Human Capital Tools and Strategies for the Public Sector by Sally Coleman Selden - Book Report/Review Example

? REVIEW - HUMAN CAPITAL TOOLS AND STRATEGIES FOR THE PUBLIC SECTOR BY SALLY COLEMAN SELDEN Due Review This book, ‘HumanCapital Tools and Strategies for the Public Sector’, by Sally Coleman Selden mainly covers the discussion about the tools and strategies to improve the efficiency of public sector organizations. The structure of the book particularly the sequence in which the topics are covered makes it easy for the readers to properly understand the information conveyed by the author. There are nine chapters of the book each of which talks about the importance of improving employee efficiency, as well as the ways to manage their performances. Te basic concept provided by the author is that when public sector organizations introduce and implement employee-oriented practices, such as, merit-based recruitment and selection, learning opportunities, formal training systems, performance appraisal systems, compensation plans, internal career ladders, job security, and employee involvement in decision making, employees become more motivated which consequently helps organizations in meeting their goals and objectives. The book starts with stressing on the importance of recruiting and selecting right people for the organizations because they are the people who have to work for the cause of the organizations. Companies need to give huge importance to the recruitment and selection phase because it works as the root for overall organizational productivity. The better the employee selection will be, improved will be the level of organizational output and efficiency. In order to do right selection, the HR manager should always give value to experience, qualification, and skills regardless of racial, gender, and other differences in employees. There must be some specific selection criteria for every job which should be made in accordance with the needs and specifications of the job and HR manager should follow those criteria for doing right selection. Along with employee selection, retaining the right employees is also a considerable issue for the public sector organizations. High employee turnover is never a good prospect for any organization and works as a hurdle in the achievement of goals and objectives. Highly skilled employees can only be retained through effective employee management techniques and practices. The author also stresses on the importance of developing an individual learning plan in the fourth chapter of the book. The main purpose of employee learning and development is to make new and existing employees capable of performing their job tasks in an effective manner. If we talk from organizational perspective, we can say that learning and training are the most important employee related functions of any public sector organization because they are directly related to the deliverance of quality in professional activities. Learning is a key phase of employee development process which results in improving the performance of employees and makes employees able to meet all types of public sector challenges. Learning and training enhance the skills and potential of employees which employees can use to carry out their job responsibilities in an appropriate manner. Learning enhances knowledge and skills which one can use to deliver high level job performances. The book also covers a discussion on developing employees and leaders. Employee development is a future oriented process that results in multiple benefits, such as, improvement in the quality of employees, incorporating technological advances, retaining key employees, and making employees meet global competition challenges. Employee development occurs through training, as well as through effective employee management. Public sectors organizations should focus on developing good leaders from employees because when employees will have the qualities of a good leader, they will not only show commitment to the cause of the organization but also will play a dynamic role in motivating other employees in carrying out their job responsibilities properly. Some of the main benefits that employee development can bring to the company include improved job performances, increased employee commitment and dedication, improved employees’ skills and abilities, increased knowledge, improved productivity, and improved working relationships between employees and managers. Employee learning and development are the two main issues discussed in the book. After reading the book, one knows the fact the learning and development serve many areas, such as, preparation of employees for taking increased responsibilities, planning for promotions and transfers, and identification of downward job opportunities. Companies use different types of models to organize employee development procedures. Along with selecting the model for employee learning and development, the HR department of public sector organizations gives attention to many other factors, such as, globalization, changing demographics, implementation of new technology, and workforce diversity to increase organizational efficiency and productivity. The book also covers the discussion about rewarding employee performances through incentives and compensations. One can learn from the book that the role of employee benefits in increasing employee productivity and retaining key employees of a company is critical. Promotions, employee performance recognition, and benefits play an influencing role in raising the level of employee satisfaction which is of critical importance for improving the levels of job productivity and efficiency. Companies can make use of some valuable benefits to attract new employees and retain existing ones, such as, bonuses, promotions, salary increments, paid leaves, and allowances. Some of the main benefits that public sector organizations can get from the implementation of employee benefits program include increased employee motivation, resource integration, hundreds of jobs applications from potential candidates, organizational development, and improvement in business processes. Without employee motivation, companies come across a number of problems, such as, decreased income and profits, decreased employee productivity, poor employee performance, high employee turnover, decreased level of employee commitment, and increased employee absenteeism. Rewarding employee performances the way they should be keeps employees satisfied with their jobs which consequently reaps many benefits for the organizations. Summing it up, the book is well-organized in terms of chapters which makes it easy for the readers to understand the included concepts. She has talked about the importance of recruiting and selecting right people for the organizations and then moved to the next steps, such as, retaining right people, developing employees, managing employee performances, rewarding employees, and new directions in human resource management. I personally recommend this book to every manager and human resource professional because it contains all information that one needs to have in order to improve employee performance and organizational productivity. References Selden, S. (2008). Human Capital: Tools and Strategies for the Public Sector. Washington: CQ Press. Read More