By Joan E. Pynes
During this completely revised and up-to-date moment version of Human assets administration for Public and Nonprofit businesses, Joan E. Pynes--a revered authority in public administration--demonstrates how strategic human assets administration is key for proactively dealing with swap in an atmosphere of tighter budgets, festival from deepest corporations, the necessity to retain and teach a extra varied group, and activity obsolescence caused by way of shifts in expertise. entire with a loose on-line instructor's handbook, this new version bargains present reimbursement and budgetary assistance and is helping practitioners navigate the latest criminal and technological demanding situations and possibilities in human source administration.
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Additional resources for Human Resources Management for Public and Nonprofit Organizations (Jossey Bass Nonprofit & Public Management Series)
Example text
The Philadelphia school district changed course and 16 HUMAN RESOURCES MANAGEMENT FOR PUBLIC AND NONPROFIT ORGANIZATIONS is allowing Edison Schools, a for-profit school management company, to run only 32 of the city’s 264 schools, less than originally planned (Caruso, 2003; Henriques, 2003). When public services are contracted out, the employees who used to provide them may be adversely affected. They must be transferred to different departments or hired by the contractor, usually at lower salaries and with fewer benefits.
The increase in the number of women will continue along with an increase in foreign-born or immigrant workers. Employers face new issues arising from the diverse workforce. They 10 HUMAN RESOURCES MANAGEMENT FOR PUBLIC AND NONPROFIT ORGANIZATIONS must offer more flexible work schedules to accommodate training, education, and family needs. Employers must also provide greater opportunities for work-based learning to prepare future workers and to continually upgrade the skills of current workers. The increased diversity of our workforce poses new challenges for the systems that educate and train workers.
Why is it important for HRM to evolve from an administrative and operational role to a strategic one? 4. Visit the Bureau of Labor Statistics’ Web page (http://www. ” What additional workforce changes do you believe might take place in the next five to ten years? 5. htm). Review the two most recent editions. Select two articles from each edition. What topics are discussed, and why do the authors think they are important? Explain. Chapter Two Strategic Human Resources Management and Planning These are challenging times for public and nonprofit organizations.