Different systems, different civil service, different HRM: a comparison of HRM approaches in Anglo-Saxon and Rechtsstaat systems
- This chapter presents a comparative analysis of the Anglo-Saxon and Rechtsstaat traditions with respect to their human resources management (HRM) policies and practices. It begins with a comparative analysis of the two traditions by examining their history, understanding of employment relations, and overall structure. In then discusses each tradition’s approach to the field of HRM and how public sector reforms have impacted the way their public personnel are managed. Following this, it compares the HRM cyle between the two systems with emphasis on: recruitment and selection, employment conditions, performance management, training, and promotion as well as leadership and the management of the senior civil service. The chapter ends by discussing future research avenues in comparative public administration including an emphasis on the necessity of understanding context and linking public administration traditions to behaviour outcomes, such as current challenges related to managing crises, diversity and inclusion and the future of public service in a digitalised world.