scholarly journals Competency Management in the Context of Omani Civil Service Reform & Development

2019 ◽  
Vol 12 (4) ◽  
pp. 76
Author(s):  
Ahmed Albalushi ◽  
Ashraf Zaidan ◽  
Fakhrul Adabi Bin Abdul Khadir ◽  
Muhammed Bin Yusof
Keyword(s):  
United Arab Emirates ◽  
Civil Service ◽  
Human Resources Management ◽  
The United States ◽  
Civil Service Reform ◽  
Or Efficiency ◽  
Resources Management ◽  
The Public ◽  
Efficient Management ◽  
Efficiency Performance

This paper aims to discuss the extent of the application-based management efficiency in the Sultanate of Oman Civil Service, by comparison with the practices and experiences of five systems of the civil service or the public in each of the (United States of America, Canada, South Korea, Saudi Arabia, United Arab Emirates). Several variables and address are necessary to achieve reform and development in the civil service such as the situation organizational and strategic system competencies, selection and appointment and based on efficiency, performance evaluation based on efficiency as one of the main functions of human resources management in the public sector, and the framework or efficiency model. In order to become a civil service in Amman of the best practices in the efficient management system at the regional and international level, providing more than ten developmental proposals paper to raise the level of the civil service, because the competency's management of important topics in the development of civil service performance, seen as a tool to shift from the traditional bureaucracy to modern organizations.

The Impact of Information Technology on Practicing Human Resources Management in the Public Sector in the United Arab Emirates

2020 ◽  
Vol 17 (1B) ◽  
Author(s):  
Alaa Aldin Al Athmay ◽  
Saadat Alhashmi ◽  
Rafat Abdul Rahim
Keyword(s):  
Information Technology ◽  
Public Sector ◽  
Human Resources ◽  
Human Resource ◽  
United Arab Emirates ◽  
Human Resources Management ◽  
Initial Attempt ◽  
Resources Management ◽  
The Public ◽  
The Impact

Abstract This study investigates the impact of Information Technology (IT) on human resource functions of the United Arab Emirates (UAE) public sector organisations. This paper presents the results of a survey of human resources directors (HRDs) in the public sector organisations in the UAE. It is an initial attempt to provide a case study of information and services provided by IT, primarily Web-based self-service, in the human resource function. HRDs was asked about their perceptions on the effectiveness of human resources information systems (HRIS) for their organisations. The results were positive and showed that the scope of HRIS is broad, with almost 28% and 30% of employees contacting HR through email and the Web, respectively. In terms of the perception of HRDs of the impact of HRIS, operational impacts such as the automation of record-keeping, alleviation of administrative burdens, and improving HR efficiency are significant.Concerningthe relational aspect, respondents were clear about HRIS roles such as a reduction in response time and improved service quality but they doubted that HRIS enhances the organisation’s ability to attract top talent, improves awareness or relationships between HR and employees. About transformational aspects such as re-engineering HRM, broadening its scope, improving the quality of services, and retaining knowledge areessential to HRDs. The most critical success factors of HRIS was improved data accuracy and improved HRM services, and inadequate funding and budgeting were fairly rated number one barrier factor to HRIS. Keywords:E-human resources management, Human resources directors,Information technology, Public Sector, United Arab Emirates

Administrative elites and the crisis: what lies ahead for the senior civil service in Greece?

2014 ◽  
Vol 80 (4) ◽  
pp. 709-725 ◽  
Author(s):  
Calliope Spanou
Keyword(s):  
Public Administration ◽  
Economic Crisis ◽  
Civil Service ◽  
Civil Service Reform ◽  
The Public ◽  
Administrative Elites ◽  
The Impact ◽  
The Relationship

The nature of the relationship between the public administration and politics and the subsequent role of the administration appear to be incompatible with the emergence of an administrative elite. After analysing the reasons for this incompatibility, the article explores the impact of the measures taken in the wake of the economic crisis on the civil service and its reform, and also the prospects for the development of a senior civil service. The key, and also the challenge, to any change in this direction remains the rebalancing of the relationship between the public administration and politics. Points for practitioners What might interest practitioners is the issue of the conditions of effectiveness of civil service reform in times of economic crisis and significant pressure.

scholarly journals Human Resources Management in the Public Hospital Case of the University Hospital Centre of Oran

2017 ◽  
Vol 8 (1) ◽  
pp. 100
Author(s):  
Ghrissi Larbi
Keyword(s):  
Human Resources ◽  
Public Hospital ◽  
Human Resources Management ◽  
University Hospital ◽  
Resources Management ◽  
The Public ◽  
Hospital Case ◽  
The One ◽  
The University

