01397pab a2200169 454500008004000000100002500040245012700065260000900192300001400201362001200215520080400227650003201031773003301063909001001096999001701106952010401123180718b2005   xxu||||| |||| 00| 0 eng d  aCoggburn, Jerrell D.  aThe benefits of human resource centralization: insights from a survey of human resource directors in a decentralized state  c2005  ap.424-35.  aJul-Aug  aTexas in unique among American state governments in its approach to human resources because it has no central human resource (HR) or personnel office and no comprehensive set of centrally prescribed HR policies and procedures. Given contemporary calls for HR decentralization, Texas is an excellent case study of the practical implications of a decentralized approach to HR. This article examines findings from a survey of state agency HR directors. The results suggest that respondents do not see the putative benefits of a centralized HR model. However, respondents from small state agencies, those who perceive they do not have requisite HR expertise, and those with lower levels of educational attainment hold significantly different opinions about the benefits of centralized HR. -  Reproduced.  aHuman resources development  aPublic Administration Review  a66749  c66749d66749  00104070aIIPAbIIPAd2018-07-19hVolume no: 65, Issue no: 4pAR67201r2018-07-19w2018-07-19yAR