The paper “ Human Resource Management in the Public and Private Sectors” is a brilliant example of speech on human resources. Human Resources Manager: Good morning Mr [John Bruno] 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: Actually, there are no major differences, but it is important to note some factors, which are important to consider while executing some of the HRM responsibilities.
It is important to note that every Human Resource Management, irrespective of whether in public or private institutions, aims to create excellence in their organization and improve the level of productivity.
However, the public sector does not strive much for excellence within the market but every activity undertaken under the HRM is for personnel management. Such responsibilities ensure the performance of HRM piecemeal functions such as compensation, performance appraisals, placement, and recruitment without linking such activities with business strategies. Nonetheless, private institutions always have strategies of acquiring their desired competitive advantage; as a result, the HRM not only undertake the normal duties but also ensure recruitment of effective, efficient, reliable, and result-oriented employees.
According to Reissner and Pagan’ s article, “ Generating employee engagement in a public-private partnership: communication management activities and employee experiences, ” the aim of most private entities is to ensure the growth of their business operations to the global markets. Therefore, private entities require excellence in expanding their businesses and go for High-Performance Work System that requires Strategic HRM. With reference to the objectives, the private and public institutions differ. Within the public context, the HR practices are rule-based, process-oriented, rigid, and position secured in comparison to the management practices within the private sector.
According to Truss (2010), in the article “ The distinctiveness of human resource management in the public sector, ” what matters the most in the private sectors is the result but not the rules in place to achieve the desired results. Moreover, in the private sectors performance counts and failures could lead to retrenchment. In such a line, it is important to note that some OCECD countries undertook public management reforms in the 1990s with the aim of converting the HR practices with those within the private sectors. Accordingly, countries like Australia and New Zealand are currently moving the public sector management practices in line with those of the private sector owing to the increasing influx of managers from the private sectors into public sectors, as outlined in Jiang, Shen and Mu’ s article.
“ To Exert the Role of Enterprises Culture, to Achieve Effective Human Resources Management. ”