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Supervisory Perceptions of the Impact of Public Sector Personnel Practices on the Achievement of Multiple Goals

Putting the Strategic into Human Resource Management

North Carolina Sate University

Michael L. Vasu

North Carolina Sate University

Strategic human resource management enhances productivity and the effectiveness of organizations. Research shows that when organizations employ such personnel practices as internal career ladders, formal training systems, results-oriented performance appraisal, employment security, employee voice and participation, broadly defined jobs, and performance-based compensation, they are more able to achieve their goals and objectives. Using ordinal regression analyses of data from a survey of North Carolina county social service directors and supervisors, this study examines the extent to which strategic human resource management is perceived to affect outcome assessments (or performance measurements) for welfare reform. Although strategic human resource management practices are perceived to be present, with training and employment security having notable impacts, they clearly are not a predominant feature in North Carolina counties.

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