PEERSONNEL ADMINISTRATION

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PEERSONNEL ADMINISTRATION

• On the basis of current psychological research
  into human relations most employees in large
  public agencies have certain definite needs if
  they are to remain satisfied and motivated. At a
  minimum they must have a sense of security, a
  sense of success and a sense of belongingness,
  all of which are probably mutually related in
  some way.
• O.G. Stahl

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PERSONNEL ADMINISTRATION

• Personnel Administration is the part of
  acquiring, developing and maintaining a competent
  work force in such a manner as to accomplish with
  maximum efficiency and economy the functions and
  objectives of the organization.

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Scope of Personnel Administration

1. Manpower Planning
2. Recruitment
3. Training and Development
4. Environmental Linkage
5. Compensation
6. General Employee Services
7. Job Satisfaction/motivation/ organisation
8. Compliance with Government Legislation
9. Industrial Relations

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Importance of Personnel Administration

• Good administration is a composite of effective
  organization, adequate material facilities and
  qualified personnel. Even poorly devised
  machinery may be made to work if it is manned
  with well trained, intelligent , imaginative and
  devoted staff. On the other hand, the best
  planned organization may produce unsatisfactory
  results, if it is operated by mediocre or
  disgruntled people .

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Recruitment-methods

• Merit System
• Adequate Publicity
• Opportunity to apply
• Realistic standards
• No discrimination
• Ranking on the basis of ability
• Knowledge of results

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Advantages

• Administration on scientific lines and increases
  efficiency
• Right person at right place, full justice.
• Neutral administrative structure
• No temptation to make quick money as job is
  permanent, till retirement.

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Spoil System

• Under this system public office is considered and
  used as spoils to be enjoyed by the political
  party victorious at the polls.
• Merits
• Democratic
• Very simple
• Consistent with party govt.
• Responsibility of official to public

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• Demerits
• Spirit of public service is completely damped.
• Principles of efficiency and economy are replaced
  by party consideration, group adjustment and
  personal caprice.
• Lack of responsibility due to short tenure
• Vested interest of major political parties

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• Education System
• The recruitment of the civil servants on the
  basis of having some particular educational
  qualifications prior to entry.
  
• Professionalism
• Specialization
• Expertise

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• Selection
• Past record
• Interview
• Intelligence tests
• Performance test
• Aptitude test
• Personality tests

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Recruitment and selection in Pakistan

• Four Avenues of Recruitment
• Direct Recruitment (central Superior Service)
• Military Recruitment (10 of grade 17 18 posts
  on permanent and regular basis)
• Recruitment at higher level (Advertisement
  against vacancies)
• Ad hoc Recruitment (on temporary basis)

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• Selection Criteria
• Open Competition
• Quota System
• Selection
• Examination
• Interview
• Medical Examination

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Kinds of Training

• Informal Training
• Formal Training
• Pre entry Training
• Orientation Training
• In Service Training
• Refresher Courses

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Kinds of Training in Pakistan

• Pre entry Training
• Civil Service Academy
• education
• socialization
• Specialised Training
• Concludes with the examination by FPSC

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Kinds of Training in Pakistan

• In service Training
• National Institute of Public Administration
  (NIPA)
• Training period 14-16 weeks
• Pakistan Administrative Staff College.
• Training period 20 weeks
• Refresher courses

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PEERSONNEL ADMINISTRATION

• On the basis of current psychological research
  into human relations most employees in large
  public agencies have certain definite needs if
  they are to remain satisfied and motivated. At a
  minimum they must have a sense of security, a
  sense of success and a sense of belongingness,
  all of which are probably mutually related in
  some way.
• O.G. Stahl