Importance of both political feasibility and political commitment for the success of HRM reform in the public sector Essay

At the same time, the successful implementation of reforms in HRM and in public organizations at large is possible only on the condition of the combination of both political feasibility and political commitment for the success of HRM reform in the public sector (Schuler, 2004). What is meant here is the fact that organizations operating in the public sector are not encouraged to conduct reforms and change HRM policies because any changes may lead to the deterioration of the position of professionals working in these organizations. Therefore, they are not willing to initiate any changes. In such a situation, the government should take responsibility and to conduct the reform of HRM in public organizations to improve the qualification of employees working in the public sector and to improve the quality of services delivered by organizations operating in the public sector to clients. Obviously, without the political commitment and political feasibility all the efforts to conduct HRM reform that can improve the quality of services and performance of organizations operating in the public sector are doomed to failure (Schuler, 2004). Therefore, the public sector does need change to meet new challenges organizations face and human resources play the crucial part in this regard.