PowerPoint

1. Jacob Birtwhistle
MPA 625
Professor Kittredge

2.  Relationship between individuals and the
organization
 Technical functions
 Policies and strategies
 Meeting and shaping future needs (Berman, Bowman, West, & Van Wart,
2016)
 Critical Functions
 Hiring
 Compensation
 Legal rights
 Training and development (Berman, Bowman, West, & Van Wart, 2016)
 Four Principles
 Understand the values inherent to public service
 Understand and integrate non-civil service systems
 Understand that the public has rights beyond merit principles
 Provide leadership for the workforce (Ibarra, 2016)

3.  Regulations and laws govern all aspects
 Recruitment
 Placement
 Development
 Compensation (INC, 2018)
 Title VII Civil Rights Act 1964
 Sex
 Religion
 Race
 Color
 National origin (INC, 2018)
 Equal Employment Opportunity Commission

4.  One of the most critical functions (Davidson,
Lepeak, & Newman, 2007)
 Attract a diverse and qualified pool of
candidates
 Five main elements
 The breadth and quality of the process
 Size of the labor pool and location of jobs
 Pay and benefits
 Job Quality
 Organizational Image (Berman, Bowman, West, & Van
Wart, 2016)
 Applicant-focused

5.  Begins when the application has been received
(Berman, Bowman, West, & Van Wart, 2016)
 Hire the most qualified candidates
 Ability
 Skill
 Education
 Knowledge (Abrams, Wiesen, & McAttee, 1990)
 Four Phases
 Qualifications
 Screened
 Selecting the top candidate
 Confirming qualifications (Berman, Bowman, West, & Van Wart, 2016)

6.  Cheap, underused, powerful (Full Circle, 2018)
 Critical for performance management
 Where employee needs to improve
 Where employees are doing well (OPM, 2018)
 Most effective when specific goals are
established
 Goals should be established when employment begins (OPM, 2018)
 Effective feedback can motivate and improve
performance
 Inconsistent feedback can decrease performance (DeFranzo, 2015)
 Psychological contract is an unwritten contract
 Addresses mutual needs and goals
 Important to be upfront and honest (HR Zone, 2017

7.  Adaptable to needs of the workforce
 Dual career couples
 Non-traditional families(Berman, Bowman, West, & Van Wart, 2016)
 Employee Friendly Programs
 Child care
 Military leave
 Wellness programs
 Employee assistance programs (Berman, Bowman, West, & Van Wart, 2016)
 Training helps performance
 Increase in productivity (Sum, 2013)
 Identify specific learning objectives (HRM, 2018)
 Different learning styles (Dalto, 2014
 Visual
 Auditory
 Kinesthetic (Dalto, 2014)

8.  Controversial topic
 Viable tool for public sector
 Better pay
 Better benefits (ASI, 2018)
 Important to stay up-to-date on current trends
(Berman, Bowman, West, & Van Wart, 2016)
 Managers should know the collective
bargaining process
 Knowledge on collective bargaining will allow
managers to be successful (Berman, Bowman,
West, & Van Wart, 2016)

9.  Email: Jacob.birtwhistle@yahoo.com
 Phone: 916-555-5555
 Please see the link below to access the script for
this presentation

10.  References
 Abrams, N., Wiesen, J., & McAttee, S. (1990). Employment Testing: A Public Sector Viewpoint. Persnonnel Asessment Monographs, 1-72.
 ASI. (2018). Public Sector Unions. Retrieved from Albert Shanker Institute: http://www.shankerinstitute.org/issue-areas/public-sector-unions
 Berman, E., Bowman, J., West, J., & Van Wart, M. (2016). Human Resource Management in Public Service. Los Angeles: Sage Publications.
 Berman, E., Bowman, J., West, J., & Van Wart, M. (2016). Human Resource Management in Public Service. Los Angeles: Sage Publications.
 Bianca, A. (2017, September 26). The Importance of Training & Development in the Public Sector. Retrieved from Bizfluent: 2017
 CAL HR. (2018). The Hiring Process. Retrieved from Department of General Services: http://www.dgs.ca.gov/dgs/Careers/Hiring.aspx
 Dalto, J. (2014, March 19). HOW TO CREATE AN EFFECTIVE TRAINING PROGRAM: 8 STEPS TO SUCCESS. Retrieved from Convergence:
https://www.convergencetraining.com/blog/how-to-create-an-effective-training-program-8-steps-to-success
 Davidson, G., Lepeak, S., & Newman, E. (2007). Recruiting and Staffing in the Public Sector. International Public Management Association for Human Resources.
 DeFranzo, S. (2015, July 1). 5 Reasons Why Feedback is Important. Retrieved from Snap Surveys: https://www.snapsurveys.com/blog/5-reasons-feedback-important/
 Full Circle. (2018). The Importance of Feedback | Why Is Feedback Important. Retrieved from Full Circle Feedback: https://www.fullcirclefeedback.com.au/360-power-of/
 HR Zone. (2017). What is a Psychological Contract. Retrieved from HR Zone: https://www.hrzone.com/hr-glossary/what-is-a-psychological-contract
 HRM. (2018). Designing a Training Program. Retrieved from Libraries: http://open.lib.umn.edu/humanresourcemanagement/chapter/8-4-designing-a-training-program/
 Ibarra, P. (2016, May 11). Getting More Value Out of the Government HR Department. Retrieved from Governing: http://www.governing.com/columns/smart-mgmt/col-getting-more-
value-government-human-resources-department.html
 INC. (2018). Human Resources Management and the Law. Retrieved from INC: https://www.inc.com/encyclopedia/human-resources-management-and-the-law.html
 Migrant Education. (2001). Comprehensive Needs Assessment. Office of Migrant Education.
 Miller-Merrell, J. (2017, April 11). 18 Job Boards Perfect for Diversity Recruiting and Compliance Efforts. Retrieved from Workology: https://workology.com/18-job-boards-perfect-for-
diversity-recruiting-compliance-efforts/
 OPM. (2018). Performance Management. Retrieved from OPM.Gov: https://www.opm.gov/policy-data-oversight/performance-management/performance-management-
cycle/monitoring/feedback-is-critical-to-improving-performance/
 SHRM. (2016, October 13). Staffing the Human Resource Function. Retrieved from Society For Human Resource Management: https://www.shrm.org/resourcesandtools/tools-and-
samples/toolkits/pages/staffinghrfunction.aspx
 Sum, V. (2013). A Framework for Managing Training Programs to Enhance Organizational Operation Performance. Retrieved from SIU:
http://opensiuc.lib.siu.edu/cgi/viewcontent.cgi?article=1051&context=ojwed