1. Lecture 9 The Future of Civil Services
Introduction to
Public Personnel Administration
Spring 2014

2. Today’s Learning Objectives
Issues and concerns in the future of HRM in government
- Civil service reforms
- Strategic personnel planning and human resource development
- The employment relations
- The improvement of the current personnel systems

3. The Trend of Civil Service Reforms
The late 19th century
- Reformed political corruption
The 1970s
- Decentralized and deregulated personnel systems to enhance administrative efficiency
The 1990s
- Delegated HR functions to line organizations
- Streamlined and simplified HR systems
- Privatized (or contract-out) personnel functions
The 21 century
- Focus more on individual motivation and welfare in the workplace

4. The Recent Civil Service Reforms in Korean government
The NPM (market-oriented) personnel reforms in Roh Moo-Hyun administration and Kim Dae-Jung administration
- Kim Dae-Jung administration (1998): Emphasis on competition and results by enhancing flexibility of the civil service system
- Roh Moo-Hyun administration ( ): Resumed the reforms from Kim Dae-Jung administration; established the Korean Civil Service Commission (CSC), as the central personnel agency

5. Source: Park, Chun-Oh and Jaehyun Joo. 2010
Source: Park, Chun-Oh and Jaehyun Joo “Control over the Korean bureaucracy: A review of the NPM civil service reforms under the Roh Moo-Hyun government. Review of Public Personnel Administration, 30 (2): 189—210.

6. Civil Service Reforms in US
Based on business-like and market-oriented approaches
- Reforms in GA and FL: removal of job security, privatization and deregulation of personnel functions, streamlined and simplified adverse actions, more managerial flexibility for line-managers
Reinforced political authority over bureaucrats
- Reforms as political symbols
- Reforms in GA and FL: political control over state agencies and employees.
Intended to improve technical systems
- Performance evaluation and pay systems and recruitment and selection systems

7. Civil Service Reforms in US
The State of Georgia (1996)
- “Georgia Gain” and “Performance Plus”
- “At-will” employment for managerial discretion and flexibility
The State of Florida
- “Service First” (2001) and “Selected Exempt Service” (“at-will” employees)
- Removal of seniority (except police, firefighters, and nurses)
The Department of Homeland Security (2002)
- Limited civil service protections and restricted collective bargaining
- Broadbanding and pay-for-performance

8. Decentralization vs. Centralization of the Civil Service
Administrative efficiency vs. democratic accountability??
- Great concerns about decreased political control over the civil service
- How can we foster the accountability and responsiveness of civil servants??

9. Workforce Planning and Human Resource Development
The need of investment in workforce planning and the development of the workforce
Employee training and development for job performance and career development for longer-term
Organizational development: process-oriented interventions in human resource development
ex. TQM, sensitivity training, teamwork

10. The Employment Relationship
Changing employment relationship in government
- Open positions in closed system
- Privatization, contracting-out, and extensive use of temporary or part-time workers in government in order to reduce labor costs and improve performance of employees
The consequences of the changing relationship
- Reduced labor costs
- Decreased morality of public employees
- Concerns about fair treatment of public employees and private contractors
- Conflict between employees with and without job security

11. The Employment Relationship
Result-oriented culture and excessive emphasis on performance and economic efficiency are appropriate for human resource management in government??