INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION

Upon completing this lecture student should be able to: Define the concept of public personnel administration (PPA). Describe the objectives and importance of PPA Describe the roles of PA Manager Describe the challenges of PPA Describe the organizations of PPA

Personnel administration is an art of managing people or human resources who work for the organization (Mondy&Noe,2005). The design of formal systems in an organization to ensure effective and efficient use of human talent to accomplish organizational goals (Mathis & Jackson, 2004).

 The process of managing human talents to

achieve an organizations objectives (Snell & Bohlander, 2007) out the people or human resource aspects of a management position including recruiting, screening, training, rewarding and appraising (Dessler, 2005)

The policies and practices involved in carrying

Public Personnel Administration (PPA) is a branch of human resource management that is concerned with the acquisition, development, utilization and compensation of a public organizations workforce.
Eg: Public Service Department or Jabatan

Perkhidmatan

Awam.

 Societal objective

to be socially responsible to the need and challenges

of society. Organizational objective to recognize that personnel administration exists to contribute to organizational effectiveness. Functional objective to maintain the personnel admin contribution at a level appropriate with organisations needed. Personal objective to assist employees in achieving their personal goals.

Important element of government administrative systems. The effective conduct of the work of government depends upon the people work and how this people are being administered. To ensure public organization has enough and competence staff to perform the tasks of the particular organization. To improve the productive contribution of the public servants and to ensure that all government employees are treated well according to the HRM principles.

STAFFING

SAFETY & HEALTH

HRD

PPA
COMPENSATION & BENEFITS

EMPLOYMENT & LABOR RELATIONS

STAFFING
The process through which an organization ensures that it

always has the proper number of employees with the appropriate skills at the right jobs at the right time to achieve the organizations objectives. Staffing involves job analysis, HR planning, recruitment and selection.

HRD
a major HRM functions that consist of training and

development, career planning & development, organization development and performance appraisal.

COMPENSATION & BENEFITS

Compensation rewards people for performing

organizational work through pay and incentives. Meanwhile benefits are an non financial rewards such as holidays, sick leave and medical coverage.

EMPLOYMENT & LABOR RELATIONS

Safety involves protecting employees from

injuries caused by work related accidents. Health refers to the employees freedom from physical or emotional illness.

SAFETY & HEALTH

When employees are represented by union, the

human resource activity is often referred to as an industrial relations which handles the job of collective bargaining.

Recruitment of new employee Confirmation of service Conferment of pension status Promotion Transfer

Recruitment of new employee Confirmation of service Conferment of pension status Promotion Transfer

Personnel manager is the individual who normally acts in advisory or staff capacity, working with other managers regarding human resource administration matters. The PPA manager is primarily responsible for conducting the administration of personnel to help the public organization achieve its goals.

Coordinative functions

Advisory function

Service functions

Control function

PPA

Service functions
serving and assisting line managers in promoting

staff e.g recruiting staff, organizing training and organizing motivation program.

Coordinative functions
coordinating personnel activities to ensure that

HR objectives, policies and procedures are consistently carried out by line manager across the organization. e.g compensation policy, health and safety policy.

Advisory function
offering expert advice on personnel policy e.g promotion and career prospects.

Control function
analyzing key operational areas such as labour

turnover, wage , discipline.

External factors factors outside its boundaries that affect a firms personnel administration
National policy e.g: unemployment policy

Employment legislation e.g act and regulations

Changes in technology and skills required Personnel movement National economic scale / productivity Income and compensation policy Employee and employer relation Labour market

Internal factors factors inside a firms boundaries that affects its personnel administration Organizational culture/policy Organizational strategic objective Organizational performance Trade union policy in the organization Employment planning