Theoretical Perspectives on Public Sector HRM - Vocabulary Flashcards

Vocabulary-style flashcards covering key concepts, terms, and ethical principles from the PSHRM lecture notes.

Public Sector HRM (PSHRM)

Public sector human resource management; influenced by political, social, and cultural environment; in South Africa, operates under constitutional democracy and differs from other countries.

Evolution of PSHRM

The progression from early developments to modern approaches, shaped by changing forces in society; key values include merit, political neutrality, representativeness, and efficiency; reforms often respond to corruption.

Early developments (PSHRM)

Initial phase where public services undergo reforms influenced by social and political forces; values such as merit, neutrality, representativeness and efficiency guide legislation; corruption and politicisation draw criticism.

Personal service system

Medieval system where officials were appointed by the ruler; government functions were centralized and later delegated to councils as tasks grew too complex.

Spoils system

System where hiring/firing authority shifts to political representatives; involves patronage, loyalty to the government of the day, and the idea that victory earns rewards (the spoils).

Industrial revolution / early capitalism

Period when workers were treated as commodities in the labour market, contractually bought and sold at negotiated prices; contractors and consultants emerge; workers pursue a career within this framework.

Commodity system (labour as commodity)

Concept that workers are commodities in the labor market, influencing how they are hired, valued, and managed within the public sector.

Modern approaches to PSHRM

Reforms initiated to counter rampant abuse and corruption; acknowledging the need for systemic change and modernization of HR practices in the public sector.

Single public service / Single Personnel

Effort to unify the public sector’s HRM: standardise norms and terms of service, coordinate delivery, and integrate practices; oversight by the Public Service Commission; risk of excessive centralisation leading to red tape and corruption.

Public Service Commission (PSC)

Oversight body extended over the entire public service to ensure accountability and uniform standards (as part of single public service reforms).

Equal employment equity

Policy component aimed at fair representation and opportunities for historically disadvantaged groups within PSHRM.

Affirmative action

Policy measures designed to promote equal opportunities for groups who have been historically disadvantaged, integrated into modern PSHRM.

Collective bargaining

Process of negotiating terms and conditions of employment between employers (public sector) and employee representatives, influencing PSHRM practices.

Contemporary SA perspectives of PSHRM

Views that HR is a valued institutional asset, seen through visionary and contingency lenses, with open systems and integrated approaches across the public sector.

Visionary perspective

Viewing PSHRM with long-term, strategic foresight to guide future reforms and capabilities.

Contingency perspective

Approach recognizing that HR practices should fit the specific context and needs of each public organization rather than a one-size-fits-all model.

Open systems perspective

Idea that PSHRM operates within an open, interdependent environment requiring integration with external and internal factors for effectiveness.

Integrated PSHRM perspective

Holistic view of HRM in the public sector, aligning strategy, structure, processes, and people across the organization.

Professional service ethos

Emphasis on maintaining a professional culture and standards within PSHRM to enhance integrity and service quality.

Constitution Act 108 of 1996 (ethics)

Legal framework stipulating high standards of professional ethics for public officials and the ethical conduct expected in PSHRM.

Values and principles in professional ethics (PSHRM)

Constitutional ethics include: high standards; efficient, effective and economical use of resources; development orientation; fair, equitable and unbiased service; public participation; accountability; transparency; timely, accurate information; and maximizing human potential.