This is a Mind Map Of Public Personnel Administration. The acquisition, development, utilization, and remuneration of a public organization's workforce is the focus of public personnel administration, a component of human resource management. People who work in this field typically spend the majority of their time collaborating with public entities such as government offices or non-profit organizations to find ways to help employees thrive and be productive, as well as assisting the organization in developing policies and regulations that affect employees. They also work directly with employees on occasion, especially when it comes to grievance hearings and rights advocacy. This type of person is frequently referred to as a highly specialized human resources manager. In EdrawMind community, you can get more templates of mind maps or other topics in study, work and life.
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INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION
DEFINITION
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).
Personnel administration is an art of managing people or human resources who work for the organization .
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 utilization of individuals to achieve organizational objectives ( Mondy, 2010)
is the division of human resources which deals with employees working for a governmental entity or related non-profit organization. that is concerned with the acquisition,development,utilization and compensation of a public organization’s workforce.
EXAMPLE: JPA
OBJECTIVES
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
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.
ROLES OF PUBLIC PERSONNEL MANAGER
SERVICE FUNCTIONS
serving and assisting line managers in recruiting staff, organizing training and organizing motivation program, deal with labour relation.
COORDINATING 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 FUNCTIONS
offering expert advice on personnel policy
e.g job promotion and career prospects.
CONTROL FUNCTIONS
Analyzing key operational areas such as labour
turnover, wage , discipline
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.
FUNCTION OF ROLES
SERVICE FUNCTION
To serve and assist line/section/ department managers in promoting staff
e.g.
Managing staff recruitment and selection and
organizing motivation and training programs.
COORDINATIVE FUNCTION
To coordinate personnel activities to ensure that HR objectives, policies and procedures are consistently carried out by line/section/department manager across the organization.
e.g.
Managing compensation schemes and
Harmonizing safety and health policies.
CONTROL FUNCTION
To analyze key operational areas in the whole organization, through the inputs provided by line/section/department managers.
e.g.
Managing labour turnover and
supervising employee discipline.
ADVISORY FUNCTION
To offer or provide expert advice on personnel policy to the organization as a whole or to the line/section/department managers.
e.g.
Providing consultation on promotion and career prospects
CHALLENGES
GLOBALIZATION
going global-international)
Borderless economy, international actors
. Embracing new technology
computer & internet-Utilize the technology
online rather than inline(e-gov,e-procurement)
Problem occur when the employee resistance to change.
Move to k-worker, k-economy
Managing change
respond to gov policy,technology,law etc
PPA need to manage change effectively
Manage resistance to change
Send to training etc
Cost
financial strength of the organization)
Organization should have cost effectiveness.
Problem when cost to send to recruitment and training
Factors Affecting PPA
EXTERNAL
External factors – factors that affect an organization from outside its boundaries./beyond the control
National policy e.g: unemployment policy
Employment legislation e.g act and regulations,EA1957
Changes in technology and skills required
Personnel movement
National economic scale / productivity
Income and compensation policy
Industrial relation-Employee and employer relation
Labour market
INTERNAL
Internal factors – factors that affect an organization from inside a firm’s boundaries/within the org control
Organizational culture/policy
Organizational strategic objective
Organizational performance
Trade union policy in the organization
Employment planning
ADMINISTARION
The acts of planning, organizing, directing and controlling (POLC).
The management and utilization of people, machines, systems and technologies to achieve certain objectives.
PERSONNEL:
The human resource or human aspect of the organization.
The most valuable asset of the company
Mind Map Of Public Personnel Administration
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INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION
DEFINITION
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).
Personnel administration is an art of managing people or human resources who work for the organization .
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 utilization of individuals to achieve organizational objectives ( Mondy, 2010)
is the division of human resources which deals with employees working for a governmental entity or related non-profit organization. that is concerned with the acquisition,development,utilization and compensation of a public organization’s workforce.
EXAMPLE: JPA
OBJECTIVES
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
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.
ROLES OF PUBLIC PERSONNEL MANAGER
SERVICE FUNCTIONS
serving and assisting line managers in recruiting staff, organizing training and organizing motivation program, deal with labour relation.
COORDINATING 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 FUNCTIONS
offering expert advice on personnel policy
e.g job promotion and career prospects.
CONTROL FUNCTIONS
Analyzing key operational areas such as labour
turnover, wage , discipline
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.
FUNCTION OF ROLES
SERVICE FUNCTION
To serve and assist line/section/ department managers in promoting staff
e.g.
Managing staff recruitment and selection and
organizing motivation and training programs.
COORDINATIVE FUNCTION
To coordinate personnel activities to ensure that HR objectives, policies and procedures are consistently carried out by line/section/department manager across the organization.
e.g.
Managing compensation schemes and
Harmonizing safety and health policies.
CONTROL FUNCTION
To analyze key operational areas in the whole organization, through the inputs provided by line/section/department managers.
e.g.
Managing labour turnover and
supervising employee discipline.
ADVISORY FUNCTION
To offer or provide expert advice on personnel policy to the organization as a whole or to the line/section/department managers.
e.g.
Providing consultation on promotion and career prospects
CHALLENGES
GLOBALIZATION
going global-international)
Borderless economy, international actors
. Embracing new technology
computer & internet-Utilize the technology
online rather than inline(e-gov,e-procurement)
Problem occur when the employee resistance to change.
Move to k-worker, k-economy
Managing change
respond to gov policy,technology,law etc
PPA need to manage change effectively
Manage resistance to change
Send to training etc
Cost
financial strength of the organization)
Organization should have cost effectiveness.
Problem when cost to send to recruitment and training
Factors Affecting PPA
EXTERNAL
External factors – factors that affect an organization from outside its boundaries./beyond the control
National policy e.g: unemployment policy
Employment legislation e.g act and regulations,EA1957
Changes in technology and skills required
Personnel movement
National economic scale / productivity
Income and compensation policy
Industrial relation-Employee and employer relation
Labour market
INTERNAL
Internal factors – factors that affect an organization from inside a firm’s boundaries/within the org control
Organizational culture/policy
Organizational strategic objective
Organizational performance
Trade union policy in the organization
Employment planning
ADMINISTARION
The acts of planning, organizing, directing and controlling (POLC).
The management and utilization of people, machines, systems and technologies to achieve certain objectives.
PERSONNEL:
The human resource or human aspect of the organization.
The most valuable asset of the company
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INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION
DEFINITION
ADMINISTARION
