HR STRATEGIC MANAGEMENT: HUMAN RESOURCE MANAGEMENT IN THE PUBLIC AND PRIVATE SECTORS

The course aims at: providing knowledge on the new HR models running within the public administration (PA) through a comparison with the private sector providing knowledge of the innovation processes aimed at improving the quality of utilities and services for citizens and enterprises developing the knowledge off the skills required to work within the PA to face the challenge of PNRR and EU Funds in the next cycle 2028-20234: digital transition, green revolution and social inclusion providing knowledge on PA staffing requirements, managers as well as employees, at national and local level, also in relation to the current implementation of PNRR and EU funds 2028-34 deepening the knowledge on how to plan, measure and evaluate public value as required skill for the new forms of public selection and recruitment deepening the knowledge on how to invest in people and engage public employees according to the ‘nudge theory’

No pre- requisite

At the end of the course, the students will be able to: understand the main HR models comparing public and private sector understand the competences and skills required to work in public bodies and entities understand the new forms of public selection and recruitement read, discuss and criticize issues linked to the staffing needs and requirements for public managers and employees to critically understand new mechanisms to approach performance management in public sector to apply social innovation schemes to PA integrate the acquired knowledge evaluate and assess the appropriateness of different policies responses given to the citizens and companies needs.

A comparison between public and private sector in HR models: the change management theory A business plan for a new public administration: towards an ‘outcome oriented’ model training new competences and skills for public administration new forms of public recruitment and selection – InPa.gov.it Strategic Management HR:staffing requirements strictly connected to staffing needs soft skills and hard skills to work in public sector: talent management what competences to face the challenges of digital transition and green revolution connected to PNRR skills assessment and life-long learning: the role of the National School of Public Administration Leveraging intangible assets: motivation, commitment and risk management between public and private sector the performance management cycle for an outcome oriented administration theory of ‘public value’ as new frontier for performance and budgeting management from a responsibility based on procedures to a responsabilty based on results: a new model public management and social innovation: new partnerships between public and private sector BPA, Behavioural Public Administration: behavioural sciences applied to public and private sector.

Handouts and materials provided by the professor

Frontal lectures, laboratory activities and open debates

Oral test at the end of the course.

Interest for the discipline and active participation to the classes Minimum score 27/30.