Outsourcing Waste Management And Public Services Essay

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an

The purpose of this paper will be to look at the outsourcing of services in the government sector. When a government is thinking about outsourcing many questions and concerns arise. For example: What are the benefits of outsourcing a service to the private sector? Are these benefits greater than the cost it may have? All of which are understandable people want to know if making adjustments is going to be beneficial and cost effective. Prison population continues to grow and

It is more people orientated and a knowledge based service underpinned by well-established policies and procedures responsible for empowering the workforce to be able to provide services. As a result you will find that HR within the public sector especial that of local authorities is larger and multilayered with a division of specialist disciplines such are recruitment, training and development and employee relations. The negative impact of HRM within the public sector can be observed by the policies and procedures that are driving it. HRM becomes a discipline of policing and reinforcing the adhering of policies and procedures. Unlike the private sector this style of HRM draws away from managerial integration to a separate secular entity.

There are two common areas of privatization, transportation and garbage collection. In Boston for example, the Metropolitan Boston Transit Authority undertook a huge effort to privatize public transportation. The result was a "private company and a coalition of unions each tentatively chosen to run their own network of MBTA buses, at costs considerably below what the authority now pays according to a Boston Globe article (Metro, Monday Feb. 3, 1997). How they arrived at this strange equation is unknown but the stated goal was to cut costs though competition. "Such arrangements reflect the belief that competition brings out the best among contenders-and that by inserting government units into a competitive environment, service recipients stand to gain much while risking little." (Ammons, D. and Hill D. pg. 12).

The importance of human resources to the delivery of healthcare has kept growing over time, and HR has become intrinsically important to the delivery of efficient and effective health care. At this point, the organizations which have managed their human capital successfully and have been able to serve their patients actually(Kabene et al., 2006). In a scenario where the health care sector faces with major human resource related issues, the HR has a

The importance of human resources to the delivery of healthcare has kept growing over time and HR has become intrinsically important to the delivery of efficient and effective health care. At this point the organizations which have managed their human capital successfully and effectively have been able to serve their patients effectively(Kabene et al, 2006). In a scenario where the health care sector is faced with major human resource related issues the HR has a major opportunity to become a

During the last three decades, privatization has become increasingly popular in our government. This noticeable growth of privatization of public services has generated lots of discussions and debates among many scholars and left many of asking the questions.

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

The need for financial stringency in public organizations due to budgetary pressures and tax resistance coupled with the need to Managing /balancing budget deficits and provide quality services with a reduction in revenue has always been a major challenge for public organizations. The need to save money and at the same time provide quality services, had forced government agencies to privatize and contract out. Recently, there is greater involvement of the private and nonprofit sector in public service delivery. More and more government functions in service delivery are now carried out by private and nonprofit organization. This is one part attributed to the belief that private organizations can provide services more efficiently and effectively than government operated services. And the other is the fact that it is cost effective and takes a lesser time frame. These two process are indeed unarguably beneficial to the government and private sector as well as the beneficiaries, but they can be also very daunting accompanied with huge challenges especially when not executed in the rightful manner. The case of the crummy contractor by Rainey depicts such a complex situation , where the process of contracting out was poorly conducted. The case highlights the demand for privatization and contracting-out and most importantly some of the challenges of privatization and contracting in government organization. it goes on further to identify some crucial pointed to be

According to (Jay, 1991), the resource-based perspective emphasizes the strategic importance of exploiting internal 'strengths' and neutralizing internal 'weaknesses'. The resource-based model has influenced SHRM by showing the importance of the effective utilization of human resources in order to generate superior performance from employees, hopefully leading to successful delivery of the civil service strategies. By human resources themselves, it was understood the knowledge, skills and abilities of the employees combined with their motivation to put these individual characteristics to use for the benefit of the organization. As well Bach (2004) underlined, resource-based model helped demonstrate the importance of a strategic HR approach

During the 1980’s, a new management concept referred to as ‘Human Resource Management’ (HRM) became very fashionable. At that time, many academics questioned whether HMR was simply a renaming of the previously known personnel management (PM) tool, or whether it was, as some claimed, ‘a radically different philosophy and approach to management of people at work’ (1). Firstly, it seems appropriate to define HRM. However, the definition of HRM this has been widely debated, and so

Human Resource Management is the management of an organization’s employees. When a company designates a Human Resource (HR) department, those in HR are the ones responsible for overseeing the well-being of personnel in the workplace, and focus on how to attract, hire, train, motivate, and maintain employees of the organization. (DeCenzo, Robbins, & Verhulst, 2013, p4). According to David S. Bright from the Raj Soin College of Business at Wright State University, “HR activities include recruitment, selection, training and development, compensation, benefits, performance appraisal, employee relations, health and safety, and strategic HR planning.”

George Boyne in his article “Human resource management in the Public and private sectors: An empirical comparison” explains with empirical evidence how even though private and public sector management differs in service ethos but this difference is significant which impacts the tradition, culture and practises of both the sectors. Over the past two decades many different interpretations and perceptions have come into play on the similarities and differences between private and public sector management.

In the early of reformation era, government is still oriented on input, while the results and impacts of the performance has not been carefully considered. It can be seen from the performance of government accountability is still remains low (Liddle & Mujani 2006). This condition causes the ineffectiveness of work within the both central and local government. Then, to establish a quality management, the government also needs to drive the quality of human resources to improve the professionalism, employee performance, and organization by implement human resources management effectively (Risher 2014). However, human resource management in several public sector organizations has not been implemented. This is due to the inadequate recruitment process and lack of maintenance in continuous improvement such as training and capacity building (Bouckaert & Halligan 2008 p.20). As a result, the reform that already underway have not shown a