Publication: Specificul gestiunii resurselor umane în administraţia publică
Date
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
ASEM
Abstract
Description
BOGUŞ, Angela. Specificul gestiunii resurselor umane în administraţia publică. In: Competitivitatea şi inovarea în economia cunoaşterii [online]: culegere de articole selective: conf. şt. intern., 28-29 sept., 2018. Chişinău: ASEM, 2018, vol. 2, pp. 283-287. E-ISBN 978-9975-75-933-5.
Although for a long time human resources management in the public sector has been treated with a higher dose of skepticism, in the last two decades this science is recognized as a key to ensuring the success and good functioning of organizations includind public, in particular to increase their efficiency and effectiveness. Recognizing the multiple similarities between public sector and private sector human resource management, however these differences between them highlight the specificity of human resource management in the public sector and its main problems. Some differences are readily predictable and explainable, starting from the differences between the system of public sector objectives derived from the social mission and the objectives of the private sector that are economic, but also those of the political sector, which have a mission for a period determined by time. Human resources management in public administration is one of the most criticized issues in the administration's functioning due to inefficiency, irresponsibility, lack of personal initiative, etc. One of the main arguments in relation to human resources management derives from the fact that, if in the private sector organizations can develop and implement any personnel policies that are not in contradiction with the legislation in force, then in the field of public administration the freedom is more restricted, being conditional on the existence of numerous laws, rules and regulations that rather emphasize uniformity rather than flexibility. JEL: L32, O15.
Although for a long time human resources management in the public sector has been treated with a higher dose of skepticism, in the last two decades this science is recognized as a key to ensuring the success and good functioning of organizations includind public, in particular to increase their efficiency and effectiveness. Recognizing the multiple similarities between public sector and private sector human resource management, however these differences between them highlight the specificity of human resource management in the public sector and its main problems. Some differences are readily predictable and explainable, starting from the differences between the system of public sector objectives derived from the social mission and the objectives of the private sector that are economic, but also those of the political sector, which have a mission for a period determined by time. Human resources management in public administration is one of the most criticized issues in the administration's functioning due to inefficiency, irresponsibility, lack of personal initiative, etc. One of the main arguments in relation to human resources management derives from the fact that, if in the private sector organizations can develop and implement any personnel policies that are not in contradiction with the legislation in force, then in the field of public administration the freedom is more restricted, being conditional on the existence of numerous laws, rules and regulations that rather emphasize uniformity rather than flexibility. JEL: L32, O15.
Keywords
public sector, human resources, human resource management