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Public Human Resource Management: Strategies and Practices in the 21st Century

by Randy Paul Battaglio CQ Press
Pub Date:
Pbk 440 pages
AU$229.00 NZ$234.78
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Public Human Resource Management: Strategies and Practices in the 21st Century offers a novel take on public human resource management (PHRM) by providing practical guidance for practitioners operating in a drastically reformed HR environment. A comprehensive introduction to contemporary public HR management, this text incorporates analysis of the impact of the private sector-oriented reforms over the last few decades that have aimed to bring greater efficiency and productivity to the public sector. Reviewing foundational topics like recruitment and retention, pay and benefits, equal employment opportunity, and performance appraisal in light of five key reforms (decentralisation, deregulation, declassification, privatisation, and performance-based pay), author R Paul Battaglio assesses how the traditional practice of public HR has changed - and not necessarily for the better. New material on human resource information systems, managing motivation in the public sector, and public HR management education is included - a topic rarely found in contemporary PHRM texts. Public Human Resource Management is an essential guide to public HR management and navigating the challenges and opportunities posed in the changing landscape of HR reform.

• Coverage of key PHRM topics with chapter-specific assessment of pertinent reforms give students a review rarely covered by contemporary texts
• Real world case studies illustrate the promise, pitfalls, and challenges of PHRM reforms
•End-of-chapter exercises give readers the opportunity to consider issues faced by HR practitioners and to apply what they’ve learned
• Special coverage of HR from the perspective of nonprofit organizations is featured in a “Nonprofits in Focus” box in each chapter.

