Hi all,
This is my first post. I am in my final year of a master's in Psychology. I have been looking for material on HRD initiatives in the private and public sectors. What differences exist in the HRD initiatives of each sector? I have a case study on HRD in a particular company. However, when it comes to discussing how HRD differs in the private sector compared to the public sector, I am unsure how to approach it. It seems that the comparison depends on the specific requirements. Can someone please help me understand this better? I feel lost as I only have a case study to work with.
If anyone can recommend a book, article, website, or link that I could consult urgently, I would greatly appreciate it. I am struggling to figure out what to do. Thank you.
Kaveri
From India, Delhi
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This is my first post. I am in my final year of a master's in Psychology. I have been looking for material on HRD initiatives in the private and public sectors. What differences exist in the HRD initiatives of each sector? I have a case study on HRD in a particular company. However, when it comes to discussing how HRD differs in the private sector compared to the public sector, I am unsure how to approach it. It seems that the comparison depends on the specific requirements. Can someone please help me understand this better? I feel lost as I only have a case study to work with.
If anyone can recommend a book, article, website, or link that I could consult urgently, I would greatly appreciate it. I am struggling to figure out what to do. Thank you.
Kaveri
From India, Delhi
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Hi!
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 requirements 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 have taken them into very serious consideration. 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 organizations. I have not encountered any resistance from government officials regarding 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 concerning its workers in the bureaucracy.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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95In 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 requirements 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 have taken them into very serious consideration. 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 organizations. I have not encountered any resistance from government officials regarding 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 concerning its workers in the bureaucracy.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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