Coggburn, Jerrel D. (2005):
The Benefits of Human Resource Centralization: Insights from a Survey of Human Resource Directors in a Decentralized State.
Public Administration Review 65 (4), 424–435.
Please note: This page may contain data in Norwegian that is not translated to English.
Type of publication:
Tidsskriftsartikkel
Link to publication:
http://www.blackwell-synergy.com/doi/pdf/10.1111/j.1540-6210.2005.00469.x
Link to review:
http://www.blackwell-synergy.com/doi/abs/10.1111/j.1540-6210.2005.00469.x
Number of pages:
12
Language of publication:
Engelsk
Country of publication:
USA, Texas
NSD-reference:
2280
This page was last updated:
5/7 2007
Publikasjonens datagrunnlag:
- Primærdata
- Kvantitativ
- Spørreskjema
Land som er gjenstand for studien:
- USA
Verkemiddel i den konstituerande styringa:
- 1.1 Organisering generelt
- 1.7 Personaladministrative/demografiske verkemiddel
Studieoppdrag:
- Forskning
Studietype:
- Effektstudie/implikasjoner/resultater
Type effekt:
- Strukturelle og styringsmessige effektar
- Effekter i arbeidslivet
Sektor (cofog):
- Generelle personaltenester K
- Staten generelt
Summary:
Texas is unique among American state governments in its approach to human resources because it has no central human resource (HR) or personnel office and no comprehensive set of centrally prescribed HR policies and procedures. Given contemporary calls for HR decentralization, Texas is an excellent case study of the practical implications of a decentralized approach to HR. This article examines findings from a survey of state agency HR directors. The results suggest that respondents do not see the putative benefits of a centralized HR model. However, respondents from small state agencies, those who perceive they do not have requisite HR expertise, and those with lower levels of educational attainment hold significantly different opinions about the benefits of centralized HR.
Note:
Survey av offentlige ansatte i Texas, USA.