public sector. Moreover, the study reflects that this is the reason due to which the employees leave the public sector and also they don’t get attracted towards this sector. Along with this, the change in the behaviour of employees can lead to the change in the working of employees that can affect the organisational performance. The study lacks the reason due to which the employees resist to bring the change and leave the job. The human resource management team ensure that employees in the public sector are ensuring that the employees are participating in the working of the company. This study taught the indirect ink of the attraction and retention of employees with the change in the organisation.