Introduction To Public Personnel Administration

Introduction
PUBLIC PERSONNEL ADMINISTRATION

NATURE AND SCOPE
 Ms. Antonietta A. Arquiza, CPA, MPA, CSEE

ADZU Graduate School
MPA - PAG 511
Introduction
- PUBLIC PERSONNEL ADMINISTRATION
Personnel Administration is the totality of

concern with the human resources of an
organization which consists of the art of
selecting new employes and utilizing the
earlier employed to gain the maximum quality
and quantityin out put of the working force. –
Felix A. Nigro
Introduction
Personnel Administration is the utilization

of the best scientific knowledge of all kinds to
the end that an organization as a whole and
the individuals composing it shall find that
corporate and individual purposes are being
reconciled to the fullest possible extentwhile
the working together of these purposes
realizes also a genuine social benefit. - Ordway
Tead
Introduction
Personnel Administration
- Cooperative group effort in a private or

public setting.
- Concerned with people and their
behavior
Introduction
Personnel Administration – deals with the
• recruitment of employees for organization
positions (including promotions and
transfers from one position to another).
• Separation of employees from the
organization the organization by
retirement, dismissal or resignation
• Training of employees with their salaries
and wages. And their health, safety and
welfare. - Simon, Smithburg &Thompson
Introduction
•Human Resource Management has largely

replaced the term Personnel Administration as a
description of the processes involved in managing
people in organization.
•HRM is the planning, organizing, directing and

controlling of the procurement, development,
compensation, integration, maintenance and
separation of human resources to the end that the
individual, organizational and societal objectives
are accomplished.
Introduction
•HRM is the strategic and coherent approach

to the management of an organization’s most
valued assets: the people working there who
individually and collectively contribute to
the achievement of the objectives of the
business.
Introduction
Evolution (Approaches) of the Personnel Specialized Function
1. Merit system – recruit, promote and manage government
personnel in accordance with comparative merit or
achievement.
2. Spoils system – appoint and dismiss government personnel for
partisan political reasons.
3. Emergency employment – provide temporary jobs for the
unemployed due to economic reasons.
4. Veteran preference – preference may be given for services in
the armed forces of a country.
5. Equitable allocation of employment –assure equitable
allocation of public jobs. Representation by geographic areas,
social class or ethnic groups may be considered as factors in the
employment in government.
Introduction
Elements of a Well- balanced Personnel Program (Felix A. Nigro)
1. Development of a sound organization structure for carrying out
the personnel program, one in which the responsibilities of all
those participating in the program are clearly defined.
2. Systematic and flexible position classification and the
establishment of a just salary plan, taking into account the
strong competition which the private sector offers.
3. A well conceived recruitment plan and the attraction of good
candidates by means of imaginative and aggressive recruiting
techniques.
4. A sound system of selection, assuring the appointment of only
the most qualified candidates and their placement in the jobs for
which they are best fitted.
Introduction
Elements of a Well- balanced Personnel Program – cont.
5. Comprehensive in-service training programs, aimed at
improving the skills of the employees, raising their morale, and
preparing them for promotions.
6. A satisfactory plan for the periodic evaluation of the efficiency of
the employees in order to improve their performance and to
identify the most competent ones.
7. A plan of promotions based principally on the merits of the
aspirants, with the object of establishing a career system by
means of which good people are brought into the service and in
accordance with their performance, are moved up the line until
they reach the highest ranking positions.
Introduction
Elements of a Well- balanced Personnel Program – cont.
8. Constant efforts to improve human relation skills of supervisors

and in general to assure proper attention to human relations
factors.
9. A complete program for maintaining the morale and discipline of
the employees at a high level.
Introduction
Two functions of HRM
A. Management Functions
1. Planning
2. Organizing
3. Directing
4. Controlling
B. Operative Functions
1. Procurement
2. Development
3. Compensation
4. Integration
5. Maintenance
6. Separation
Introduction
A. Management Functions
1. Planning
• Is the determination in advance of a personnel
program that will contribute to goals established for
the enterprise.
• HR planning is the process of anticipating the
manpower needs of the organization in light of its
goals & putting them in formal written form for
implementation.
• HR planning is to assure that a certain desired
number of persons with the correct skills will be
available at some specified time in the future.
Introduction
2. Organizing
• Involves arranging the necessary resources to

carry out the plan. It is the process of creating
structure, establishing relationships, and
allocating resources to accomplish the goals of the
organization.
• Refers to the arrangement & relationship of jobs
and position which are necessary to carry out the
personnel programs as determined by top
management.
Introduction
3. Directing
• Concerned with guidance of all efforts towards
stated objectives.
4. Controlling
• Involves the monitoring and verifying that actual
performance matches the plan.
• Concerned with keeping all efforts with the
channels prescribe by management as shown in
the personnel plan for the entire organization to
insure that the organization is accomplishing its
purpose.
Introduction
B. Operative functions
1. Procurement
• Concerned with the obtaining of the proper
kind and number of personnel necessary to
accomplish organizational goals.
• Deals with the determination of human
resources requirements and their recruitment,
selection and placement.
Introduction
1. Procurement … continuation
a. Screening - is the process of sifting the good

applicants from host of recruits.
b. Selection - choosing the best among the
screened applicants.
c. Placement - is the determination of the
specific branch, department, division,
section or unit where the individual is to be
assigned for work.
Introduction
2. Development
• Increase or enhancement of skills, through training,
that is necessary for proper job performance.
• This activity is a great importance and will continue
to grow, because of technology, realignment of jobs,
and the increasing complexity of managerial task.
Training - is defined as the systematic development of

the attitude/knowledge/skill/behavior pattern required
for the adequate performance of a given job.
Introduction
3. Compensation
• Is the adequate and equitable remuneration of

personnel for their contribution to organization’s
objectives. It is one of the most important
function of Personnel management.
• The total pay received by an employee pursuant

to his/her employment/appointment.
Introduction
4. Integration
• is concerned with the attempt to effect a

reasonable reconciliation of individual,
societal and organization interest. We must
deal with the feelings and attitudes of
personnel in conjunction with the principles
and policies of organizations.
Introduction
5. Maintenance
• is concerned with the perpetuation of a willing

and able work force. The maintenance of
willingness is heavily affected by communications
with employees and the physical condition of the
employees should be maintained.
Introduction
PUBLIC PERSONNEL ADMINISTRATION
6. Separation
• Involves activities to prepare the employee to
return to the society after serving the
organization. This include retirement, layoff, out-
placement and discharge.
• Concerned with providing all needs which
include retirement benefits and the likes of each
personnel in an organization.
• Stimulates establishment of state laws to provide
unemployment compensation for those laid off
by firms.
Thank You!

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Introduction

PUBLIC PERSONNEL ADMINISTRATION

 Ms. Antonietta A. Arquiza, CPA, MPA, CSEE

Personnel Administration is the totality of

Personnel Administration is the utilization

- Cooperative group effort in a private or

•Human Resource Management has largely

•HRM is the planning, organizing, directing and

•HRM is the strategic and coherent approach

8. Constant efforts to improve human relation skills of supervisors

• Involves arranging the necessary resources to

a. Screening - is the process of sifting the good

Training - is defined as the systematic development of

• Is the adequate and equitable remuneration of

• The total pay received by an employee pursuant

• is concerned with the attempt to effect a

• is concerned with the perpetuation of a willing

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