HR development in local government: how and why does HR strategy matter in organizational change and development?

Bruns, Hans‐Jürgen

doi:10.1007/s40685-014-0002-z

Cited by 10 publications

(6 citation statements)

References 89 publications

(176 reference statements)

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“…The Municipal Systems Act (Act 32 of 2000) defines a municipality as an organ of state within the local sphere of government, exercising legislative and executive authority within the area determined in terms of the local government: Municipal Demarcation Act, 1998. Bruns (2014) argued that local government can potentially derive valuable organisational outcomes in terms of efficiency gains or public service improvements when their human resource policies and practices strengthen a sustainable human resource development. Shreeve et al (2012) opined that Workforce Planning is done to maximise the returns from the large investment in skills and tertiary qualifications, stressing that it is not enough to concentrate only on the supply of skills and competencies.…”

Section: Human Capital Developmentmentioning

confidence: 99%

“…In Nigeria, effective manpower planning is important because it assists the local government to acquire enough quantity and quality of manpower needed for effective use; to plan training and career development; and provide for the future manpower needs of the organisation in terms of skills needed. Bruns (2014) added that learning and development are required for temporary workers, after training, they become as skilful and competent as regular workers and that their performance is comparable to those of the regular workers when considering important industrial variables such as quality. Without sufficient budget, some critical skills might not be obtained by employees and that will affect their performance and service delivery.…”

Section: Innovation and Organisational Performancementioning

confidence: 99%

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Empowering Rural Women with Socio-Economic Skills for Poverty Alleviation and Sustainable Development

Ojogbane¹

2022

AJRBSS

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Poverty is deadly and should be handled with almost seriousness. This is what the rural women go through from this research. The rural women who are the target of this paper suffer a lot of socio-economic and political setback as a result of poverty. Poverty is seen as when an individual or a household is unable to meet what is considered as minimum requirement to sustain livelihood in a given society. Sustainable development which is a panacea for poverty alleviation is the development that meets the needs of the present without compromising the ability of future generation to meet their needs. Poverty alleviation programme is a task that must rigorously pursued in order to make the rural women live a better life. This call for socio-economic skill, such as functional literacy, entrepreneur training etc. of bringing the rural women out of this condition are recommended, such as elimination of discrimination against rural women, ensure equal right of rural women to own land and inherit property. Finally conclusion to drawn thus, the rural women make serous and reasonable contributions to the economy of the nation and so every effort to liberate them from the scourge of poverty is a welcome idea. Keywords: Women Empowerment: Rural Poverty: Socio-Economic Skills: National Development: Sustainable Development.

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Section: Human Capital Developmentmentioning

confidence: 99%

Section: Innovation and Organisational Performancementioning

confidence: 99%

Empowering Rural Women with Socio-Economic Skills for Poverty Alleviation and Sustainable Development

Ojogbane¹

2022

AJRBSS

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“…HR actors in public sector organisations have considerable autonomy and are the guardians of professional HR practice (Bruns, 2014). They place value on standardised guidelines when making HR decisions and may perceive TM as something that falls outside their remit (Jacobson and Sowa, 2016).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Coaction Interrupted: Logic Contestations in the Implementation of Inter‐organisational Collaboration around Talent Management in the Public Sector in Scotland

Grant

Garavan

Mackie

2020

European Management Review

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Our study explores how human resources (HR) actors from 24 public sector organisations in Scotland interpret and address multiple and competing institutional logics in the context of the implementation of an inter-organisational collaboration within the public sector to develop and implement talent management (TM). Our findings reveal that HR actors encountered day-today difficulties in blending different versions of TM, the need to have professional autonomy versus the requirement to develop some shared TM practices, and the fit of TM practices with public sector organisations. We therefore found that institutional logics impacted in different ways on efforts to collaborate and the types of TM practices developed and implemented. Theoretically, our study findings reveal that HR actors have agency at the practice level and that powerful actors can advocate particular logics to protect their professional and organisational interests.

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“…Budhwar, Al-Yahmadi, Debrah (2002) highlighted the growing emphasis on human resource development (HRD) and the strategic approach to such HRD initiatives at a national level in Omani firms. Bruns (2014) evidenced that the forces of either strategic or administrative patterns refer to different layers and the sequencing of HRM activities within a process of HR system change.Uyar&Deniz (2012) investigated the -Entrepreneur Support Programme‖ in Turkey and confirmed that the human resource management practices and procedures could help the entrepreneurs to navigate their companies elevating the economy to a higher level. The above literature review guidelines the perspectives of the study towards human resource, capital investment through local procurement and local community development.…”

Section: Icv Backs Small and Medium Enterprises (Smes)mentioning

confidence: 99%

In-Country Value (Icv) – Entrepreneurial Opportunities in the Companies of Oman

Shezawi

Khan

2018

ijmier

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Purpose The objectives of the study are to analyze to the opportunities created for the new entrepreneurs through the In-Country Value (ICV) scheme; to analyze the benefits earned by the entrepreneurs through ICV in the selected companies of Oman and to critically analyze the impact of in-country value in the economic growth of Oman. Design/methodology/approach To carry out this research study, exploratory approach was adopted. Secondary data were obtained from seven selected companies in Oman, and the data was collected from the four perspectives of ICV, and the collected data was analyzed, and the conclusion was drawn. Findings The study reveals that ICV initiatives have brought a great change in the local economy through enhancement of human skills and exploration of the capabilities of human resources and the potentialities of SMEs and the ICV strategy opens opportunities to the new entrepreneurs from the local community to come up with self-employment and encourages local entrepreneurs. Research limitations/Implications The study reveals that the selected companies are following their own pattern of plans, programs, and strategies and there is no uniform pattern to adjudge their performances. The Ministries should define clear guidelines and periodic reports should be generated and should be publicized that will boost up the morale of the budding entrepreneurs and the local Small & Medium Enterprises (SMEs). Social implications The study reveals that the ICV strategy adds value to the growth of local economy and thereby the national economy through the efforts of SMEs of Oman. Originality/Value No one has ever examined the effect of ICV strategy in the local and economic development of Oman, it is a first-hand study of its kind, and the results will be useful to streamline the strategies for ICV initiatives.

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HR development in local government: how and why does HR strategy matter in organizational change and development?

Cited by 10 publications

References 89 publications

Empowering Rural Women with Socio-Economic Skills for Poverty Alleviation and Sustainable Development

Empowering Rural Women with Socio-Economic Skills for Poverty Alleviation and Sustainable Development

Coaction Interrupted: Logic Contestations in the Implementation of Inter‐organisational Collaboration around Talent Management in the Public Sector in Scotland

In-Country Value (Icv) – Entrepreneurial Opportunities in the Companies of Oman

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