Human Resource Management
Sound HRM practices matterthey are a sine qua non of effective governance in democratic governmentequally so at the local, regional, state, and national levels of government. The NASPAA (Network of Schools of Public Policy, Affairs, and Administration) accreditation standards demand critical competencies for public managers that are vital to human resource managers and supervisors at all levels. These competencies include skills: to lead and manage in public governance; to participate in and contribute to the policy process; to analyze, synthesize, think critically, solve problems, and make decisions; to articulate and apply a public service perspective; and to communicate and interact productively with a diverse and changing workforce and citizenry. This second edition of Human Resource Management is designed specifically with these competencies in mind to:
introduce and explore the fundamental purposes of human resource management in the public service and consider the techniques used to accomplish these purposes;
provide exercises to give students practice for their skills after being introduced to the theory, foundation, and practices of public and nonprofit sector HRM;
facilitate instruction of the material by introducing important topics and issues with readings drawn from the professional literature;
provide information and examples demonstrating the interrelatedness of many of the topics in public sector HRM and the trends shaping public and nonprofit management, especially diversity, ethics, and technology;
demonstrate and describe differences among HRM practices in public, for-profit and nonprofit organizations, and between the levels of government.
Human Resource Management is organized to provide a thorough discussion of the subject matter, with extensive references to relevant literature and useful teaching tools. Thus, students will consider the issues, purposes, and techniques of HRM and conceptualize how varied their roles are, or will be, whether a personnel specialist in a centralized system or a supervisor managing in one of the increasingly common decentralized systems. Each chapter includes a thorough review of the principles and practices of HRM (including the why and the how), selected readings, important themes, diverse examples, key terms, study questions, applied exercises, case studies, and examples of forms and processes would-be managers will encounter in their roles.
Elizabeth D. Fredericksen is a Professor and the MPA and Nonprofit Administration Director at Boise State University, USA.
Stephanie L. Witt is a Professor of Public Policy and Administration at Boise State University, USA.
W. David Patton, former faculty member at Boise State University and the University of Utah, USA, has directed applied research and technical assistance centers serving state and local governments at both universities.
Nicholas P. Lovrich was the Director of Washington State Universitys Division of Governmental Studies and Services, USA, for 32 years.
First published 2016
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2016 Elizabeth D. Fredericksen, Stephanie L. Witt, W. David Patton, and Nicholas P. Lovrich
The right of Elizabeth D. Fredericksen, Stephanie L. Witt, W. David Patton, and Nicholas P. Lovrich to be identified as authors of this work has been asserted by them in accordance with sections 77 and 78 of the Copyright, Designs and Patents Act 1988.
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British Library Cataloguing in Publication Data
A catalogue record for this book is available from the British Library
Library of Congress Cataloging in Publication Data
Fredericksen, Elizabeth D.
Human resource management: the public service perspective/Elizabeth D. Fredericksen,
Stephanie L. Witt, W. David Patton and Nicholas P. Lovrich.Second edition.
pages cm
Includes bibliographical references and index.
1. Civil servicePersonnel management. I. Title.
JF1601.F68 2016
352.6dc23
2015013231
ISBN: 978-1-138-91998-3 (hbk)
ISBN: 978-0-7656-4586-9 (pbk)
ISBN: 978-1-315-68740-7 (ebk)
Typeset in Bembo
by Florence Production Ltd, Stoodleigh, Devon, UK
In Chapter 4, data used in Exhibits 4.1 and 4.2 were drawn from the Union Membership and Coverage Database, available at www.unionstats.com. This resource, constructed by Barry Hirsch (Andrew Young School of Policy Studies, Georgia State University) and David Macpherson (Department of Economics, Trinity University), provides private and public sector labor union membership, coverage, and density estimates compiled from the monthly household Current Population Survey using BLS methods. The full citation is included in the relevant Chapter 4 exhibits and in Chapter 4 references.
In Chapter 5, Excerpt 5.1, Defining Succession Planning, by Elizabeth D. Fredericksen, is used with permission of Sage Publications. The published version of the article is available on Sage Journals (http://onoline.sagepub.com; doi: 10.1177/0160323X10368518).
The authors would like to thank the many users of the prior edition, both students and fellow academics. Their suggestions and insightful comments on the 1st edition were a tremendous resource during development of the 2nd edition. We owe them gratitude for this edition. Elizabeth Fredericksen offers thanks in particular to her graduate assistants, Jen Schneider, Leslie Krone, Ryan Linnarz, and Hank Kvamme, who were tireless in tracking details and assisting with the format. Also, her appreciation goes to her co-authors for their willingness to take on a 2nd edition. Most importantly, she offers her love and thanks to her husband, Justin, and children, Morgan, Sydney, and Drew. Their patience and support made her effort possible. Stephanie Witt offers special thanks to Cindy Hendrickson and Chandra Lyles for their support during this edition. David Patton would like to thank his wife, Wendy, and his family for their sacrifice of time and attention on the first go-around of this book. Nicholas Lovrich thanks his Tres Amigos, Elizabeth, Stephanie, and David, for their camaraderie on his last book project. He notes that academic careers are wonderful in many ways, but among the absolute very best aspects of such careers is the honor of working with ones students far past the classroom and deeper into their academic careers.
