Human Capital Tools and Strategies for the Public Sector - Book Report/Review Example

 “Human Capital Tools and Strategies for the Public Sector” by Sally Coleman Selden This book, “Human Capital Tools and Strategies for the Public Sector”, by Sally Coleman Selden includes discussion related to 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 grasp the information conveyed by the author. There are nine chapters of the book in total each of which talks about the importance of improving employee efficiency, as well as the ways to manage employees’ performances. The main concept provided by the author is that when public sector organizations introduce and implement employee-oriented practices, for instance, learning opportunities, merit-based recruitment and selection, performance appraisal systems, formal training systems, compensation plans, job security, internal career ladders, and employee involvement in decision making, employees tend to become more motivated, which consequently results in making organizations able to meet their goals and objectives successfully. The book starts with focusing on the significance of recruiting and selecting right people for right places within organizations because they are the people who work for the accomplishment of the goals and objectives of the organizations. Companies need to give enormous importance to the employee selection process because it works as the root for increasing overall organizational productivity. The better and targeted the employee selection will be, improved will be the working of the organization which will result in improving the levels of organizational output and efficiency. For right employee selection, the HR manager needs to give value to experience, qualification, and skills of employees regardless of racial, gender, and other differences. There must be some specific employee selection criteria in place for every job and it should be made considering the needs and specifications of the job. Moreover, the HR manager and whole HR selection committee should follow those criteria for doing right employee selection. Along with the task of employee selection, retaining the skilled employees is also a significant issue for public sector organizations. The reason is that a high employee turnover is never a good prospect for the cause of any organization because it works as a hurdle in the accomplishment of organizational goals and objectives. Therefore, retaining skilled employees is a critical task that needs proper emphasis and implementation of effective employee management techniques and practices. The author also focuses on the significance of developing an individual learning plan within organizations in the fourth chapter of the book. The main reason behind employee learning and development is to make new and existing employees able to perform their job tasks effectively and efficiently. If we talk from organizational perspective, we can say that learning and training are two of the most imperative employee development functions of any public sector organization since they are directly ensure quality in professional activities. Learning is a key stage of employee development process that results in improving the performance of employees and makes employees able to meet all types of public sector challenges. One can learn from the book that learning and training play a vital role in improving the skills and overall potential of employees which employees can use to perform their duties in an appropriate manner. The book also covers a discussion on developing employees and leaders. Employee development is a future-oriented practice that results in multiple benefits, such as, retaining key employees, incorporating technological advances, improvement in the quality of employees, and making employees meet global 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 an active 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 increased employee commitment and dedication, improved job performances, improved productivity, increased knowledge, improved employees’ skills and abilities, and improved working relationships between managers and employees. Employee learning and development are the two key issues discussed in the book. Having read the book, one comes to know the fact the learning and development serve many areas, such as, planning for promotions and transfers, preparation of employees for taking increased responsibilities, and identification of downward job opportunities. Companies use various types of models to manage employee development procedures. Along with selecting and appropriate model for employee learning and development, the HR department of public sector organizations also gives attention to various other factors, such as, implementation of new technology, changing demographics, globalization, diverse workforce management, and workforce diversity to increase organizational productivity and efficiency. The book also covers discussion on rewarding employee performances using incentives and compensations. One can learn from the book that employee benefits play a key role in increasing employee productivity and retaining key employees. Employee performance recognition, promotions, and employee benefits play an influencing role in lifting the level of employee satisfaction which is definitely of critical importance. Companies can make use of some useful ways to attract new employees and retain existing ones, such as, bonuses, paid leaves, salary increments, promotions, and allowances. Some of the main benefits that public sector organizations can get through implementation of employee benefits programs include resource integration, increased employee motivation, organizational development, hundreds of jobs applications from potential candidates, and improvement in business processes. One can also learn from the book that without employee motivation, organizations come across many significant problems, such as, poor employee performance, decreased employee productivity, decreased income and profits, decreased level of employee commitment, high employee turnover, and increased employee absenteeism. Summing it up, the book is well-organized and properly structured in terms of chapters, which makes the flow of information smooth and the readers become able to understand the concepts easily. The author has talked about the significance of recruiting and selecting right people at right time for right places within organizations. After this, the author has moved to the next steps, such as, developing employees, managing employee performances, retaining right employees, rewarding employees, and information about new directions in HR management. I personally suggest this book to every manager, leader, and human resource professional since it contains invaluable information that they may need in order to make an upward shift in the levels of employee performance and organizational productivity. References Selden, S. (2008). Human Capital: Tools and Strategies for the Public Sector. Washington: CQ Press. Read More