Public Personnel Management and Diversity Practices in Modern Organizations

Public Personnel Management and Diversity Practices in Modern Organizations

Historic public personnel management was characterized by challenges and complexities such as inappropriate communication channels and increased turn-around time to address issues due to lack of technological advancement and limited connectivity (Cayer & Sabharwal, 2013). Primarily, historic public personnel management did not have clear structures to guide communications among employees. In contrast, the historic personnel management was characterized by centralized management systems that increased the bureaucracy in communication (Cayer & Sabharwal, 2013). Additionally, historic public personnel management entailed more turn-around time to respond to raised concerns and issues due to the lack of technological advancements to support interconnectivity among different departments (Cayer & Sabharwal, 2013). On the contrary, the current public personnel management has adopted technology such as the internet and mobile phones, reducing the turn-around time for responding to raised concerns. Another complexity is the failure to consider political concerns that are critical in developing personnel policies, making decisions, and determining the results of various processes.

I work as a nurse with a health insurance company. In our organization, diversity is defined as the existing variations in different workforce characteristics that make people unique, including age, race, religion, cultural background, gender, and sexual orientation. Diversity at our organization also includes skills, working experiences, talents, and personalities. Examples of how diversity recruiting programs work include ensuring people from different races, religions, ages, and genders are recruited to fill various job vacancies at the workplace (Farnsworth et al., 2019). A specific percentage of the workforce is dedicated to personnel with diverse characteristics. Our organization is using diversity recruiting tools by recognizing and understanding the varying cultural prejudices and biases among the workforce. Additionally, our managers understand the consequences of discrimination and are willing to change the organization to ensure that employees from diverse backgrounds are included when hiring employees.

References

Cayer, J. N., & Sabharwal, M. (2013). Public Personnel Administration. California: Birkdale Publishers.

Farnsworth, D., Clark, J. L., Green, K., López, M., Wysocki, A., & Kepner, K. (2019). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Florida: UF/IFAS Extension.

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Public Personnel Management and Diversity

Explain the complexities of historic public personnel management (government by gentlemen to current). Think of an organization you are employed with or are a part of. How is diversity defined in your organization? Give examples of how diversity recruiting programs work. How is your organization using such recruiting tools?