Outcomes-based Funding and Responsibility Center Management: Combining the Best of State and Institutional Budget Models to Achieve Shared Goals

State governments serve as a key funding source for public higher education. An alternative to historically based state subsidies or enrollment-based formulas, outcomes-based funding allows states to convey goals for higher education by allocating state tax dollars based on measures of outcomes. Within higher education institutions, the Responsibility Center Management model engages deans and other mid-level managers in the responsibility and accountability for revenue generation as well as expense management. Policymakers will benefit from understanding this approach and how it could be used in concert with outcomes-based funding to support the development and delivery of new academic paradigms, expand access to underrepresented students, and, ultimately, increase educational attainment for a greater number of people. This article describes the potential alignment between incentives created by the Responsibility Center Management model and goals of outcomesbased funding. With an integration of the two models, there is a greater assurance of achieving the goals of both—fiscal sustainability and student success. By using Responsibility Center Management, college and university administrators are better able to marshal resources to help students complete their degrees and other credentials while also reaping the benefits of an outcomes-based funding system that directs public funding toward institutions that are doing just that

The Role of Group Learning in Implementation of a Personnel Management System in a Hospital

A new HR system was introduced in a Dutch hospital. The system implied collaborative work among its users. The project planning seemed to be reasonably straightforward: the system's introduction was intended to take place gradually, including pilots in different departments and appropriate feedback. After some time, the system was successfully adopted by one group of users, but failed with another. We conceptualize the implementation process of groupware as group learning to frame the adoption of the system, and analyze the qualitative data collected during the longitudinal case study. We found that in the user group with strong group learning, adoption of the system occurred effectively and on time. In another user group with rather weak group learning, the use of the system was blocked after a short time. The results provided a first confirmation of our assumption about the importance of group learning processes in the implementation of groupware

Restructuring of Human Resource Management In The U.S.: Strategic Diversity

Change is endemic in the U. S. economy and in worker-management relations. This change can be examined from the perspective of increasing centralization in which public policy dictates that corporations and the state act in concert, to a decentralized market system in which assets are constantly being reconfigured to more productive uses. This paper looks at the evolution of industrial relations and personnel administration to human resource management within this context of continual change through centralized versus decentralized perspectives. Major shifts in HR policies in American companies are described. Within these major shifts, a wide diversity of policy options for workermanagement relations exist. A strategic-contingency model may provide a unifying framework to assist decision makers in choosing among these policy options

Human Resource Information Systems for Competitive Advantage: Interviews with Ten Leaders

[Excerpt] Increasingly, today\u27s organizations use computer technology to manage human resources (HR). Surveys confirm this trend (Richards-Carpenter, 1989; Grossman and Magnus, 1988; Human Resource Systems Professionals 1988; KPMGPeat Marwick, 1988). HR professionals and managers routinely have Personnel Computers (PCs) or computer terminals on their desks or in their departments. HR computer applications, once confined to payroll and benefit domains, now encompass incentive compensation, staffing, succession planning, and training. Five years ago, we had but a handful of PC-based software applications for HR management. Today, we find a burgeoning market of products spanning a broad spectrum of price, sophistication, and quality (Personnel Journal, 1990). Top universities now consider computer literacy a basic requirement for students of HR, and many consulting firms and universities offer classes designed to help seasoned HR professionals use computers in their work (Boudreau, 1990). Changes in computer technology offer expanding potential for HR management (Business Week, 1990; Laudon and Laudon, 1988)

When do interest groups contact bureaucrats rather than politicians? Evidence on fire alarms and smoke detectors from Japan

What determines whether interest groups choose to contact politicians or bureaucrats? Despite the importance of this question for policymaking, democracy, and some prominent principal-agent understandings of politics, it is relatively unexplored in the literature. We argue that government stability plays a major part in interest groups' decisions. That is, central to interest groups' decisions is their assessment of the likelihood that politicians currently in power will continue to be in the future. We deduce logical, but totally contrasting hypotheses, about how interest groups lobby under such conditions of uncertainty and then test these using a heteroskedastic probit model that we apply to a unique longitudinal survey of interest groups in Japan. We find that when it is unclear if the party controlling the government will maintain power in the future, interest groups are more likely to contact the bureaucracy. When it is believed that the party in power will retain control for a considerable period, interest groups are more inclined to contact politicians. In addition, during times of government uncertainty, interest groups that are supportive of the governing party (or parties) are more likely to contact politicians and those that are less supportive will be more likely to contact bureaucrats. © 2013 Cambridge University Press

Resource allocation in a university environment : a test of the Ruefli, Freeland, and Davis goal programming decomposition algorithms / BEBR No. 735

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Embrapa Technological Information: a bridge between research and society

This paper presents the efforts undertaken by the Brazilian Agricultural Research Corporation regarding Science and Technology information management, through one of its Decentralized Units, Embrapa Technological Information (Scientific and Technological Information Service', SCT). The major aim of SCT is to promote and improve the processes of scientific communication - information that feeds and that results from research activities - and of science and technology dissemination - information that results from research activities and that is directed to the general publi

A question of value(s): Political connectedness and executive compensation in public sector organizations

While the de-politicization of public sector management was a core objective of past reform initiatives, more recent debates urge the state to act as a strong principal when it comes to public sector unity and policy coherence - and consequently make a case for reinvigorating links between the political and managerial sphere. Using data from Austrian public sector organizations, we test and confirm the causal relationship of political connectedness of board members and executive compensation. Differentiating between value-based and interest-based in-groups, we suggest that only value-based political connectedness has the potential to restore patronage as a control instrument and governance tool. Self-interested and reward-driven patronage, on the other hand, indicated by a strong association of political connectedness and executive pay, refers to the type of politicization that previous public sector reforms promised to abolish