Decentralized Recruitment and Selection in Thailand: Friend or Foe to Local Public Administration?

Rohitarachoon, Piyawadee; Hossain, Farhad

doi:10.1080/01900692.2011.653513

Cited by 10 publications

(9 citation statements)

References 25 publications

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“…It is also a decisive factor that leads to a better public service motivation of those who are selected, recruited and placed on the job in public employers. All of this is to be geared toward the citizen's satisfaction with regards to the public service quality [19] [24] [27].…”

Section: Discussionmentioning

confidence: 99%

An Empirical Investigation of Competitive Exam Based Selection and Placement of Managerial Public Officials in Vietnam: Is It a Cure or a Curse?

Ha¹,

Sau²

2018

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Competitive exams, selection, and placement of high-ranking public officials used to be resorted only by Vietnam's feudal dynasties. After half a century of abandonment, this practice seems to have made its spectacular comeback in the recent decade. In a quest for high caliber public personnel, the Vietnamese government believes that competitiveness-base exams would help select, recruit and place right public servants into the right job. This research was conducted to figure out to what extent the selected high-ranking post holders were different from the public service employers. Based on face-to-face interviews with candidates and the heads of public services employers who were going to place the selected ones onto the managerial posts, data were gathered for Structural Equation Modeling (SEM) analysis with the use of structured 5 point-Likert scale questionnaire in the field surveys. Findings showed that there existed a difference in the perceptions towards the fairness of the competitive exams among these two types of interviewees. By comparing SEM coefficients, several recommendations were drawn for policy makers and managers to modernize this type of recruitment, selection and placement of managerial public servants on the intended job positions.

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Section: Discussionmentioning

confidence: 99%

An Empirical Investigation of Competitive Exam Based Selection and Placement of Managerial Public Officials in Vietnam: Is It a Cure or a Curse?

Ha¹,

Sau²

2018

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“…For HRM, this often finds expression in building up or ensuring that the civil service has an “esprit de corps” of national identity and that it effectively and inclusively (across all ethnic groups and geographic areas) implements and co‐shapes a broad development agenda. This is quite challenging, and recent decentralization efforts cause a need for developing public sector workforces of subnational excellence, as well (Rohitarachoon and Hossain, ). Second, a cadre of senior public managers is needed to provide leadership to the civil service.…”

Section: Human Resources Management Paradigm In Developmentmentioning

confidence: 99%

HRM in Development: Lessons and Frontiers

Berman

2015

Public Admin & Development

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This article discusses contributions of human resources management (HRM) to strengthening state institutions in development settings. It also identifies leading practices and frontiers in HRM practice and research. "Technical" HRM expertise in development exists in matching organizational performance with staffing, advancing decentralization, international project management, and training, and research also shows extensive concerns with patronage and anti-corruption. Frontiers are discussed in connection with strategic HRM, notably improved leadership development/talent management, workforce engagement in developing settings, re-thinking/professionalization of appointee-executive relations, comprehensive HRM strategies, and increased leadership for HRM itself. Although development studies often raise HRM implications, relatively few focus on HRM in development in a comprehensive fashion.

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“…There is thus a trade‐off between protection against patronage and flexibility (Coggburn ), and it has therefore been pointed out that decentralizing reforms that were started in OECD countries are not appropriate all over the world (Schick ; Pritchett and Woolcock ). For instance, a case study of Thailand revealed that extensive decentralization of recruitment led to the spread of patronage on the local level (Rohitarachoon and Hossain ). Another case study on Trinidad and Tobago shows that there was concern that planned decentralization reforms would lead to increased ethnic discrimination.…”

Section: Previous Research and Theorymentioning

confidence: 99%

Are Formal Civil Service Examinations the Most Meritocratic Way to Recruit Civil Servants? Not in All Countries

Sundell

2014

Public Administration

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Recruitment to the civil service is, in order to prevent patronage, often centralized and based on performance in competitive examinations. This approach, albeit slow and occasionally cumbersome, is generally assumed to be the most meritocratic method of recruitment. However, while some applicants may have skills suited for a specific position, they may not perform best in a general examination. As long as the system is not abused, a more flexible recruitment process based on, for example, interviews and CV screening, may be more meritocratic. It is therefore necessary to weigh the risk of abuse against the potential gains from more flexibility. Formal civil service examinations are hypothesized in this article to be the most meritocratic way to recruit civil servants only in countries where the risk for patronage is high. Analysis of a dataset describing the structures and characteristics of bureaucracies worldwide lends support to the hypothesis.

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Decentralized Recruitment and Selection in Thailand: Friend or Foe to Local Public Administration?

Cited by 10 publications

References 25 publications

An Empirical Investigation of Competitive Exam Based Selection and Placement of Managerial Public Officials in Vietnam: Is It a Cure or a Curse?

An Empirical Investigation of Competitive Exam Based Selection and Placement of Managerial Public Officials in Vietnam: Is It a Cure or a Curse?

HRM in Development: Lessons and Frontiers

Are Formal Civil Service Examinations the Most Meritocratic Way to Recruit Civil Servants? Not in All Countries

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