Week 6 Discussion 2 Nancy Robb Human Resource Management

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THIS IS ONLY AN INTERPRETATION, FIVE SENTENCES AND A QUESTION IS ALL I NEED. TELL ME YOUR THOUGHTS, HAVE REFERENCES! ASK PROBING QUESTIONS AND MAKE STATEMENTS BASED OFF WHAT THEY WROTE


Human Resource Management in Privatization and Outsourcing

Main Question Post:

A Brief Explanation of how you as Human Resource Manager Might have handled the Issue from Discussion one Question. Explain how Privatization or Outsourcing could be used in your Organization and Challenges of Privatization and Outsourcing.

Hello Dr. Langevin and Classmates,

At-Will Employment Protections Policy

In Discussion One: I addressed the state of Texas, an at-will employer policy, which in 2005 a survey of the state's human resource directors focus on the at-will doctrine and its use and effects. For example, employees behaviors (risk taking, whistle-blowing decision making, and sensitivity to issues of fairness) and agency performance (Coggburn, 2007).

As a Human Resource Manager the issues regards to the AT-Will Employment Policy, I would make sure the Human Resource Department is very familiarize with the termination guidelines, therefore a mandatory training upon 60 days of been hired. This guide will teach HR pros the proper procedures to exercise their right to fire at will and avoid wrongful termination lawsuits.

Privatization or Outsourcing

Outsourcing may seem like a perfect solution for deficit-plagued governments but it can bring some unpleasant surprising to a profit or non-profit entity. Various governments, from small towns all the way up to federal agencies have been sending public services to the private sector since the 1980s. The trend stems from the common belief that private companies can help governments save or make money by doing jobs faster and cheaper, or managing a public asset more efficiently (Bradbury & Waechter, 2009).

For instance, in my organization the Hamilton County Job & Family services outsourced a contract to Talberthouse to render services in tracking mandatory hours for the state, for 18-24 individuals who received cash assistance from the government. The positive impact was employment, but the negative impact was letting one of the collaborative partner agency go due to lack of revenue and the quota’s expectation not been meet.

The challenge was before the government hired outside contractors, it’s important to examine the cost-effectiveness,” A good outsourcing deal starts with a thorough cost-benefit analysis to see if a third party can effectively deliver services better and more cheaply than public employees (Clemmitt, 2012).

References:

Bradbury, M. D., & Waechter, G. D. (2009). Extreme outsourcing in local government: At the

top and all but the top. Review of Public Personnel Administration, 29(3), 230–248.

Retrieved from the Walden Library databases.

Clemmitt, M. (2012). Privatizing the military. CQ Researcher, 22(25), 597–620.

Retrieved from the Walden Library databases.

Coggburn, J. D. (2007). Outsourcing human resources: The case of the Texas Health and Human

Services Commission. Review of Public Personnel Administration, 27(4), 315–335.

Retrieved from the Walden Library databases.

Yang, K., Hsieh, J. Y., & Li, T. S. (2009).Contracting capacity and perceived contracting

performance: Nonlinear effects and the role of time. Public Administrative Review, 69(4),

681–696.

Retrieved from the Walden Library databases.

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peachblack
School: UCLA

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Running head: RESPONSE TO NANCY ROBB

Response to Nancy Robb
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RESPONSE TO NANCY ROBB

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