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公共行政与公共管理经典译丛·经典教材系列:公共部门人力资源管理(第2版)

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公共行政与公共管理经典译丛·经典教材系列:公共部门人力资源管理(第2版)

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关注部门人力资源管理最亲发展,反映公共部门人力资源管理实践变化,回应公共部门人力资源管理教学需要。
《公共行政与公共管理经典译丛·经典教材系列:公共部门人力资源管理(第2版)》致力于回答以下三个问题:
公共部门人力资源管理的基础是什么?如何设计与实施公共部门人力资源管理方案?如何协调员工关系,提升公共部门工作效率?
《公共行政与公共管理经典译丛·经典教材系列:公共部门人力资源管理(第2版)》是关介绍“公共部门人力资源管理”的教学用书,书中阐述了公共部门人力资源管理的背景与基础,包括公共服务与法律基础;介绍了公共部门人力资源管理的各种职能、方法及其流程,包括人员招聘、人员选拔、职位管理、薪酬管理、人员培训、绩效考评等;并研究了公共部门人力资源管理与家庭、工会、政府以及工作效率提升之间的关系。
Content Description

《公共行政与公共管理经典译丛·经典教材系列:公共部门人力资源管理(第2版)》阐述了公共部门人力资源管理的背景与基础,包括公共服务与法律基础;介绍了公共部门人力资源管理的各种职能、方法及其流程,包括人员招聘、人员选拔、职位管理、薪酬管理、人员培训、绩效考评等;并研究了公共部门人力资源管理与家庭、工会、政府以及工作效率提升之间的关系。因其观点新颖、编写系统、内容翔实且颇具实用性,《公共行政与公共管理经典译丛·经典教材系列:公共部门人力资源管理(第2版)》受到了美国高校相关专业师生的普遍欢迎,成为公共部门人力资源管理领域的畅销教材。
Author Description

埃文·M·伯曼美国路易斯安那州立大学公共行政学教授。其主要研究领域涉及人力资源管理、工作效率、地方政府等方面。已出版《公共管理和政策分析人员统计学精要》等著作。
詹姆斯·S·鲍曼美国佛罗里达州立大学公共行政学教授。其主要研究领域是人力资源管理,伦理学和质量管理。已出版《职业优势:公共服务中的技能三角》等著作。
乔纳森·P·韦斯特美国迈阿密大学政治科学教授。韦斯特教授的研究兴趣包括人力资源管理。工作效率、地方政府和伦理学。已出版《美国政治与环境》等著作。
Catalogue

导论
第一部分 公共部门人力资源管理的背景和挑战
第1章 公共服务传统及其对人力资源管理的影响
1.1 公共部门人力资源主管面临的问题
1.2 工作环境变化与主要问题’
1.3 人力资源管理的问题
1.4 历史与体制背景下的改革潮流
1.5 克林顿和布什政府改革对人力资源的影响
1.6 价值观、道德与人力资源管理
本章小结
关键术语
应用练习
注释
参考文献

第2章 员工的法定权利和责任
2.1 工作权利和责任
2.2 隐私权问题
2.3 歧视
本章小结
关键术语
应用练习
参考文献

第二部分 公共部门人力资源管理的过程与方法
第3章 人员招聘
3.1 招聘过程中的因素分析
3.2 招聘的步骤
3.3 规划与审批
3.4 职位公告
3.5 招聘策略
3.6 提高招聘成功率
本章小结
关键术语
应用练习
注释
参考文献

第4章 人员选拔
4.1 甄选的基础与起源
4.2 选拔的六个历史发展时期
4.3 甄选的四个阶段
4.4 最初的审查和测评
4.5 面试和背景审查
4.6 选择和协商
4.7 录用之后和聘用事宜
本章小结
关键术语
应用练习
注释
参考文献

第5章 职位管理
5.1 人事策略的三种类型
5.2 职位分类和管理的起源
5.3 人事模式与职位分类系统
5.4 工作分析的使用和方法
5.5 工作描述和职位描述
本章小结
附录A 工作描述和职位描述的比较
附录B 正式的工作分析方法
关键术语
应用练习
注释
参考文献

第6章 薪酬管理
6.1 公平理论
6.2 劳动力市场驱动与外部竞争力
6.3 工作内容与内部一致性
6.4 人员套级与个人贡献
6.5 启示
本章小结
关键术语
应用练习
注释
参考文献

