Public sector organizations in Germany face major challenges due to demographic change, including a growing shortage of skilled employees and young professionals. This study analyzes how local governments and district administrations in Lower Saxony adapt their Human Resource Management (HRM) strategies to ensure long-term success and sustainable personnel policies.
The paper defines the concept and core areas of Human Resource Management in the public sector, tracing its historical development and highlighting current challenges such as the modernization gap and resource constraints. Key HRM activities – including personnel recruitment, employer branding and recruiting, employee retention, demographic management, personnel development, talent management, and separation processes – are examined in detail, with special attention to the specific requirements of public administration.
The empirical part focuses on the district authorities of Lower Saxony. Based on a comprehensive survey and case study interviews (e.g. the Hildesheim district), the research evaluates HRM practices in public administration, identifies optimization potential, and develops practical recommendations for a future-oriented, holistic Human Resource Management.
This paper provides valuable insights for scholars, HR professionals, and practitioners in the public sector who are interested in HR strategies, demographic change, and personnel development in local government.
Table of Contents
- Chapter One: Aim of the paper
- Section 1.1 Problem Statement and Objective of the Paper
- Section 1.2 Structure of the Paper
- Chapter Two: Context of Human Resource Management today
- Section 2.1 Human Resource Management
- 2.1.1 Definition and Elements
- 2.1.2 The Development of Personnel Work till now
- Section 2.2 Development of Personnel in Public Sector
- Section 2.3 Special Features in the Public Sector and Demographic Challenges
- 2.3.1 Resource and Modernisation Gaps
- 2.3.2 Demographic Change in the Public Sector
- Section 2.1 Human Resource Management
- Chapter Three: Core Activities of Human Resource Management
- Section 3.1 Employee Recruitment, Personnel Marketing and Recruiting
- Section 3.2 Employee Retention and Demographic Management
- Section 3.3 Personnel Development and Talent Management
- Section 3.4 Severance
- Chapter Four: Case Study: Investigation of The Core Activities Using the Example of the Lower Saxony Districts
- Section 4.1 Introduction of the Research Objects
- 4.1.1 The Lower Saxony districts
- 4.1.2 The Hildesheim District
- Section 4.2 Conception and Design of the Research
- Section 4.3 Survey of all Districts in Lower Saxony
- 4.3.1 Evaluation of the Survey Results
- 4.3.2 Conclusion to the Survey
- Section 4.4 Examination of the Four Core Activities Using the Example of the Hildesheim District
- 4.4.1 Area of action: Employee Recruitment, Personnel Marketing and Recruiting
- 4.4.2 Area of activity: Employee retention and demographic management
- 4.4.3 Area of action: Personnel development and talent management
- 4.4.4 Area of activity: Severance
- 4.4.5 Short summary of the 12 criteria and assessments
- Section 4.5 Recommendations for Action for the District Authorities Examined
- Section 4.1 Introduction of the Research Objects
Objectives and Key Themes
This paper aims to analyze the impact of demographic change on Human Resource Management (HRM) within the German public sector, specifically focusing on Lower Saxony's administrative districts. It seeks to identify optimization potential and propose actionable recommendations for a more holistic and effective HRM strategy. * Impact of demographic change on public sector HRM. * Optimization potential within public sector HRM. * Effective HRM strategies for attracting and retaining employees. * Case study analysis of Lower Saxony districts. * Recommendations for improved HRM practices.Chapter Summaries
Chapter One: Aim of the paper: This chapter introduces the research problem, focusing on the challenges of demographic change and its effects on HRM in the public sector. It establishes the objective of the paper: to assess the impact of demographic shifts, identify areas for improvement, and develop recommendations for a future-oriented HRM strategy. The chapter outlines the structure of the subsequent sections, providing a roadmap for the reader. Chapter Two: Context of Human Resource Management today: This chapter lays the groundwork by defining HRM and tracing its historical development, particularly within the public sector context. It highlights the unique characteristics of public sector HRM, including resource constraints and bureaucratic structures. A key focus is on the demographic challenges faced by public sector organizations, such as an aging workforce and difficulties in attracting and retaining younger talent. The chapter sets the stage for a deeper exploration of HRM’s core activities in the following chapter. Chapter Three: Core Activities of Human Resource Management: This chapter delves into the four core activities of HRM: employee recruitment, personnel marketing and recruiting; employee retention and demographic management; personnel development and talent management; and severance. Each activity is discussed in detail, providing a framework for understanding how these elements contribute to a comprehensive HRM system. It analyzes the challenges in each of these areas, particularly within the context of public sector organizations. The chapter serves as a theoretical basis for the empirical analysis in the subsequent case study. Chapter Four: Case Study: Investigation of The Core Activities Using the Example of the Lower Saxony Districts: This chapter presents an empirical investigation of HRM practices in Lower Saxony's districts. The study examines each of the four core HRM activities (detailed in Chapter Three) within this specific context. The research methodology is described, followed by a presentation and analysis of the survey results. The chapter concludes by offering concrete recommendations tailored to the specific needs and challenges faced by the district authorities. It uses the example of Hildesheim District to illustrate these points and findings.Frequently asked questions
What is the main topic of the language preview provided?
