However, extensive recruiting procedures in diverse communities may help to combat the continued disparity of advantages for many minorities. In addition, social representation can be achieved by promoting educational and employment opportunities in a variety of socio-economic settings. The use of internships can also create exposure both of public agencies and of the diverse emerging workforce. 5) There are many different variables that contribute to achieving productivity in the workplace. Research shows that employee satisfaction with their work is a major factor in determining employee productivity. Satisfaction can be improved with increased benefits, including increased wages and salaries, but another very important factor in job satisfaction is the employee's interest in their work and the belief that they are necessary. Promoting a workplace that shows how much it values its employees is essential to achieving productivity. Economic factors are also very important in determining productivity, and in the increasing volatility that appears to be continuing in the global financial system, economic trends will have to be watched to determine the feasibility of certain programs. Public personnel management will have to determine where the limited resources available can best be utilized to maximize productivity.

6) Succession planning is difficult in most situations, but can be an especially complex task in public organizations. Due to the increased...

This can be especially true in cases where the process of training the picks for succession takes place over a period of years, as is often the case. Increased responsibility might be viewed jealously by other employees. Succession planning can also lead to difficulties in merit-based systems, when perhaps a succession pick proves inadequate after a period, or another employee overlooked in succession planning proves themselves to be more worthy, but is now under-trained for the higher position. Strategic planning is even more important to an organization, especially in these volatile times.
7) Many personnel management function models are based on similar corporate models. The function of the personnel manager in corporate-like government offices is to coordinate employees, and determine the need and financial ability to hire and maintain personnel resources. Protecting the merit-based system of reward and promotion is also a primary function of the personnel manager, and this is of extreme importance in government situations. In the non-profit sector, personnel managers may have more or fewer responsibilities based on the organization of the agency. Duties might extend to helping create and maintain a standard of ideals in employees and hiring, while ensuring that all ethical and legal fair hiring guidelines are followed.