Human Resource Management (HRM) in the Public Sector

Why select this Training Course?

Every organisation has a human resource management department responsible for increasing the productivity and efficiency of the organisation’s human capital. This objective broadly applies to all human resource personnel within the public sector. The primary roles of human resource management do not change, regardless of the industry; however, the legal obligations, values, practices, and policies might differ based on the industry and company.

The Rcademy Human Resource Management (HRM) in the Public Sector will introduce participants to the importance of human resource management, its techniques and tools. Attendees will also learn how to showcase effective leadership practices while differentiating between human resource practices in the public and private sectors. They shall also learn the theories of HR management within the public sector and the impacts of public policy on human resource management.

What are the Best Practices in Human Resource Management in 2024?

A successful and stable organisation requires a well-established human resource management department to overcome internal and external challenges. Should an organisation’s HR department lack personnel, mission, and practice guidelines, it would not be able to accomplish its objectives. Human resources consists of a set of professionals who serve as the backbone of an enterprise. They manage key functionalities like the organisation’s human capital, recruitment, retention, compensation, and training as a department.

To attain its core objectives, every human resource department is required to observe certain best practices. These best practices include:

• Open book management style
• Transparent and fair evaluation system
• 360-degree feedback
• Safe and happy workplace management
• Performance enticed bonuses

What is the Relationship Between Human Resource Management and the Public Relations?

Human resource management and public relations share various similarities between them. For starters, both are related to working with individuals, although in slightly different ways. Public relations deals with working with individuals within and outside an organisation to improve communication and the organisation’s image, while human resources focuses on working with people to recruit, hire, train, and resolve employee differences.

However, regardless of the scope and shared similarities, HR and PR differ in various ways, especially regarding the scope of practice. Public relations deals with getting coverage for services, products, and the organisation, minimising damages to the organisation’s image, and facilitating communication between the media, employees, and the general public. On the other hand, human resources manage all affairs relating to employees’ lives, including employee benefits, health and safety, recruitment, performance, and labour relations.

Who Should Attend?

The following individuals should attend this course:

• Public relations officers responsible for developing and maintaining a favourable public image for an organisation or government sector, department or agency.
• Corporate communications managerscharged with leading an organisation’s communications team and implementing communication strategies for a public agency or department.
• Human resource professionals tasked with overseeing the recruitment process for new staff, training, and orienting them on the culture and tradition of a government department or public agency.
• Directorstasked with overseeing a public organisation’s operations, ventures, and internal affairs.

What are the Course Objectives? 

This Rcademy Human Resource Management (HRM) in the Public Sector is produced to help attendees achieve the following outcomes:

• Develop an understanding of various HR tools and techniques used to execute an effective team-building strategy in the public sector
• Recognise the tools and techniques employed by human resource experts in personnel crisis/dispute management in the public sector
• Learn about the nexus between human resource management and the public sector
• Identify the effects of operational decisions and strategic HR operations on public management and administration
• Learn how to draft a clear plan of action
• Identify the various public relations and corporate communication challenges and how to overcome them
• Learn about the legal obligations and responsibilities to offer a productive and safe workplace
• Understand the impacts of policies and decisions on human resource practices in the public sector
• Recognise the appropriate methods and usage of analytical techniques and tools

How will this Course be Presented?

This training course is participant-based and specially curated to meet their expectations while growing their skills and knowledge. Different techniques and approaches that ensure active learning by participants will be employed to deliver the training. The course will be delivered by experts in the field with years of practice and experience. The modules are designed from extensive and in-depth research on the subject.

The Rcademy Human Resource Management (HRM) in the Public Sector offers theoretical and practical learning by providing lecture notes, slides on the subject, real-life scenarios, and lecture notes. Participants will partake in presentations, quizzes, seminar workshops, and constant feedback on the lessons taught to gauge their satisfaction.

What are the Topics Covered in this Course?

Module 1: Basics of Human Resources in the Public Sector

• Defining human resources within the context of public service
• Effective use of information technology to enhance HR in the public sector
• Legal framework guiding the evolution of human resources in the public sector
• Benefits and importance of human resources in the public sector
• Regulations and ethics governing human resource operations within the public sector

Module 2: Restraints of HR in the Public Sector

• Lack of managerial autonomy
• Heavier presence of unions and pressure groups in decision-making processes
• Bureaucracy — Red Tape
• Political considerations
• Cost-conscious oversight and restricted budgets
• Ageing workforce
• Low visibility
• Public perception consideration
• Accountability process

Module 3: Recruitment in the Public Sector I

• Selection based on a merit system
• Designing a repository of tests to be conducted and questions to be asked to the potential candidates
• Medical examination procedure and policy
• Formulating interviewing techniques
• Public sector recruitment procedure
• Public publication of the opening
• Application with resume and cover letters
• Tests and interviews
• Preference points
• Overcoming low pay and compensation offering
• Job/role branding and value proposition

Module 4: Recruitment in the Public Sector II

• The importance of workforce planning
• Employment policies, guidelines and procedures for HR and the public sector
• Executive long-term recruitment planning
• Attracting the candidates to apply for jobs
• Designing effective sources for applicants
• Background and reference check before hiring candidates

Module 5: Diversity and Employment Opportunity

• Equality and discrimination in the public sector
• Regulations governing diversity and employment opportunities
• Disciplinary actions and investigation
• The value of diversity programs and their impacts on HR functions
• Cross-departmental mobility in the public sector
• Employment guidelines and policies for employees and employers in the private and public sector

Module 6: Challenges and Practices of HR in the Public Sector

• Talent acquisition and development management
• Incentives and compensation
• Recognising different environmental changes
• Staffing, promotions and appraisals
• Factors affecting the implementation of HR policies
• Service efficiency and transformation
• Succession planning and lack of effective leadership
• Complex and delayed recruitment processes

Module 7: Human Capital Management in the Public Sector

• Strategies for talent acquisition and retention
• Employee engagement and value alignment
• Performance management metrics and monitoring
• Training and conferences
• Leadership and development
• Leave, absence and retirement processes

Module 8: Charting the Future of HR in the Public Sector

• Career developments in HR
• Evolving models of HR and public relations
• The theory and practice of transition in the public sector
• Equity, inclusion and diversity
• EEO policies and guidelines
• Agile workplace practices adoption
• Reception to creativity and innovation
• Risk management
• Mental health
• Labour laws and regulations

Module 9: Technology Trends In Public Sector HR

• Data-informed decision making
• Enterprise systems and AI
• Virtual training
• Automation and digital transformation
• Data analytics and personnel management
• Cybersecurity

Module 10: Employee Relations and Laws

• Relationship between labour/employee and management in both private and public sectors
• Models of collective bargaining
• Laws and regulations governing job classification
• Effects of law and regulations on employee relations
• Collective bargaining agreement and its forms
• Ethics and HR in the public sector

Module 11: Classification and Compensation

• Administrative compensation
• Pay for performance
• Job analysis techniques and classification processes
• Determining salary and wage rates
• Compensation and classification techniques and their impacts on HR functions
• Conducting wage and salary survey