Challenges of Modern Public Management from a Human Resources Perspective

Human resource management is not a new idea to be imposed on public services. This is a natural and essential part of management, all managers playing an active role in the process of managing their own staff. Managers manage people, and this is one of their basic responsibilities. But managers also manage other resources, including budgets and material resources. The description of people as resources can lead to the rejection of such labelling, because the human factor has a much higher intrinsic value than money or other material aspects. However, their non-recognition as a resource has led to diminished attention to the task of managing people. Accepting people as a resource emphasizes that they are at least as important as other resources, and that their good management requires levels of training similar to those needed to manage any other type of resource. This is especially true in the public sector where people remain the most valuable asset, as the provision of efficient public services largely depends on the competence of civil servants. All managers are responsible for the efficient management of their resources, the role of directors in the management and evolution of staff being as important as that of the manager specializing in human resources. Human resource management refers - like all management activities - to policies and procedures. The main objective of the article is to analyse the process elements that can influence human resource management.