One of the great challenges in the field of public administration in the world is that public organizations have the quantitatively and qualitatively ideal human resources so that they can meet organizational objectives.
This challenge is perceived with greater concern in emerging countries, and specifically in those with greater volatility in terms of changes in government regimes, to analyze this issue I will take the case of public administration in Peru as a model.
One of the great problems that Peru has, for several years together with citizen insecurity and corruption, is the entangled bureaucracy in the state, product of poor human resource management in many state entities, where to understand many, the governments on duty once they come to power, fill the state entities with excess personnel, without adequate planning of the necessary human resources, among which stand out the workers hired for a fixed term, as well as the so-called positions of trust, formed by personnel who often do not have experience in the entity, nor managerial skills or knowledge suitable for the position and who enter public entities directly, generally to occupy senior management positions,without having gone through a process of incorporating human resources.
In this regard, I must point out that the success of any organization is in good administration, and for this, we must have the appropriate and empowered technical cadres to make timely and adequate decisions, without political pressure, where the positions they occupy are the product of an analysis of positions, and that these be covered by first-instance personnel who already work in the institution, who meet the profiles required for the position and that this process is carried out with complete objectivity and transparency, otherwise the chaos and neglect.
In this context, the lack of a career line (which must be the result of a technical-legal study, where the entity's workers actively participate), adequate recruitment and selection of personnel, adequate evaluation of personnel using modern techniques of administration of the human resources, such as the 360 ° evaluation, adequate administration of remunerations (eliminating wage distortions among workers who perform similar tasks in various areas of the organization), the lack of participatory management, among other limitations or deficiencies in the administration of human resources of the public sector make that the perception that in the state there are many people but not what is needed is unfortunately correct.
In this sense, if human resources are linked to the mission and strategy of the organization, it is ensured that the processes of recruitment, selection, induction and location of human resources choose, develop and promote the most competent people, where a good process of incorporation of human resources to take advantage of competent people wherever they are.
Therefore, an efficient management of human resources in the public administration will allow organizations to have competent and committed workers with their organization, with the consequent benefit not only for the entity, but for the country.
