When one visits an office, their treatment determines whether they will visit the office again. Focus is always on the service delivery in those particular offices. In this regard, the Human resource department of organizations, including public offices, is of importance (Shearer, 2021). Additionally, the human resource offices provide a good rapport between the members of the public and these offices and enhance ethical standards within the public offices. Further, Shearer (2021) accentuates that the human resources offices help employees develop their careers and foster their needs. Each company, organization, and administrative office has the Human resource department responsible for the staff members in that particular setup, including the staff’s wages, pay cuts, and health concerns (Shearer, 2021). Hence, the implication is that the human resource department is the primary fundamental of an organization in most countries; in this way, failure for a country to effectively manage the department will affect dire consequences to the existing organization in those specific countries.
The American Public Administration system
The American public administration system has evolved to meet global norms. Scholars in America recommend that public officials be democratically chosen. Because staff are elected democratically, the public should be equally treated while visiting their offices. But the public has had a bad relationship with the government. People are typically harsh and slow in the public sector (Aburumman et al., 2020). Furthermore, the slowness means that service delivery is not always enough in these offices. They are sometimes taken about without receiving the assistance they desire. In this way, it is linked to public-private distrust that may discourage equity in departments (Aburumman et al., 2020). Thus, a proper human resource department must be established to tackle this issue.
A proper human resource department articulates favourable factors within or outside the organization. In this regard, these factors range from the internal management to the external environment created by the government. Most states have a developed hiring system in public administration; however, the hiring does not perform the required function substantially. For example, countries like the UK, Germany, and France need to develop a system that makes recruitment in the public service efficient, appropriate, and reliable (Hamid et al., 2022). Several factors must be considered in considering what to improve in the public sector. The factors include recruitment procedures, training and development, performance management, and reward management.
How the Human Resource Department can be improved in Europe
In considering recruitment procedures, countries should ensure that the recruitment procedures only allow the person who qualifies for the job to apply. For example, France should adopt a mechanism that will enable managers to scrutinize the employees before employing them. If the position is open and anyone is to apply, the resultant application will include everyone. In the process, fairness will not prevail over those who deserve better. Germany and UK have enumerated the concept, and therefore, only qualified and trained personnel are often given a chance.
Additionally, for consistency in production desirability, the deployment of competent staff that has undergone extensive training in the relevant department is critical. Training is necessary to enable proper handling of the office equipment and impact the new employees on what is expected of them while in the organization. In compliance with the UK legislation, there is always a training standard imposed on the employees to do their work efficiently. Germany has also adopted the same approach. However, in France, the employing agency is responsible for all employees, which may not help achieve the desired work ethics in the public sector.
Further, the training will expand their scope of understanding, and therefore, the employees will yield better results. However, some countries view this as double training, which is unnecessary. For example, the Japanese government argues that they have invested in the education sector and should not further invest in training employees (Battaglio et al., 2018). The result has been the unemployment of recent graduates who lack the qualifications needed for work experience.
Nevertheless, there should be an employee management system to help manage the employees. Sometimes, we admit that employees act like school children and need checks every time. The monitoring process does not imply that they are incapable of performing their functions but are reminded of their functions (Shearer, 2021). In addition, the employee management system can help in the efficient delivery by every employee as they are accountable for their actions without any doubt. Further, the system can help keep employee records, improving their performance.
Nonetheless, three strategies are employed to ensure a proper management system. The first strategy is defining the performance. Hence, it implies that one should ensure that the employee agrees on their duties and what they intend to achieve. Secondly, the organization should appraise performance. The concept entails that after some time, the performance of the human resource officer should be compared to the standards and targets set in the first instance. Lastly, there should be feedback on the plan for development that the company requires (Shearer, 2021).
However, as far as principles of human resources are concerned and the need to ensure proper human resource management, there are other considerations that the company may make in recruiting. For example, the employer must consider the projected results when the employees decide to resign, the mobility of the organization, and the financial resource available to finance the organizational projects (Battaglio et al., 2018). These considerations result in continuity without the business operation, even during hard times. For instance, when an organization hires within its financial reach, there would be a little constraint in paying the workers. The result of which is an increase inefficient service delivery.
Obstacles to Achieving a Proper Human Right Department in Europe
Trying to keep up with the changing dynamics of human resource management poses various obstacles. Change in management, leadership development, benefit-cost, learning and development, succession plan, and remuneration are concerns. First, when an organization or administrative unit changes, management must adapt to the new situation. Adapting can be difficult, and it takes time to become part of the company (Battaglio et al., 2018). For example, in America, when a company’s management changes, the workers are not properly trained.
Secondly, on the leadership development, an organization or an administrative body must develop the leaders to realize an effective result on its staff relation. A leader is to show the way for others (Hamid et al., 2022). Therefore, if an organization does not have a fully developed leader in their human resource department, they are likely to experience a challenge in their operation. Consequently, it is worth noting that a company should build its human resource officers to deliver effectively.
A further challenge like compensation also affects the management of the human resource department. Thence, it is worth noting that training human resource individuals are quite expensive depending on different countries; thus, hiring is also costly. The result of which organizations tend to hire less qualified personnel in the competitive posts of the Human resource department (Aburumman et al., 2020). Thus it leads to a lack of expertise in those positions, leading to poor delivery.
Additionally, the human resource department experiences the problem of succession. Concerning succession, there are times when the organization’s management is transferred, and the person of the lower rank is getting a promotion (Hamid et al., 2022). There is always a struggle between the employees themselves on who should rise to occupy the seat. The result of the efforts is a decline in the department, and therefore a loss is recorded. Moreover, the same can even happen when there is a replacement and the same is met with resistance from the existing members. The result of such resistance is a decline in the effectiveness of service delivery from the department.
Typically, it is prudent for the departments to consider a proper human resource service. Basically, from the points above, this is achievable. The only underlying issue is the implementation rather than suggestions. There is a compelling reason why there must be an improvement in the human resource sector. Failure to which, the government and company owners will suffer the loss of public trust and goodwill.
Hamid, Z., Muzamil, M., & Shah, S. A. (2022). Strategic human resource management. Research anthology on human resource practices for the modern workforce, 1–16. Web.
Shearer, C. (2021). Public administration and the reform agenda. Constructing the craft of public administration, 3–39. Web.