La gestión de recursos humanos en las corporaciones locales
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Publicado
18-09-2018
José Serrano Segura
María Isabel Barba Aragón
Resumen
La literatura señala el importante papel que los trabajadores juegan en los resultados de una empresa y que las prácticas de gestión de recursos humanos pueden tener un efecto positivo sobre el rendimiento organizativo. Aunque esta realidad se ha estudiado ampliamente a nivel de empresa privada, lo cierto es que en el ámbito de la Administración Pública la investigación es más escasa, especialmente para corporaciones locales. Con el propósito de cubrir este hueco, este trabajo realiza un estudio de casos sobre nueve ayuntamientos de la Región de Murcia para analizar si una adecuada gestión de sus trabajadores redunda en mejoras de sus resultados a nivel organizativo, de trabajador y de prestación de servicios. La información obtenida aporta evidencia de que aquellos ayuntamientos que desarrollan prácticas de reclutamiento y selección, formación, evaluación del rendimiento y retribución teniendo en cuenta las necesidades de los puestos concretos a cubrir, el potencial de los empleados y su rendimiento, mejoran sus resultados.
Cómo citar
Serrano Segura, J., & Barba Aragón, M. I. (2018). La gestión de recursos humanos en las corporaciones locales. Cuadernos De Gestión, 12(2), 149–168. https://doi.org/10.5295/cdg.100233js
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Keywords
Gestión de recursos humanos, Administración pública, Corporaciones locales, resultados
References
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BIRDI, K.; CLEGG, C.; PATTERSON M.; ROBINSON A.; STRIDE C,.B.; WALL, T.D. y WOOD, S.J. (2008): “The impact of human resource and operational management practices on company productivity: A longitudinal study”, Personnel Psychology, Vol. 61, pp. 467-501.
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BOLLINGER, A.S. y SMITH, R.D. (2001): “Managing organizational knowledge as a strategic asset”, Journal of Knowledge Management, Vol. 5, No. 1, pp. 8-18.
BOSELIE, P.; PAAUWE, J. y JANSEN, P. (2001): “Human resource management and performance: Lessons from The Netherlands”, International Journal of Human Resource Management, Vol. 12, No. 7, pp. 1107-1125.
BOWMAN, J.S. (1994): “At last, an alternative to performance appraisal: total quality management”, Public Administration Review, Vol. 54, No. 2, pp. 129-136.
CARUTH, D.L. y HUMPHREYS, J.H. (2008): “Perfomance appraisal: Essential characteristics for strategic control”, Measuring Business Excellence, Vol. 12, No. 3, pp. 24-32.
CHIU, R.K.; LUK, V.W.N. y TANG, T.L. (2002): “Retaining and motivating employees: Compensation preferences in Hong Kong and China”, Personnel Review, Vol. 31, pp. 402-431.
COGGBURN, J.D. y Hays, S.W. (2003): “Innovations in Local Government human resource systems: observations from several best practice locations”, Public Administration Quarterly, Vol. 23, No. ¾, pp. 433-455.
DARKE, P.; SHANKS, G. y BROADBENT, M. (1998): “Successfully completing case study research: combining rigour, relevance and pragmatism”, Information Systems Journal, Vol. 8, pp. 273-289.
DE LA CALLE, M.C. y ORTIZ DE URBINA, M. (2004): Fundamentos de recursos humanos, Madrid, Ed. Prentice Hall.
DE LANCER JULNES, P. y HOLZER, M. (2003): “Promoting the utilization of performance measures in public organisations: an empirical study of factor affecting adoption and implementation”, Public Administration Review, Vol. 61, No. 5, pp. 693-708.
DELANEY, J. y HUSELID, M. (1996): “The Impact of Human Resources Management Practices on Perceptions of Organizational Performance”, Academy of Management Journal, Vol. 39, No. 4, pp. 949-969.
DELERY, J.E. y DOTY, D.H. (1996): “Modes of theorizing in strategic human resource management: tests of universalistic, contingency and configurational performance predictions “, Academy of Management Journal, Vol. 39, No. 4, pp. 802-835.
DOLAN, S.L.; VALLE, R.; JACKSON, S.E. y SCHULER, R.S. (2003): La gestión de recursos humanos, Madrid, Ed. McGraw-Hill.
FAEMS, D.; SELS, L.; DEWINNE, S. y MAES, J. (2005): “The effect of individual HR domains on financial performance”, The International Journal of Human Resource Management, Vol. 16, pp. 676-700.
GABRIS, G.T.; GRENELL, K.D. y KAATZ, J. (1998): “Reinventing Local Government human services management: A conceptual analysis”, Public Administration Quarterly, Vol. 22, No. 1, pp. 74-96.
GARCÍA, M.I. (2007): “La nueva gestión pública: evolución y tendencias”, Presupuesto y Gasto Público, No. 47, pp. 37-64.
GHEBREGIORGIS, F. y KARSTEN, L. (2007): “Human resource management and performance in a developing country”, The International Journal of Human Resource Management, Vol. 18, pp. 321-332.
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GRAY, G. (2002): “Performance appraisals don’t work”, Industrial Management, Vol. 44, No. 2, pp. 15-17.
HENDERSON, R.L. (2003): Compensation management in a Knowledge-based world, New Jersey, Ed. Prentice-Hall.
