PUB4860
ASSIGNMENT 2 SEMESTER 1 2025
UNIQUE NO.
DUE DATE: 16 MARCH 2025
, PUB4860
Assignment 2 Semester 1 2025
Unique Number:
Due Date: 16 March 2025
Public Human Resource Management
Public Sector Human Resource Management: Theoretical Perspectives and
Approaches
Introduction
Public Sector Human Resource Management (PSHRM) refers to the strategic and
administrative processes involved in managing employees within government
institutions and public organizations. Unlike private sector HRM, which primarily focuses
on profitability and competition, PSHRM is driven by principles of accountability,
transparency, equity, and service delivery to the public (Pynes, 2021). Effective PSHRM
plays a crucial role in ensuring that public institutions are staffed with competent,
ethical, and motivated personnel who can execute government policies efficiently and
uphold public trust.
Several theoretical frameworks underpin the evolution of PSHRM. One of the
foundational models is Max Weber’s bureaucratic model, which emphasizes
hierarchical structures, formal rules, and merit-based appointments to ensure efficiency
and impartiality in public administration (Weber, 1947). Over time, alternative models
such as New Public Management (NPM) emerged, advocating for market-oriented
HRM practices, performance-based management, and decentralization in the public
sector (Hood, 1991). More recent approaches, such as Strategic Human Resource
Management (SHRM), integrate HRM with broader policy and governance objectives,
emphasizing workforce planning, leadership development, and innovation in public
service (Osborne et al., 2013).
ASSIGNMENT 2 SEMESTER 1 2025
UNIQUE NO.
DUE DATE: 16 MARCH 2025
, PUB4860
Assignment 2 Semester 1 2025
Unique Number:
Due Date: 16 March 2025
Public Human Resource Management
Public Sector Human Resource Management: Theoretical Perspectives and
Approaches
Introduction
Public Sector Human Resource Management (PSHRM) refers to the strategic and
administrative processes involved in managing employees within government
institutions and public organizations. Unlike private sector HRM, which primarily focuses
on profitability and competition, PSHRM is driven by principles of accountability,
transparency, equity, and service delivery to the public (Pynes, 2021). Effective PSHRM
plays a crucial role in ensuring that public institutions are staffed with competent,
ethical, and motivated personnel who can execute government policies efficiently and
uphold public trust.
Several theoretical frameworks underpin the evolution of PSHRM. One of the
foundational models is Max Weber’s bureaucratic model, which emphasizes
hierarchical structures, formal rules, and merit-based appointments to ensure efficiency
and impartiality in public administration (Weber, 1947). Over time, alternative models
such as New Public Management (NPM) emerged, advocating for market-oriented
HRM practices, performance-based management, and decentralization in the public
sector (Hood, 1991). More recent approaches, such as Strategic Human Resource
Management (SHRM), integrate HRM with broader policy and governance objectives,
emphasizing workforce planning, leadership development, and innovation in public
service (Osborne et al., 2013).
