Personnel Management in Government Agencies and Nonprofit Organizations

by Dresang; Dennis

• ISBN13: 9780205616794
• ISBN10: 0205616798
• Edition: 5th
• Format: Hardcover
• Copyright: 2008-01-28
• Publisher: Routledge

Summary

The long-awaited new edition of this highly praised text now includes full coverage ofpolicy issues and professional practice in nonprofit organizations, as well as at every level of government. It retains the characteristics that have made previous editions a success: an accessible writing style, and an abundance of practical exercises and real life case studies. In addition to full coverage of the increasingly important role of personnel management in nonprofit organizations, this new edition has been thoroughly updated with the latest in scholarship and research and includes timely material on succession planning, post 9-11 security concerns, increased reliance on volunteers, and the challenges and opportunities of outsourcing.

Table of Contents

Preface	p. ix
Introduction	p. 1
Introduction: Personnel Management in Government Agencies and Nonprofit Organizations	p. 1
Productivity	p. 3
Government Setting	p. 4
Nonprofit Setting	p. 5
Personnel Specialists	p. 5
Plan of the Book	p. 9
Case Study	p. 11
Public Policies for Personnel Management in Government Agencies and Nonprofit Organizations	p. 14
The Development of the Merit System	p. 14
George Washington and his Men of Character	p. 15
Andrew Jackson and Spoils	p. 17
The Merit System and Machine Politics	p. 19
Merit and the Constitution	p. 21
Scientific Management and Efficient Government	p. 23
The New Deal and Public Management	p. 24
Specialization and Professionalism	p. 25
Re-Thinking Merit	p. 26
Contracting: The New Patronage?	p. 27
Ethics, Rights, and Responsibilities	p. 32
Political Neutrality: Government Employees	p. 33
Free Speech	p. 37
Restrictions on Nonprofit Organizations	p. 40
Religion	p. 40
Whistleblowing	p. 41
Codes of Ethics for Public and Nonprofit Employees	p. 43
Rights to Privacy	p. 47
Drug Testing	p. 48
Privacy and New Technologies	p. 48
Liability of New Government Employees	p. 49
Case Study	p. 51
Diversity	p. 55
The Concept of Representative Bureaucracy	p. 56
Who Is Represented	p. 58
Measures of Diversity	p. 60
The Record	p. 61
The Legal Mandates	p. 65
Diversity Planning	p. 71
Productivity	p. 80
Job Design	p. 82
Ability	p. 83
Effort	p. 83
Working Conditions	p. 90
Evaluation	p. 92
Organization for Personnel Management	p. 98
Organization Theory	p. 98
History of Personnel Organization in Government	p. 100
Technical Core Structures of Personnel Management	p. 101
Agency Linkages	p. 103
Management in a Central Personnel Office	p. 106
Institutional Relations	p. 107
Organizational Needs	p. 116
Succession Planning	p. 116
Incrementalism and Personnel Management	p. 117
Use of Human Resource Planning	p. 118
Approaches Toward Succession Planning	p. 120
A Model for Succession Planning	p. 121
Position Analysis and Job Evaluation	p. 139
Approaches to Position Analysis	p. 141
Conducting a Functional Job Analysis	p. 142
Position Description	p. 145
Position Classification	p. 147
Maintaining a Classification System	p. 150
Alternatives to Position Classification	p. 151
Job Evaluation	p. 153
Position Analysis Exercise	p. 157
Performance Evaluation	p. 165
The Use of Performance Evaluations	p. 165
Problems of Measurement	p. 169
Types of Performance Evaluation	p. 170
The Evaluators	p. 173
Appeals	p. 175
Performance Interview	p. 176
Performance Evaluation Exercises	p. 177
Selecting Employees	p. 184
The Selection Process: An Overview	p. 185
Recruitment	p. 188
Job Announcements	p. 190
Application forms	p. 192
Minimum Qualifications	p. 196
Examinations	p. 198
Types of Examinations	p. 200
Examination Validity and Reliability	p. 204
Determining Passing Scores	p. 207
Veterans' Preference Points	p. 208
Certification	p. 209
Interviews and Selection	p. 212
Probationary Period	p. 214
Job Announcement Exercise	p. 216
Employee Needs	p. 221
Employee Training and Development	p. 221
Systematic Approach to Training	p. 222
Volunteers	p. 228
Career Development	p. 228
Career Planning Exercise	p. 235
Health and Safety	p. 240
Violence	p. 241
Safety	p. 246
Personal Care	p. 248
Family Care	p. 250
Case Study	p. 252
Discipline and Dismissal	p. 257
Historical Developments	p. 258
Types of Job Security	p. 259
Why Fire Employees?	p. 260
Disciplinary Processes	p. 264
Standards for Disciplinary Action	p. 271
Sexual Harassment	p. 272
Retaliation	p. 273
Appeal of Employee Dismissal Exercise	p. 274
Compensation	p. 279
The Principles of Compensation	p. 280
Forms of Compensation	p. 284
Setting Levels of Compensation	p. 293
Cutting Pay	p. 297
Conducting a Pay Survey Exercise	p. 298
Collective Bargaining	p. 305
Organizational Conflict and Collective Bargaining	p. 305
The Emergence of Public Sector Bargaining	p. 307
Unions and Nonprofit Organizations	p. 310
Collective-Bargaining Structures	p. 310
Scope of Bargaining	p. 313
Bargaining Process	p. 317
Impasse Resolution	p. 322
Implementing Contract Provisions	p. 324
Grievance and Arbitration	p. 326
The Impacts of Collective Bargaining	p. 328
Collective Bargaining Exercise	p. 332
Conclusion	p. 345
Summary and Conclusions	p. 345
The Contemporary Vision of Personnel Management in Government Agencies and Nonprofit Organizations	p. 346
General Sources in Personnel Management	p. 348
Index	p. 349
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