Značaj upravljanja ljudskim resursima u podizanju upravljačkih kapaciteta javne uprave u Srbiji

Abstract

Human resource management (HRM) subsystem within the system of public administration represents one of the cornerstones of its successful reform. Over the last few decades, worldwide dominant managerial approach to public administration (New Public Management), which insists solely on its economical values (the so-called „three e approach“ – economics, efficiency and effectiveness) demanded significant adaptations in terms of its managing function and structure, as well as the HRM. Transfer of private corporation management to public administration required creation of a new human resource manage- ment subsystem. This important link in the reform chain has yet to be implemented in the Republic of Serbia, while the possible ways and goals remain mostly indefinite. In order to create successful HRM system within the public administration it is however necessary to take the specifics of managerial organization into account. Some of its specificity, from the system theory point of view, limit the direct transfer of HRM principles from the private sector to the public administration. This is why it is possible to claim, within organizational sciences framework, that public administration HRM is, in fact, a subgroup of HRM which, as a consequence of administrative organization specificity, is subsequently becoming ever more detached from it.