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PAD214 PUBLIC PERSONNEL ADMINISTRATION LESSON 1 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION.

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Presentation on theme: "PAD214 PUBLIC PERSONNEL ADMINISTRATION LESSON 1 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION."— Presentation transcript:

1 PAD214 PUBLIC PERSONNEL ADMINISTRATION LESSON 1 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION

2 SCOPE OF THE LECTURE This lesson explains the general principles of public personnel administration. The major concern of this lecture is student should be able to understand personnel administration as part of organizational management that deals with people.

3 OBJECTIVES OF THIS LECTURE 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 major functions of PPA Describe the roles of PPA Manager Describe the challenges of PPA Describe the organizations of PPA (PSD)

4 DEFINITION Personnel administration is an art of managing people or human resources who work for the organization. Public Personnel Administration (PPA) is a branch of human resource management that is concerned with the acquisition, development, utilization and compensation of a public organization’s workforce.

5 THE IMPORTANCE OF PPA Public personnel administration is an 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. The main purpose of PPA is to ensure public organization has enough and competence staff to perform the tasks of the particular organization. The concern of public personnel administration is to improve the productive contribution of the public servants and to ensure that all government employees are treated well according to the HRM principles.

6 THE OBJECTIVES OF PPA 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 organisation’s needed. Personal objective – to assist employees in achieving their personal goals.

7 THE FUNCTIONS OF PPA Planning for organisation, jobs and people The strategic management of human resources Human Resources Planning Acquiring human resources Recruiting applicant Selecting candidates Placement of staff Staff and organizational performance Employee orientation Employee training and development Rewarding employee Performance appraisal Compensation Employee benefits Maintaining employer and employee relation Industrial relation Trade union Occupational Safety and Health

8 PPA MANAGER 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.

9 THE ROLES OF PPA MANAGER 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.

10 PPA Challenges External factors – factors outside its boundaries that affect a firm’s human resources 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 firm’s boundaries that affects its human resources Organizational culture/policy Organizational strategic objective Organizational performance Trade union policy in the organization Employment planning

11 PUBLIC SERVICE DEPARTMENT (JPA) PUBLIC SERVICE DEPARTMENT (JPA) Being a public sector agency personnel in the provision of high- performance human resources capable of providing excellent service through policy formulation and management of human resources for Public Service in Malaysia.

12 MISSION  Be the principal adviser to the Government in the personnel affairs of the Public Service ;  Formulate Civil Service personnel policies including recruitment, placement, promotion, training, salaries, allowances, facilities, benefits and accident compensation, work environment, motivation, incentives and awards ;  Plan manpower requirements of Public Service Quality ;  To determine the optimal structure and size, and  Manage the relationship of employers and employees towards creating a harmonious environment.

13 FUNCTIONS The functions of PSD as Public Sector Human Resource Management agency covers all aspects of planning, management and development of human capital for all government operational agencies.

14 TUTORIAL 1.Explain the importance of PPA 2.Describe the functions of PPA 3.Describe the roles of PPA Manager 4.Describe the challenges of PPA 5.Describe PSD as an agency of PPA

15 THAT ALL FOR TODAY SEE YOU AGAIN NEXT LECTURE LESSON 2 HUMAN RESOURCE PLANNING


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