Essays on Key Differences between HR Management in the Private and Public Sectors Speech or Presentation

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The paper "Key Differences between HR Management in the Private and Public Sectors” is an affecting example of speech on human resources. Human Resources Manager: Good morning Mr. Richardson Kevin and welcome to the department, you requested this meeting to discuss some of the key differences between HR management in the private and public sectors? Line Manager: Good morning. Yes, as you know I am new to the department and have a background in private sector management. I just thought it would be a good idea to speak with you about some of the key differences between Human Resources Management in the Public Sector and ask what you thought were the most important things that I need to know as a line manager working in the public as opposed to the private sector. Human Resources Manager: Certainly, there are major differences between public and private sector management practices. For instance, on the organizational level, the public sector is characterized by a lot of formal processes that are essential in ensuring organizational functions.

In addition, such processes exhibit some level of formalization and more red tape is also included.

Red tape is the procedures, regulations, and rules, which remain effective and involve a burden of compliance but does not have efficacy for the functional objectives of the rules. As compared to the private sector, the levels of red tape in the public sector are exceedingly high, for the reason that authority has been divided amongst three main branches: the judicial, legislative and executive. To avoid power abuse as well as to make sure to ensure the organizations are transparent, the level of formalization within the public sector surpasses that of the private sector.

Furthermore, public organizations’ objectives are more ambiguous; therefore, it is more challenging to calculate the extent of meeting them. On the managerial level, the process of decision-making is the key factor that distinguishes the public organizations’ managers from those in the private sector. You will agree with me that conflict in private organizations is seen by managers as a negative sign since some organization members believe that the strategic action results cannot be positive (Vanhala & Stavrou, 2013). In the public sector, on the other hand, a conflict that arises during the strategic decision is seen by managers as a positive component, given that it exhibits that different stakeholders are taking part in the decision-making process.

In so doing, this ensures that the final decision considers the interests of all stakeholders. Therefore, managers in public organizations value consultative practices during decision making, especially on matters of budgets while those in the private sector prefer using analytical practices. We at the public sector prefer maximizing on the collective value unlike those in the private sector who espouse rational choice theory to maximize the wishes of the shareholders. In terms of the labor force, there are major differences between employees in the private and public sectors.

Generally, employees at the public sector focus on performing tasks that are beneficial to the members of the society unlike those in the private sector who value the economic rewards they get. Public sector employees are unique; for instance, they are strongly committed to serving members of their community. Besides that, public sector employees are committed to accountability, they are responsible and contribute positively to the well-being of the community.

The private sector employees normally work to fulfill the official functions of their organizations, but they have many rights than those in the public sector. For instance, most public sector employees are not allowed to engage in union activities.

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