The language preview focuses on Human Resource Management (HRM) in the German public sector, specifically in the context of demographic change and its impact on Lower Saxony's administrative districts. It includes a table of contents, objectives, key themes, chapter summaries, and key words.
What are the main objectives and key themes addressed in the language preview?
The paper aims to analyze the impact of demographic change on HRM within the German public sector, focusing on Lower Saxony's administrative districts. It seeks to identify optimization potential and propose actionable recommendations for a more holistic and effective HRM strategy. Key themes include: Impact of demographic change on public sector HRM; Optimization potential within public sector HRM; Effective HRM strategies for attracting and retaining employees; Case study analysis of Lower Saxony districts; and Recommendations for improved HRM practices.
What does Chapter One cover?
Chapter One, titled "Aim of the paper," introduces the research problem, focusing on the challenges of demographic change and its effects on HRM in the public sector. It establishes the objective of the paper: to assess the impact of demographic shifts, identify areas for improvement, and develop recommendations for a future-oriented HRM strategy. The chapter outlines the structure of the subsequent sections, providing a roadmap for the reader.
What is the context of Human Resource Management today (Chapter Two)?
Chapter Two lays the groundwork by defining HRM and tracing its historical development, particularly within the public sector context. It highlights the unique characteristics of public sector HRM, including resource constraints and bureaucratic structures. A key focus is on the demographic challenges faced by public sector organizations, such as an aging workforce and difficulties in attracting and retaining younger talent. The chapter sets the stage for a deeper exploration of HRM’s core activities.
What are the core activities of Human Resource Management discussed in Chapter Three?
Chapter Three delves into the four core activities of HRM: employee recruitment, personnel marketing and recruiting; employee retention and demographic management; personnel development and talent management; and severance. Each activity is discussed in detail, providing a framework for understanding how these elements contribute to a comprehensive HRM system, particularly within the context of public sector organizations.
What is the focus of the Case Study (Chapter Four)?
Chapter Four presents an empirical investigation of HRM practices in Lower Saxony's districts. The study examines each of the four core HRM activities (detailed in Chapter Three) within this specific context. The research methodology is described, followed by a presentation and analysis of the survey results. The chapter concludes by offering concrete recommendations tailored to the specific needs and challenges faced by the district authorities. It uses the example of Hildesheim District to illustrate these points and findings.
What is the scope of the research within Lower Saxony districts?
The research encompasses a survey of all districts in Lower Saxony, with a specific examination of the four core HRM activities using the example of the Hildesheim District. It aims to provide a comprehensive understanding of HRM practices and challenges across the region.
What kind of recommendations are presented in the final chapter?
Chapter Four concludes with actionable recommendations tailored to the specific needs and challenges faced by the district authorities, based on the findings of the empirical investigation. These recommendations are aimed at improving HRM practices and addressing the impact of demographic change in the public sector.
- Quote paper
- Olaf Levonen (Author), 2020, Human Resource Management (HRM) in Local Government. Demographic Change and HR Strategies in the Administrative Districts of Lower Saxony, Germany, Munich, GRIN Verlag, https://www.hausarbeiten.de/document/1611949
