Human Resource Management in German Public Administration
- 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.
Author details: | John SiegelGND, Isabella ProellerORCiDGND |
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DOI: | https://doi.org/10.1007/978-3-030-53697-8_21 |
ISBN: | 978-3-030-53696-1 |
ISBN: | 978-3-030-53697-8 |
Title of parent work (English): | Public Administration in Germany |
Publisher: | Palgrave Macmillan |
Place of publishing: | Cham |
Publication type: | Article |
Language: | English |
Date of first publication: | 2021/01/30 |
Publication year: | 2021 |
Release date: | 2021/03/30 |
First page: | 375 |
Last Page: | 391 |
Organizational units: | Wirtschafts- und Sozialwissenschaftliche Fakultät / Wirtschaftswissenschaften / Fachgruppe Betriebswirtschaftslehre |
DDC classification: | 3 Sozialwissenschaften / 32 Politikwissenschaft / 320 Politikwissenschaft |
License (German): | ![]() |