1

INTRODUCTION

Public personnel administration is a branch of human resource management that is concerned with acquisitions, development, utilization of funds and resources, compensation of a public organization’s workforce etc… Cutchin (1981) defined public administration as “the executive branch of government; civil service; bureaucracy; dealing with the formulation, implementation, evaluation & modification of public policy.

2

DEFINITION OF PUBLIC PERSONNEL ADMINISTRATION

GOEL (1985) “Public personnel administration is that part of public administration which can help an organization in the management of personnel with the use of well thought out principles, practices and rationalized techniques in selecting, retaining, and developing personnel for the fulfillment of organizational objectives’.

ROBERT D. GATEWOOD (1994) ‘’All activities that forecast on the number and type of employees which an organization will need and then find, and develop them with necessary skills’’ NICHOLAS HENRY (2006) ‘’Concerning both the management of and the policy making for people, and positions in the government bureaucracy’’ 3

THE IMPORTANCE OF PUBLIC PERSONNEL ADMINISTRATION

‘The heart of any government agency, or any organization for that matter, is its personnel. How effectively an agency accomplishes its the mission is heavily determined by the skill, determination, and morale of its employee.‘

• 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 the people are being administered.

• The main purpose 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 principle. 4

ROLE OF PERSONNEL ADMINISTRATOR MANAGER

Discussion and negotiation for collective bargaining Advising management in formulating Personnel Policies Manpower planning, recruitment and selection. Training and development, Performance appraisal Handling disciplinary and legal matters Solving personnel and organizational problems Grievance handling Managing wage and salary administration 5

PERSONNEL ADMINISTRATION FUNCTIONS

Acquisition or provision of public employees for public sector organizations to ensure that the right types and numbers of employees are available at the right time Maintenance and administration of public employees Training and development of public employees to retain a motivated and organized workforce to ensure that the needs of the organization for competent personnel are met, individual employees can develop according to their needs 6

PERSONNEL ADMINISTRATION FUNCTIONS (cont..)

Motivation and compensation of public employees Public labor relations Personnel equity to ensure that employees are motivated to do their work & employees are compensated in a fair and reasonable manner to ensure that the relationship between the public employee and the state as employer is conducted in a fair and reasonable manner & to facilitate and enhance communication and dispute resolution between those two parties to ensure that there are equal employment opportunities, no discrimination in the workplace & to take proactive steps to redress the imbalances and disparities caused by discrimination in the past.

7

PERSONNEL PLANNING

The process by which management ensures it has the right number and kinds of people in the right places at the right time, who are capable of helping the organization achieve its goal.

Translates the organization’s mission & objectives into a personnel plan that will allow the organization’s mission & objectives into a personnel plan that will allow the organization to achieve its goal.

Can be condensed into 2 steps: • Assessing current human resources • Assessing future human resources need & developing a program to meet those needs.

8

PERSONNEL PLANNING

•THE USES AND IMPORTANCE 9

Manpower planning in the public sector Responsible to:

•Determine the role of the public sector •Determine the size and organizational structure of public agencies •Determine the staffing needs & human resource development •Determine the remuneration and retirement benefits •Determine the implications of privatization/segregation of public sector human resources •Development strategic alliances and partnerships, networking.

10

RECRUITMENT

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm.

Process of finding and attracting capable applicants to apply for employment required in an organization, or to fill job vacancies.

Process of identifying and hiring best-qualified candidate.

11

RECRUITMENT

• The uses and importance 12

RECRUITMENT PROCESS

Determining what your exact hiring needs are (Job analysis) Initiating a recruitment action (sources of recruitment) Issuing a vacancy announcement for the position (Job Advertisement) Marketing the position to get high quality applicants (Application & Shortlist candidates) Interviewing those candidates that you believe can perform the work of the position.

Selecting the ‘best qualified’ candidate for each and every position you advertise based on selection criteria.

