Recent human resources developments in OECD member countries

Public Personnel Management

Volumn 30, Issue 3, 2001, Pages 323-347

  Shim, Deok Seob ^a  

^a Public Management Service   (France)

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EID: 0035540769     PISSN: 00910260     EISSN: None     Source Type: Journal    
DOI: 10.1177/009102600103000304     Document Type: Review

References (12)

1. Market-type mechanisms refer to all arrangements where at least one significant characteristic of markets is present (competition, choice, pricing, dispersed decision-making, monetary incentives, and so on). They exclude the two polar cases of traditional public delivery and complete privatisation.
2. In the Netherlands, this tendency has been called "normalisation", which constitutes one of the two major elements of the HRM reforms. Normalisation means reducing the historic differences between the public sector and the private sector, by abolishing central and uniform rules on working conditions of public employees.
3. For further details of the survey results, refer to an OECD paper [PUMA/HRM(99)3] - Trends in Human Resource Management in the Public Sector.
4. They are post and telecommunications, railways, national printing service, National Geographical Institute, Public Catering Service, and the national data processing centre.
5. OECD(2001), OECD Journal on Budgeting, Vol. 1, No. 1
6. They are central government, defence, education, the judiciary, the police, the municipalities, the provinces, and water control corporations.
7. OECD(2000), Trust in Government: Ethics Measures in OECD Countries.
8. OECD, [PUMA/HRM(2000)7], The PSPE(Public Sector Pay and Employment) Update and Future HRM Data Collection, document presented to the HRM Working Party Meeting in July 2000.
9. st century.
10. OECD, [PUMA/HRM(2000)6], Recent Development and Future Challenges in Human Resources Management in OECD Member Countries, document presented to the HRM Working Party Meeting in July 2000.
11. OECD, [PUMA/HRM(2001)11], Highlights of Public Sector Pay and Employment Trends, document presented to the HRM Working Party Meeting in June 2001.
12. Ibid.