In our part of the world, HR in the private sector has the Labor Code as its basic premise and legal reference. In the public or government sector, there is a Civil Service Code that enunciates guidelines relative to government workers.
Although the Labor Code and the Civil Service Code are quite similar in spirit, there are differences that one can easily notice, like the requiremetns for employment such as "civil service eligibility".
But if you refer to the ILO (International Labor Organization) provisions, you will notice that both the Labor Code and the Civil Service Code has taken them into very serious considerations. Maybe this is due to the fact that our country is a member and signatory to the ILO.
I have done work for both private and public organzations. I have not encountered any resistance from government officials with regards to suggested norms that are considered best practices in the private sector. On the other hand, private employers are normally interested to know the norms relative to compensation and benefits that are practiced by the government relative to its workers in the bureaucracy.
Ed Llarena, Jr.
From Philippines, Parañaque
Recent trends like rapid scientific and technological advancements, ever-expanding computerisation and information technology, policies of liberalisation and globalisation of economy etc. have drastically transformed the sphere of activity of business organisations and corporate houses the world over. Organisations in order to be effective and growth-oriented, must be responsive to these forces of change and challenges. HRD is getting increasingly important for organisations to develop a "competitive advantage" for their success and survival in the context of global changes.
From India, Delhi
To ask a question or write a reply on this discussion you will need to create an account and login.