The Benefits of Human Resource Centralization: Insights from a Survey of Human Resource Directors in a Decentralized State.
- Forfatter
- Coggburn, Jerrel D.
- Årstall
- 2005
- Utgiver
- Public Administration Review 65 (4), 424–435.
- Publikasjonstype:
- Tidsskriftsartikkel
- Antall sider:
- 12
- Publiseringsspråk:
- Engelsk
- Land publikasjonen kommer fra:
- USA, Texas
- NSD-referanse:
- 2280
- Disse opplysningene er sist endret:
- 5/7 2007
- Primærdata
- Kvantitativ
- Spørreskjema
- USA
- 1.1 Organisering generelt
- 1.7 Personaladministrative/demografiske verkemiddel
- Forskning
- Effektstudie/implikasjoner/resultater
- Strukturelle og styringsmessige effektar
- Effekter i arbeidslivet
- Generelle personaltenester K
- Staten generelt
Sammendrag
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.
Virksomheter, vertikal og horisontal dimensjon for utenlandske studier
Survey av offentlige ansatte i Texas, USA.