Motivation

However, it is often difficult to measure productivity in public service because it does not actually produce anything. Moreover, there are several variables that affect productivity. Globalization brought the emphasis on productivity to the forefront. Creating a global chain is a major activity of not only the private sector but also the public sector. In a globalized world, each country is forced to improve the economies of scale in order to be competitive. The economy of scale is important in the delivery of public services. The demand for the provision of better and efficient services is ever-present in the government.

Based on Norman’s research (1995), there is a growing demand for increasing efficiency, which demonstrates results and outputs, especially in terms of budgeting for sources. The human resource management emphasizes results orientation, including a performance appraisal system. Another important element is to expand the time horizon for three years. Bonder et al. (2011) suggested Competency-Based Management, a relatively new approach to human resource management. Competency-Based Management is based on the idea that the major functions of personnel, staffing, and learning and performance management, around a competency profile for the work to be carried out. It focuses on talent management, which relies not only on examining the demographics of the employee population but also on an analysis of the competencies (the knowledge, skills and personal attributes) necessary to carry out the activities of the organizations (Bonder et al. 2011). It also focuses on gap analysis. As Lawler (1973) has pointed out, competencies refer to the skills, which are appropriate and unique to the organization and will provide core competencies and competitive advantage.

Agor (1997) proposed the response of intellectual capital, which is defined as the intangible assets of skills, knowledge, and information. It can be regarded as a higher value asset. He proposed a human skill development program involving innovative and efficient thinking tools. Brain System Management (BSM) can be used to make decisions. This means the management of employees as individuals, rather than simply as part of a collective entity or by grade classification based on an evaluation of the performance of the individuals. Most of the OECD countries have adopted individual performance (UN 2005). One of the problems of performance measures is the emphasis on short-term gains. O’Toole and Meier (2015) suggest taking some initial steps in providing a theory by incorporating such contextual variables as political context (unitary versus shared powers, single or multiple-level, corporatist versus adversarial, with or