Chapter 3: Human Resources and Organizational Performance

Chapter 3: Human Resources and Organizational Performance

Human Capital Standards
Strategic alignment standard
Workforce planning and deployment standard
Leadership and knowledge management standard
Results-oriented performance culture standard
Talent standard
Accountability standard

Competitive approaches stress acquiring human resources by doing better than other organizations in the relevant labor markets. However, even if it’s possible to offer competitive pay and benefits, and have a reasonably good public image, public agencies may have difficulty locating and attracting enough candidates having skills and other qualities that are in high demand.

Three strategies for obtaining reliable access to human resources:
The Competitive Strategy
Doing better than the other organizations in the relevant labor markets
The Cooperative Strategy
Designed to maintain organizational access to essential human resources
The Incorporation Strategy
Creating an internal source in an organization where an agency faces an economy or labor market that is unpredictable or is chronically incapable of supplying appropriately trained and educated people in sufficient numbers

Managing Work Force Performance
Low absenteeism
Low turnover of high-skill employees
Reliably good performance
A cooperative workforce

The human resource management perspective requires above all that personnel specialists assume an organizational and performance-driven point of view. Four areas of activity that will better utilize human resources:
Help in the design, administration, and evaluation of incentives plans that reflect current knowledge about human motivation and behavior in organizations
Play an important role in the design of systems to attract, select, and place employees who are most likely to respond favorably to the range of inducements an organization is able to offer
Take the lead in developing ways of monitoring employee perceptions and attitudes
Play an important analytic or evaluation role by conducting rigorous evaluations of the human resources management programs of the organization