TY  - JOUR
A1  - Siegel, John
A1  - Proeller, Isabella
T1  - Human Resource Management in German Public Administration
T2  - Public Administration in Germany
N2  - Human resource management (HRM) reform has not been the focus of attention in Germany despite its obvious relevance for effective policy implementation. Although there is a general trend worldwide towards convergence between public and private HRM strategies and practices, management of the workforce in German public administration still remains largely traditional and bureaucratic. This chapter describes and analyses German practices regarding the central functions and elements of HRM such as planning, recruitment, training and leadership. Furthermore, it explores the importance and contribution of public service motivation, performance-related pay and diversity management in the context of German practices. The chapter concludes by highlighting some of the major paradoxes of German public HRM in light of current challenges, such as demographic change, digital transformation and organisational development capabilities.
Y1  - 2021
UR  - https://publishup.uni-potsdam.de/frontdoor/index/index/docId/50130
SN  - 978-3-030-53696-1
SN  - 978-3-030-53697-8
SP  - 375
EP  - 391
PB  - Palgrave Macmillan
CY  - Cham
ER  -