Retaining the employees once you have them (notifying the successful candidate to take up the job & rejecting applicants that they have not been chosen) 13

Sources & methods of recruitment

INTERNAL RECRUITMENT Getting the applicant/new employee from within the organization. This can be implemented through this method • Job posting – filling the vacancies by transferring existing employee who interested in vacancies.

• Promotion – filling the vacancies by promoting existing employee who can fulfill the requirement.

• Secondment is where an employee temporarily changes job roles within the same company or transfers to another organization for an agreed period of time.

Filling the vacancies by attracting applicants from external sources •Through employment agencies – government & private employment agencies •By contacting the public directly through advertisement in newspaper and media and job fair.

•Direct recruitment from college / university •Internet recruitment/cyber recruiter – use internet in the recruitment process 14

TRAINING & DEVELOPMENT

Leonard Nadler (1984) • “ Training is defined as learning that is provided in order to improve performance on the present job (Nadler, 1984).” Interpretation in (2007) •“is the organizational activity which aims to improve an employee’s current performance. Education consists of activities designed to prepare employees for future jobs.” Any activities that improve individual and organizational performance and assists an agency in achieving its mission and performance goals.

15

Types of training & development

Re-Entry training Orientation Training In-Service Training Post-Entry Training 16

Purpose of training & development

Reasons for emphasizing the growth and development of personnel include creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization.

Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff.

Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale.

Ensuring adequate human resources for expansion into new programs 17

BENEFITS OF TRAINING & DEVELOPMENT

Motivate employees Increase productivity Reduce employee turnover Improve jobs performance Decreased need for supervision Increase efficiency resulting in financial gains Improve jobs performance and employer and employee relations 18

FUNCTIONS OF Personnel Administration

PLANNING MANAGEMENT DEVELOPMENT • To determine the roles of the public sector; • To determine the organizational size and structure of the public agencies; • To determine the requirements and development of HR • To determine pensions and retirement benefits; • To develop strategic alliances and networking • To manage the appointment, placement, remuneration, promotion, retirement benefits, service conditions, employer-employee relations, trainings and human resource database; • To manage policy monitoring; and evaluation •To determine organizational development policies; •To determine Career Development Policy; •To develop career path; •To develop succession planning; and training policy.

19

Federal Public Service Commission Functions carried out by the FPSC include the following: •Appointment •Confirmation of service •Promotion •Transfer of services •Exercise disciplinary control •Conferment into pension status

20

PUBLIC SERVICE COMMISSION

APPOINTMENT The Commission manages the appointment of personnel in the Public Service on permanent, temporary, contractual, temporary transfer and loan status. It also has the authority to terminate the services of personnel in the Public Service according to the appointment’s directive. CONFIRMATION OF SERVICE The Commission has the authority to confirm personnel in the Public Service of their services, to extend trial period, to return a personnel to an original post or to terminate the services due to failure at being confirmed of their services. CONFERMENT INTO PENSION STATUS The Commission manages the conferment into pension status of personnel in the Public Service who are confirmed in service and has served in services for not less than 10 years. 21

PUBLIC SERVICE COMMISSION (PSC/SPA) (cont…)

PROMOTION The Commission functions as a Board of Promotion for promotion to posts for members from the Public Service Boards of Promotion as well as promotion to a higher grade. Additionally, it also functions as a Board of Appeal for the Public Service.

TRANSFER OF SERVICES The Commission has the authority to transfer permanent personnel in Public Service from one scheme of service to another scheme, and from one service to another scheme of service of equal grade. It also has the authority to transfer permanent officers appointed on temporary transfer or loan.

EXERCISE DISCIPLINARY CONTROL The Commission is a relevant Disciplinary Authority for disciplinary actions with the purpose of dismissal or demotion of officers in the Highest Management Group and the Professional Management Group. It also acts as the Public Service Disciplinary Board of Appeal 22

Quote of the Day

•

Be careful to leave your sons well instructed rather than rich, for the hopes of the instructed are better than the wealth of the ignorant.

23