Customization in Civil Service Training: Implications for Outsourcing Human Resources Management

In the public sector, central training institutes once played an irreplaceable role in formulating training policies and providing training programs to government employees. The introduction of new public management (NPM) has stimulated a reform agenda in human resources (HR) management, resulting in a shift from centralized training to decentralized or outsourced training; to be precise, making civil service training more demand-driven and lessening the role of central training institutes. Local-level governments and agencies have acquired more autonomy in deciding whether to provide training in-house, or to purchase relevant services from private providers. In addition, dramatic institutional, economic, and operational changes in the public sector in the twenty-first century have brought about competition among governments worldwide in terms of innovative and creative ideas, prompting them to equip their employees with the relevant skills for the governments to remain competitive. This study explores how civil service training in Hong Kong has been decentralized and customized from the viewpoint of civil servants being trainees, and assesses the role of the Civil Service Training and Development Institute as a centralized training institute for Hong Kong civil servants within the modern, decentralized, and consumerized HR management regime.     

Training Public Administrators in Africa: A Case Study of Civil Service Employees in Ghana

Abstract

Much of the dialogue on public administration training in Africa is about how to prepare administrators to cope with pressures global forces exert without considering how to educate individuals to meet also the unique demands of public service. This essay examines the nature of training in Africa, drawing on Ghana's experience with management training programs. It first describes and critiques training based on bureaucratic and managerial perspectives, which emphasize the acquisition of rational, technical, and managerial skills comparable to international and global standards, and argues that such training does not necessarily provide career professionals with a broad work ethic suitable for the local context. It then concludes by suggesting the possibility of developing a composite training program that takes account also of the need to provide non-traditional skills and experience-based knowledge professionals need to be able to operate in the unique historical, social, and political conditions of Africa.     

Measuring the Impact of New Public Management and European Integration on Recruitment and Training int he UK Civil Service

This article investigates the impact which the institutional development of the European Union (EU) and the new public management (NPM) have had on the process of recruitment and training of senior public officials in the United Kingdom between 1970 and 1995. Information provided by directors of personnel and training has enabled the extent of change observed in three government departments – Agriculture, Transport and Health – to be measured on a numerical scale. This is combined with a historical analysis rooted in practitioner experience. The evidence from both sources suggests that whereas NPM pressures have had a relatively similar impact on recruitment and training practices in all three departments, the response to EU pressure is much stronger in the Ministry of Agriculture than in the Departments of Transport and Health. The EU impact in Agriculture is particularly strong in respect of recruitment and career progression, the only area and the only department in which our index suggests that policy has been more heavily influenced by European pressures than by NPM. These findings reflect the strength of the political commitment to NPM and the power of the central departments in imposing it across Whitehall; and in the case of Agriculture the development of a cadre of senior officials who have almost all had experience of working in or with the EU institutions.     

Bureau Bashing and Public Service Motivation: A Case for the Civil Service of Bangladesh

This paper explains the negative impacts of bureau-bashing on the Public Service Motivation (PSM) of civil servants. It differentiates between policy bashing and rhetoric bashing and argues that while policy bashing may be constructive in nature, rhetoric bashing often de‐motivates bureaucrats in terms of their rational, normative and affective motives (Perry and Wise, 1990 Perry, J.L. and Wise, L.R. 1990. The motivational bases of public service. Public Administration Review, 50(3): 367–373. [Crossref], [Web of Science ®] , [Google Scholar] Perry, 1996 Perry, J.L. 1996. Measuring public service motivation: An assessment of construct reliability and validity. Journal of Public Administration Research and Theory, 6(1): 5–22. [Crossref] , [Google Scholar]) In Bangladesh context, in critiquing public service, the previous attempts aimed to analyze the structural problems and recent attacks are directed towards the bureaucrats themselves. However, there are few empirical studies to measure the performance of bureaucrats by analyzing the initiatives they take and the problems they face in carrying out their responsibilities. Based on Perry &; Wise's (1990 Perry, J.L. and Wise, L.R. 1990. The motivational bases of public service. Public Administration Review, 50(3): 367–373. [Crossref], [Web of Science ®] , [Google Scholar]) PSM model, we argue that in Bangladesh, bureau bashing is mostly rhetoric and thus it might have created a negative impact on PSM amongst bureaucrats, contributing to the poor state of governance.     

Crimea: Competing Self-Determination Movements and the Politics at the Centre

While the breakup of Yugoslavia produced divided loyalties and competing claims, leading to the establishment of seven separate states ending with the de facto independence of Kosovo, Crimea was a source of geopolitical instability that threatened to engulf the region in ethnic and geopolitical conflict. As a result of the negotiations during the 1990s and a de facto settlement between Slavs and the Ukrainian state, between Slavs and returning Crimean Tatars, and between Ukraine and the Russian Federation, Crimea has remained a peaceful and even increasingly wealthy area of Ukraine. Reflecting on the case of Kosovo, this paper looks at the prospect for a similar conflict in and over Crimea. Our primary question concerns the degree to which the Kosovo case sheds light on a somewhat similar case of co-ethnics, religious differences and a weakened state. We argue that the greatest source of instability lies not with ethnic claims or geopolitics, but with Ukrainian political and commercial interests that threaten the de facto settlement between the region and the centre.     

The Modernization of the French Civil Service: Crisis, Change and Continuity

This article examines the policy of Fifth Republic governments towards the modernization of the French civil service, with particular reference to the period since 1989. It has three main objectives. The first is to clarify the terms of the French debate about the crisis of the state, which is necessary to an understanding of the intellectual context of reform. The second is to describe and analyse the various strands of 'administrative modernization' policy. The third is to provide an interim assessment of the impact on the structure and culture of the civil service of what is an on-going programme of administrative reform. The origins and development of modernization policy are examined from a 'regulationist' perspective which emphasizes that modernization is intended to re-assert the legitimacy and effectiveness of state action, most notably by deconcentrating the manaement of public policies to the 'local' civil service.