第7章 组织与家庭之间的和谐管理
7.1 人力资源和工作环境的变化趋势
7.2 家庭与工作计划
7.3 健康、安全与保健计划
7.4 弹性工作安排
7.5 执行、评估和评价
7.6 避免和应对工作中的矛盾
7.7 最佳工作环境
本章小结
附录A 关于远程办公安排与组织和职员的有关问题
附录B 关于亲职员政策执行的有关问题
关键术语
应用练习
注释
参考文献

第8章 培训与开发
8.1 培训和开发的战略
8.2 学习的一般规律
8.3 培训方法
8.4 评估和评价
本章小结
关键术语
应用练习
参考文献

第9章 绩效考评
9.1 绩效考评的演变
9.2 几种常见的绩效考评体系
9.3 考评主体
9.4 考评误差
9.5 提高考评认同度
9.6 考评结果应用:处分
本章小结
关键术语
应用练习
注释
参考文献

第三部分 公共部门人力资源管理的未来展望
第10章 工会与政府
10.1 关于工会的不同观点
10.2 员工与组织之间的困境和矛盾
10.3 谈判代表和集体谈判
10.4 员工和组织之间的对立与和谐
本章小结
附录A 关于经理们处理与工会关系问题的建议
附录B 谈判清单及观察记录
关键术语
应用练习
注释
参考文献

第11章 人力资源管理与生产率
11.1 帮助组织变革
11.2 提升生产率的策略
11.3 提升人力资源管理的作用
本章小结
关键术语
应用练习
参考文献

第12章 结论
12.1 新技术和人员素质
12.2 面对悖论,承担起个人责任
12.3 使命
参考文献
词汇表
人名索引
主题索引
Book Abstract

第一部分 公共部门人力资源管理的背景和挑战
第1章 公共服务传统及其对人力资源管理的影响
有关什么是“好的政府”在美国已经有了很深的基础。人们早就认识到,对于一个好的、有效的政府而言,关键是要雇用优秀的、经过培训的、有较好业绩的员工,以及制定一套合适的管理机制。事实上,对于政府绩效降低的原因,一直存在两个截然对立的思想学派。其中一派认为,政府绩效降低是由于雇用了“不能胜任的人”;而另外一派则认为,是由于存在着“邪恶的制度”(Ehren-halt,1998)。有些人已经指出,要恢复人们对政府的信心属于一个“伦理学”的问题(West & Berman,2004)。根据以上观点,良好的动机和符合伦理道德的行动是创立一个高绩效的工作环境的关键所在。
优秀的员工、良好的制度以及良好的动机,是相互联系的三个因素,也是本章要讨论的焦点。政府公务员是政府最重要的资源,而管理这些最重要的资源的人也应该是优秀的人才。人力资源管理部门的工作并不多,但是管理者的工作却至关重要。他们的能力大小与政府的绩效和成就息息相关,而这些人所操作的制度更是决定着公共事务的结果。人力资源管理已经采取了很多形式,也包含很多活动,如招聘、补偿、分类和培训等。至于第三个因素--动机,是指要某人应该完成的各项任务以及指导其完成这些任务所需要的价值观。政府员工和管理者们的动机由个人和组织的价值观、伦理道德所组成,并具体指导着他们的行动。令人钦佩的动机决定着政府的绩效,特别是现在重点强调的公民服务更是如此。
本章中,我们将从如何鉴别人力资源管理的各项重要功能开始讨论。这项任务应该从施政人力资源官员的角度去做,他们面对人员管理问题,而这些问题必须通过与管理者合作才能解决。政府人员的管理要求充分考虑组织背景、关键的运行原则、改革“潮流”对公共服务影响的历史演变以及制度环境等知识。讨论完这些主题之后,我们将更多地关注当代的发展问题:介绍目前源于政府改革、公共部门价值观念及道德规范变化等创举,以求反映公共部门人力资源管理的连续性。综观公共部门的人力资源管理,是不乏自相矛盾的事情的。介绍公共部门“传统”的知识背景可以为更为专业的以后各章奠定基础。
1.1 公共部门人力资源主管面临的问题
玛丽亚·赫尔南德兹(Maria Hernandez)是东南部某个大城市的人力资源部门的主管。她主管的部门有测评、发展与培训、分类、员工关系和薪酬/福利等5个处。像大多数大城市人力资源部门主管一样,赫尔南德兹夫人也面临着一大堆棘手的问题,这些问题给她和市政府带来挑战、威胁和机会,也使得她的工作变得十分复杂。
……

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