First of all, it should be noted
that human resources management, in all its dimensions, must be distinguished
from management of which HR is a component, even if it is an essential component.
HR is thus a strategic function, but a strategic function among others. It is a
component of public service management but it also makes a decisive
contribution to it, especially if one is in a strategy of change and adaptation
of the administration.
The management should therefore not be confused, just as GRH and management should not be pitted against each other. With the small business hr this is one very important matter now.
Specificities and advantages of personnel management in administration
A characteristic of human
resource management in administration is that it must be firmly based on the
strengths of the public sector, and there are many.
The regular comparison of the
public and private sectors to which different press publications are used to tend
tends, more often than not, to shed light on the specifics of one compared to
the other. However, the specificities of the two sectors deserve to be nuanced
and the opposition is undoubtedly not as radical as it may seem.
- To force the line, it could be tempting to
assert, on the contrary, that in certain respects there is a form of continuum,
in matters of HR, between the public and private sectors. In all cases, in
fact, HR is done under constraint, the general status of the public service not
necessarily and a priori always more “binding” for those responsible
for human resources management than can be certain collective agreements,
“quasi-statutory”. In one or the other case, moreover, many
provisions leave room for action to managers; it is up to them to mobilize them
(opinion of joint organizations, rating, in the case of the public sector).
Thus the difficulties specific to
the public sector should not be exaggerated. On the other hand, its assets
deserve to be further clarified and valued, in a strategy for implementing
human resources management.In administration, several elements help to
characterize more specifically HR.
The sense of public personnel service
The first of these elements is
the sense of public service, attachment to public service, which, widely shared
by agents, appears to be an essential element of motivation.
The mission of HR, in
administration is then to be part of a “public service” approach
aimed at improving public service based on the “HR variable” but
also, symmetrically, aiming to place public service at the center of HR policy.
This presupposes, in particular, providing responses to the needs expressed by
the operational services in terms of activity profiles and therefore of skills
sought (recruitment), in terms of monitoring of needs (forward management of
staff and skills). In addition, in the public service, the usefulness of HR is
also in the “service” rendered to agents (optimizing the career
development, solving the problems they encounter, improving the satisfaction of
professional expectations …): one of the objectives of a public human
resources management policy is to offer each civil servant a career opportunity
throughout their professional life.