Exploring the Lived Experiences of Government Managers in the Implementation of the 34000 Human Resource Standard

Abstract

Objective: The objective of this study is to explore the lived experiences of government managers regarding the implementation of the 34000 human resource standard using a phenomenological approach.   Methodology: This research employed a mixed-methods approach, combining qualitative phenomenological interviews with 12 experienced managers and a quantitative analysis using ISM-DEMATEL to examine inter-variable relationships. In the quantitative phase, the statistical population consisted of 200 HR professionals and managers from public organizations, with 127 participants selected using Cochran’s formula. Coding in the qualitative section followed open, axial, and selective procedures.   Findings: Five key components were identified: the essence, antecedents, consequences, strengths, and weaknesses of the 34000 standard. Managers emphasized improvements in HR performance, development of new organizational structures, successful team-building, participative leadership, and challenges such as technological limitations and organizational conflicts. Quantitative results showed high reliability (Cronbach’s alpha and composite reliability > 0.7 for all dimensions), and the model's Goodness-of-Fit index (GOF) was 0.388, indicating strong structural validity.   Conclusion: The 34000 standard facilitates organizational cultural transformation, strategic alignment of HR functions, and sustainable development of human capabilities. The findings provide valuable insights for public sector managers seeking to leverage this standard for enhanced organizational performance and employee satisfaction.