Paradigm Shift in Public Administration and Its Effect on Public Sector Human Resource Management Practices and Knowledge
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Abstract
The purpose of this academic article is to present the process by which public sector organizations adapt their human resource management (HRM) practices and knowledge to changes in the global environment and the paradigms of public administration. The author employed a content analysis approach by assessing research articles and scholarly works and found that change in HRM practices and knowledge in the public sector is the result of a change in the global context and the paradigms of public administration. In this regard, the author can divide public sector HRM practices and knowledge into 2 aspects: classical HRM view and contemporary HRM view. As we known, globalization, capitalism, and disruptions nowadays have affected operations of public sector organizations, including managing public sector employees. The author suggested that modern public sector organizations should become “people-centric organizations” and appreciate the intangible value of employees as well as to the added value created by human resources. Finally, public sector organizations should utilize strategic human capital management to help them achieve a sustained competitive advantage.
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