Gestion des ressources humaines dans le secteur public et privé
By: SAINSAULIEU, Renaud
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ArticlePublisher: Paris : IIAP, janv./mars 1989Revue Française D'Administration Publique 49, p. 73-80Abstract: Today, human resources management (HRM) is structured around the development of a collective capability, the search for individual commitment, and the management of the problems associated with employment. HRM is an organizational response to an environment in crisis. The changes taking place in the administrative sector's environment can only provide a spur to reform of human resources management if the administrative authorities adopt an open attitude to this environment, while drawing on their human potential and "company culture" to hammer out a project and mobilize staff. The civil service hs advantages: security of tenure, cultural homogeneity (the culture of public service), and experience in collective policy-making. To handle this opening properly, personnel management coud be developed along three lines: increasing inflows of staff from other sectors, encouraging mobility between regions, professions, specializations, and countries, and using existing collective capabilities to promote a more decentralized administration
Today, human resources management (HRM) is structured around the development of a collective capability, the search for individual commitment, and the management of the problems associated with employment. HRM is an organizational response to an environment in crisis. The changes taking place in the administrative sector's environment can only provide a spur to reform of human resources management if the administrative authorities adopt an open attitude to this environment, while drawing on their human potential and "company culture" to hammer out a project and mobilize staff. The civil service hs advantages: security of tenure, cultural homogeneity (the culture of public service), and experience in collective policy-making. To handle this opening properly, personnel management coud be developed along three lines: increasing inflows of staff from other sectors, encouraging mobility between regions, professions, specializations, and countries, and using existing collective capabilities to promote a more decentralized administration
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