Hr Policies and Changing Trends in Sweden

Assignment – Human Resource Management

HR Policies and Changing Trends in Sweden

HR Policies

Employment Legislations Policies

In Sweden, employment legislations in the private and the public sector are similar. In the public sector, however, extra provisions detail the abuse of public power and like issues pertinent to a traditional public sector. Recent findings established that less than 1 percent of public employment is on a statutory basis in Sweden. Besides, fixed-term contracts span from a few months to some years with conditions that do not align with the terms of an open contract. Likewise, in Sweden, there is little or no formal grading and ranking of careers in the civil service (Mabon 1).

Employment Composition Policies

On employment composition, part-time work contributes relatively small workforce in the Swedish public administration. Similarly, senior staff and women have higher representations. Of late, the country has been anticipating numerous reforms that affect the central government employment capacity. Despite the ongoing fiscal consolidation, the employment levels continue to drop significantly (Mabon 1).

On the organization and management of HR, Sweden delegates or rather outsources its HRM practices to agencies more than any other country in the world. In other words, all HRM issues that touch on the management of employment and condition therein are delegated to agencies or teams/units. The central HRM unit (Swedish agency of government employees) is solemnly responsible for negotiation and coordination with unions (Mabon 1).

On workforce recruitment, Sweden is renowned for the use of one of the most highly position-based recruitment structure that heavily emphasizes merit and skill. Per se, all entry processes vary according to the available posts. Additionally, suitable applicants are usually picked from the existing labor market as a whole. All vacancies in the Swedish civil service are published, and successful candidates are shortlisted by the HR department for interviews. In the recruitment process, there is a higher tendency of external target hiring tailored particularly towards women and disabled persons (Demmke and Timo 2).

Remuneration Policies

In the public and private sectors, the use of basic salary plus bonus remuneration model is unpopular in Sweden. The prevailing system utilizes individual and differentiated pay schemes that consider the level of responsibility, market price, profession, result and performance (Mabon 1).

Promotion Policies

At all levels of staff, except apex management, performance appraisals are critical determinants of pay promotions in both the private and public divisions alike. Besides, qualifications for professionals support and secretarial staff, there are no formal promotional restrictions between hierarchical grades. Furthermore, the promotion of women is given more priority than that of men (Demmke and Timo 2).