Strategic Management: Challenges and Recommendations for Human Resources Management in Public Organizations
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Abstract
There are four main objectives projected in this article which are: 1) to study the evolution of Human Resources in Public Organizations in the U.S. and Thailand; 2) to exhibit ideas and analyze the prominent, weak, and limited points of implementing strategic management through a Western-based approach compared with the current tools that the Thai government employs; 3) to review and critically analyze motivation theories in order to effectively implement the positive aspects, which will achieve the goals of human resources management in public organizations, and 4) to present and discuss the six issues to which agencies must be alert. The knowledge gathered in the paper results from the integration of Psychology, New Public Management, Managerialism, and Human Resources Management. This interdisciplinary approach leads to the conclusion that the government sector should be reformed intensively. Moreover, it reflects that the best practice methods from Western-based philosophy may not be wholly applicable in Thailand’s public context. The government, coalitions, and stakeholders shall monitor the role of their public servants, while initiating the strategic management path which is qualified for the background. Likewise, the best fit or contingent method is preferred as the strategy. Accordingly, pragmatism is the means for reaching desirable outcomes. This also implies that for the reader there is no single best way to manage the people, thus we should combine or adapt what we have in a suitable manner.
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