:it would seem that the University Hospital Centre of Oran suffers from an insufficiency in the control ¶existing human resources and of an inadequacy enters the needs and the profiles ¶existing on the one hand, and that it would not have a true policy of management of ¶human resources which would enable him to benefit best from the resources ¶human available to take up the challenges of management and the development of ¶services provided to the patients.¶

scholarly journals DEVELOPMENT OF THE UNIFIED INFORMATION SYSTEM FOR THE RUSSIAN FEDERATION CIVIL SERVICE HUMAN RESOURCES MANAGEMENT

2020 ◽  
Vol 1 (1) ◽  
pp. 33-40
Author(s):  
Лаврова Татьяна Будаевна ◽  
◽  
Полякова Александра Григорьевна ◽  
Keyword(s):  
Information System ◽  
Human Resources ◽  
Russian Federation ◽  
Civil Service ◽  
Human Resources Management ◽  
Resources Management ◽  
The Russian Federation

Dual-Career Couples in the Public Sector: A Survey of Personnel Policies and Practices

1993 ◽  
Vol 22 (2) ◽  
pp. 187-199 ◽  
Author(s):  
Christine M. Reed ◽  
Willa M. Bruce
Keyword(s):  
Human Resources Management ◽  
Dual Career ◽  
Resources Management ◽  
Personnel Administrators ◽  
The Public ◽  
Supervisory Relationships ◽  
Dual Career Couples ◽  
Merit System ◽  
Personnel Policies ◽  
Policies And Practices

This article reports the findings of a survey of IPMA agency members regarding their policies and practices to accommodate dual-career couples. Dual-career couples in the same organization are often perceived by the public to reflect nepotism; and 40 percent of survey respondents reported ethical dilemmas arising from these Situations. Nevertheless, a majority relied on merit procedures to assure competence, prohibiting only supervisory relationships between spouses. Moreover, the survey uncovered practices to accommodate dual-career couples in different organizations, suggesting that personnel administrators recognize the importance of a new recruitment and retention strategies. Nevertheless, further reform of merit system rules and regulations may be needed in the future to stay competitive with the private sector in this emerging area of human resources management.

Civil Service 2000 Revisited: Old Assumptions — New Facts and Forecasts

1993 ◽  
Vol 22 (4) ◽  
pp. 669-674 ◽  
Author(s):  
Kristi Cameron ◽  
Joan Jorgenson ◽  
Charles Kawecki
Keyword(s):  
Civil Service ◽  
Human Resources Management ◽  
Resources Management ◽  
Office Of Personnel Management ◽  
Management Policies ◽  
Policy Direction ◽  
Employment Needs ◽  
Federal Workforce ◽  
Management Report ◽  
Made In

This article summarizes the U.S. Office of Personnel Management report, “Revisiting Civil Service 2000: New Policy Direction Needed”, published in September 1993. The OPM report revisits the widely circulated 1988 publication, Civil Service 2000, which predicted the future employment needs of the federal workforce. The report analyzes the assumptions made in Civil Service 2000 to determine if the directions it set are still valid guides for future federal human resources management policies. It argues that a shift in focus is now needed, moving from recruitment and retention issues as highlighted in Civil Service 2000 to a new emphasis on effective management of the existing workforce.

Algorithmic governance in public sector: is digitization a key to effective management

2020 ◽  
Vol 11 (9) ◽  
pp. 2149
Author(s):  
Aurelija Pūraitė ◽  
Vaiva Zuzevičiūtė ◽  
Daiva Bereikienė ◽  
Tetyana Skrypko ◽  
Leonid Shmorgun
Keyword(s):  
Public Sector ◽  
New Technologies ◽  
Human Resources Management ◽  
Digital Transformation ◽  
Ethical Standards ◽  
Effective Management ◽  
Resources Management ◽  
The Public ◽  
Strategic Actions ◽  
New Strategies

While algorithmic governance in the public sector can lead to increased efficiency and cost-effectiveness, the implementation of those digital innovations can also result in multiple forms of harm: data bias can lead to reinforcement of inequality, discrimination, and criminalization of already marginalized populations; lack of accountability and transparency in decision-making can lead to injustices; societal trust and the legitimacy of public sector institutions may suffer; privacy and fundamental human rights may be threatened, ethical standards challenged. Digital transformation, leading to algorithmic governance, may be challenged in times of crisis, such as the recent pandemic outbreak, as new technologies in public sector institutions and forms of data-driven surveillance and intrusive monitoring are introduced in the name of public security and social need.  This research focuses in affirming the assumption that the effective management in the public sector, first of all, is determined by the ability of this sector to transform the perception of the services delivered; secondly, it requires strategic actions to enable the systemic and coherent digital transformation of the public sector; and lastly, the new strategies of human resources management in the public sector should be considered. The focus is concentrated on understanding how the implementation of digital tools to the public sector and public services correlate with algorithmic governance concept and what impact digitization has on the effectiveness of management in the public sector.

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