Strategic Human Resoure Management is based on the idea that management of personnel has strategic importance because this contributes to achieving the organization’s goals (Steijn & Groeneveld, 2009). A core idea is that the implementation of HRM by line managers is essential for realizing positive outcomes for organization and employees (Knies 2012; Purcell & Hutchinson 2007). Following these ideas an increasing number of studies are conducted of the relation between HRM/people management and organizational performance (Boselie, 2002; Boselie et al., 2005). Questions that are central to these studies include: Which HRM-practices contribute to the abilities and (public service) motivation of public employees which help to achieve superior organizational performance? What conditions that are typical of public organizations impact on the opportunities for employees to deliver good performance? What can be seen as ‘good performance’ taking into account that public organizations typically have multiple and sometimes even conflicting goals?
It is no surprise that linked with the increasing interest in the performance of public organizations the interest in HRM and its contribution to the performance of public organizations has increased in the scientific literature on public management (Noordegraaf, Geuijen, Meijer 2011). In the study of HRM in the public sector it is necessary to take the specific context and the multiple goals of public organizations into account.
The goal of this colloquium is to bring together NIG researchers with an interest in strategic HRM in the public sector and, complementary to the international networks in which they participate, join forces in order to write joint publications and research proposals. The colloquium is subsumed under the fourth research theme of the NIG research program 2012-2017: Public management.
All senior researchers and PhD students who conduct research of strategic HRM in the public sector are kindly invited to participate in the colloquium. All NIG members who have an interest and affinity with this theme are warmly welcomed as well.
The colloquium is expected to run for a three year period, until the end of 2015. During this period the following activities will be scheduled:
- A panel at the annual NIG conference in the autumn;
- Seminar meetings with international experts in the spring;
- Dedicated sessions for PhD students in the field of strategic HRM in the public sector;
- The development of joint research proposals, if relevant with international colleagues in the EGPA Study Group Public Personnel Policies and/or the international Dutch HRM network;
- Support for research proposals to be developed by PhD students in the final year of their thesis project and for research proposals of senior researchers;
- Contributions to the publication of (joint) articles in international peer reviewed journals. At the kick off meeting the interest in possibilities to produce a special issue will be explored. In terms of outlets one can think of the Review of Public Personnel Administration and Personnel Review, but also of general journals in the public administration field.
Please inform the colloquium convenors:
Prof. dr Sandra Groeneveld
Prof. dr Peter Leisink