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 organization’s objectives (Snell &
Bohlander, 2007)
The policies and practices involved in carrying
out the “people” or human resource aspects of
a management position including recruiting,
screening, training, rewarding and appraising
(Dessler, 2005)
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.
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 organisation’s 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
EMPLOYMENT
COMPENSATION
&
&
LABOR
BENEFITS
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 organization’s 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 Advisory
functions 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
firm’s 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 firm’s boundaries
that affects its personnel administration
Organizational culture/policy
Organizational strategic objective
Organizational performance
Trade union policy in the organization
Employment planning