Part I: FoundationsChapter 1:Introduction: Public Human Resource Management in the 21st Century Public HRM Reform: An Overview Implications for Public HRM Organization of the Book ReferencesChapter 2:Evolution of the Public Service in the United States Government by Gentlemen: The Guardian Period (1789-1829) Government by the Common Man: The Spoils Period (1829-1883) Government by the Good: The First Reform Period (1883-1906) Government by the Efficient: The Scientific Management Period (1906-1937) Government by Individuals: The Behavioralism Period (1937-1964) Government by Equality: The Civil Rights Period (1964-1978) Government by Reform: The Managerialist Period (1978-present) Assessing the Impact of PHRM Reform Conclusion ReferencesChapter 3: Employment Law in the Public Sector The Legal Landscape of PHRM Codified Law in the United States and PHRM The Constitutional Rights of Public Employees Nonprofits in Focus: Employee Privacy and Nonprofit Organizations: The Age of Social Media Public Employees and Constitutional Torts The Legal Environment of PHRM in an Era of Reform Conclusion References Appendix: Important Public Sector Employment Law Cases Case 3.1: Freedom of Speech and Public Employment Law ExerciseChapter 4: Equal Employment Opportunity, Affirmative Action, and Diversity Planning Representative Bureaucracy as Administrative Theory The Civil Rights Movement Equal Employment Opportunity, Affirmative Action, and Diversity Does Diversity Matter? Additional EEO Concerns Nonprofits in Focus: Diversity, Sexual Orientation, and NPOs Equal Employment, Diversity, and PHRM Reform Conclusion References Case 4.1: The Courts and PHRM Reform a The Jefferson County, Alabama, Personnel Board ExercisePart II: FunctionsChapter 5: Recruitment and Selection The Legal Climate Regulating Selection and Hiring Practices Recruitment for Public Service Nonprofits in Focus: Recruiting Online Volunteers Selection Procedures Assessing Reliability and Validity of Selection Procedures Employee Recruitment and Selection in an Era of PHRM Reform Conclusion References Case 5.1: Decentralization, Declassification, and Efficiency: Recruitment and Selection Reform in the State of New York Civil Service ExerciseChapter 6: Pay and Benefits Laws Affecting Compensation Policy and Practice in the Public Sector Job Analysis: The Foundation of Public Sector Compensation Objectives, Strategies, and Structures of Public Sector Compensation Nonprofits in Focus: Executive Pay in Nonprofit Organizations:A Comparison Alternative Compensation Systems Performance Appraisal in an Era of PHRM Reform Contemporary Benefits in the Public Sector Pay and Benefits in an Era of PHRM Reform Conclusion References Case 6.1:Rhode Islandas Bid for Performance-Based Compensation Reform ExercisesChapter 7: Performance Appraisal Performance Appraisal: Purpose and Process Criteria Used in Performance Appraisals The Question of Reliability and Validity Methods for Appraising Employee Performance in the Public Sector Nonprofits in Focus: Poor Performers in NPOs Alternative Appraisal Methods Avoiding Rater Error and Bias Performance Appraisal in an Era of PHRM Reform Conclusion References Appendix: Performance Appraisal Report Example Case 7.1: The Mouse that Roared ExercisesChapter 8: Managing Motivation in the Public Service Defining Public Service Motivation Nonprofits in Focus: Do Public Employees Volunteer? PSM and Public Human Resource Management Motivation and PHRM Reform References Case 8.1: 'Radicala Civil Service Reform in Georgia ExerciseChapter 9: Labor Relations in the Public Sector Unions and Labor-Management Relations Setting the Stage: Rise of Private Sector Labor Unions Unionism in the Public Sector Frameworks for Labor-Management Relations Developing a Framework for Collective Bargaining Labor Management Relations in a PHRM Reform Environment Nonprofit in Focus: Labor Relations, Collective Bargaining, and NPOs Conclusion References Case 9.1: Labor Unions and Civil Service Reform: Florida and Service First ExercisePart III: The FutureChapter 10: Privatizing Human Resource Functions in the Public Sector Privatization of Public HR Management Nonprofits in Focus: Outsourcing Volunteer Management The Legal Environment of PHRM Outsourcing Managing Privatization Pitfalls to PHRM Privatization Conclusion:Incorporating Public Value into Privatization References Case 10.1: Privatizing State Services in Louisiana ExerciseChapter 11: Human Resource Information Systems History of HRIS HRIS Applications Types of HRIS HRIS Software Nonprofits in Focus: Volunteer Management Software HRIS Applications in the Public Sector Legal Considerations Related to HRIS HRIS and PHRM Reforms Conclusion References Case 11.1: Edward Snowden and the Safeguarding of Information ExerciseChapter 12: Strategic Public Human Resource Management Human Capital Management Thinking Strategically about Human Resource Management in the Public Sector Strategic Human Resource Management and Workforce Planning Practical Steps toward Strategic Public Human Resource Management Nonprofits in Focus: Strategic Planning in the Nonprofit Sector SHRM in an Era of PHRM Reform Conclusion References Case 12.1:Louisiana and Vision 2020 ExerciseChapter 13: Public Human Resource Management Education The Traditional Core of Public HRM HRM Reform: Factors Influencing Vocation Implications for Public HRM Education Evaluating Private Sector Models of HRM Education: Graduate Programs in HRM Status and Future of PHRM Education Training and Development Conclusion: Proposals for Change References Case 13.1: Assessing Future Knowledge and Skill Sets in a PHRM Reform Environment ExerciseChapter 14: Conclusion: Challenges and Opportunities Challenges of PHRM Reform Opportunities: The Future of PHRM Final Thoughts References

and ldquo;I am impressed by the selection of the materials covered in the text. The inclusion of HRIS is a very welcome addition to the HR content. As far as I am aware, this is the first textbook to include a substantive discussion of HRIS among the topics covered. HRIS has been previously confined to stand-alone handbooks, trade books, scholarly books and numerous journal articles. The book is also strong on public service applications and perhaps the most up-to-date volume on reforms in the profession.No other book I am aware of provides a concise analysis of the impact of PHRM reforms relevant for the 21st century learner. Dr. Battaglio is one of the field and rsquo;s leading minds and he has written a most integrated book on 21st-century human resource management directions and reforms. His work seamlessly integrates HRM reforms within the overall architecture of the larger field of public administration. and rdquo; Eric Otenyo and ldquo;Public Human Resource Management is very thorough and covers all of the important areas in preparing a 21st-century public administrator.I am very impressed with the case studies and tables within the book.They are very relevant to issues that are important to public administration practitioners.The text is definitely different than other books on the market because it covers new and exciting topics such as HR Information Systems and Privatization.In the past, I have found myself looking for several different resources and compiling them but this book has included those items, such as strategic planning and management and diversity and social equity.I am really excited about using this text. and rdquo; Veronica Womack
Dr. Battaglio is Associate Professor of Public Affairs at The University of Texas at Dallas. His research interests include public human resource management, organization theory and behavior, public and nonprofit management, comparative public policy, and research methods. Dr. Battaglio is currently the Editor-in-Chief of the Review of Public Personnel Administration.