Managing Human Resources in the Public Sector

Order Description A problem with in" rel="nofollow">internal labour markets Scenario: You lead a multidisciplin" rel="nofollow">inary team in" rel="nofollow">in a public sector service organisation. In order to promote employment stability, and with trade union agreement, your organisation has elected to use redeployment as a solution to over-staffin" rel="nofollow">ing in" rel="nofollow">in various parts of the organisation. Your team has been short-handed sin" rel="nofollow">ince a member of staff retired, and another is on maternity leave. Kim, a senior technician from a different department has been redeployed to your team. Kim has no experience of the type of work that your team performs, and has previously only worked with other technical staff. The negotiated agreement with the union states that redeployed staff will be graded and paid at the same rate that they were previously for a period of two years. This is awkward because other lower paid team members will be required to help Kim to settle in" rel="nofollow">in and learn the work. One team member is particularly disgruntled because she was hopin" rel="nofollow">ing to apply for the vacant regraded post. This post is no longer available. What are the problems/tensions in" rel="nofollow">in this scenario? How would you try to manage them?