HITT, M.A.; BIERMAN, L.; SHIMIZU, K. y KOCHHA, R.R. (2001): “Direct and moderating effects of human capital on strategy and performance in professional service-firms: a resourcebased perspective”, Academy of Management Journal, Vol. 44, No. 2, pp. 13-28.
HOLZER H.; BLOCK R.; CHEATHAM, M. y KNOTT, J. (1993): “Are training subsides for firms effective? The Michigan experience”, Industrial & Labor Relations Review, Vol. 46, No. 4, pp. 625-636.
HUSELID, M.A. (1995): “The impact of human resource management practices on turnover, productivity and corporate financial performance “, Academy of Management Journal, Vol. 38, No. 3, pp. 635-672.
HUSELID, M.A.; JACKSON, S.E. y SCHULER, R.S. (1997): “Technical and strategic human resource management effectiveness as determinants of firm performance”, Academy of Management Journal, Vol. 40, No. 1, pp. 171-188.
ICHNIOWSKI, C. y SHAW, K. (1999): “The effects of human resource management systems on economic performance: An international comparison of U.S. and Japanese plants”, Management Science, Vol. 45, No. 5, pp. 704-721.
ICHNIOWSKI, C.; SHAW, K. y PRENNUSHI, G. (1997): “The effects of human resource management practices on productivity: a study of steel finishing lines”, The American Economic Review, Vol. 87, No. 3, pp. 291-313.
JERÉZ GÓMEZ, P., CESPEDES LORENTE, J.J. y VALLE CABRERA, R. (2004): “Training practices and organisational learning capability”, Journal of European Industrial Training, Vol. 28, No. 2-4, pp. 234-256.
KAMOCHE, K. (1996): “Strategic human resource management within a resource-capability view of the firm”, Journal of Management Studies, Vol. 33, No. 2, pp. 213-233.
KHOURY, G.C. y ANALOUI, F. (2004): “Innovative management model for performance appraisal: The case of the Palestinian public universities”, Management Research News, Vol. 27, No. 1, pp. 56-73.
KIDDER, P. J. y ROUILLER, J.Z. (1997): “Evaluating the Success of a Large-Scale Training Effort”, National Productivity Review, Vol. Spring, pp. 79-89.
KIM, S. (2005): “Factors affecting state government information technology employee turnover intentions”, American Review of Public Administration, Vol. 35, pp. 137-156.
KOCH, M.J. y MCGRATH, R.G. (1996): “Improving labour productivity: Human resource management policies do matter”, Strategic Management Journal, Vol. 17, pp. 335-354.
KRAUCHUCK, R.S. y SCHACK, R. (1996): “Designing effective performance measurement systems under the government performance and results act of 1993”, Public Administration Review, Vol. 56, No. 4, pp. 348-358.
LARRAZA KINTANA, M.; URTASUN ALONSO, A. y GARCÍA OLAVERRI, C. (2006): “High performance work systems and firms’ operational performance: The moderating role of technology”, The International Journal of Human Resourc Management, Vol. 17, No. 1, pp. 70-85.
LATORRE, J.A. (2003): “La formación como mejora del empleo público: la experiencia de la Diputación de Alicante”, Análisis Local, Vol. 46, pp. 51-54.
LAWLER, E.E. (1990): Strategic pay. Aligning organizational strategies and pay systems, San Francisco, Ed. Jossey-Bass.
LENGERMANN, P.A. (1996): “The benefits and costs of training: a comparison of formal company training, vendor training, outside seminars, and school based training “, Human Resource Management, Vol. 35, pp. 361-381.
LEWIS, G.B. (1991): “Turnover and the quiet crisis in the federal service”, Public Administration Review, Vol. 51, pp. 145-155.
LUNA, A. (2004): “Gestión del capital humano e intelectual en las Adminsitraciones Públicas: El primer paso para la eficiencia del sector público”, Capital Humano, Vol. 176, pp. 105-106.
MANI, B.G. (2002): “Performance appraisal systems, productivity, and motivation: A case study”, Public Personnel Management, Vol. 31, No. 2, pp. 141-159.
MARTIN, D.C. y BARTOL, K.M. (1998): “Performance appraisal: Maintaining systems effectiveness”, Public Personnel Management, Vol. 27, No. 2, pp. 223-231.
MARTOCCHIO, J.J. (1998): Strategic compensation: A human resource management approach, New Jersey, Ed. Prentice Hall.
MASTRACCI, S.H. (2009): “Evaluating HR management strategies for recruiting and retaining IT professionals in the U.S. federal government”, Public Personnel Management, Vol. 38, No. 2, pp. 19-34.
MCELROY, J.C. (2001): “Managing workplace commitment by putting people first”, Human Resource Management Review, Vol. 11, No. 3, pp. 327-335.
MONDY, R.W.; NOE, R.M. y PREMEAUX S.R. (1999): Human resource management, New Jersey, Ed. Prentice-Hall.
MUELLER, F. (1996): “Human resources as strategic assets: an evolutionary resource-based theory”, Journal of Management Studies, Vol. 33, No. 6, pp. 757-785.
MURRAY, B. y RAFFAELE, G.C. (1997): “Single-site, results-level. Evaluation of Quality awareness training”, Human Resource Development Quarterly, Vol. 8, No. 3, pp. 229-245.
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