Public Administration
Personnel management is concerned with the development of policies governing
(1)Manpower planning, recruitment, selection, placement & termination.
(2)Education and training, career development.
(3)Terms of employment, methods and standards of remuneration.
(4)Working conditions and employees' services.
(5)Formal and informal communications and consultation both through the
representatives of employers and employees and at all levels throughtout
the organisation.
(6)Negotiation and application of agreements on wages and working conditions,
procedures for the avoidance and settlement of disputes.
(Personnel administration aims at)
(1)Effective utilisation of human resources.
(2)Desirable working relations among all members of the organisation.
(3)Maximum development.
(4)Meeting the organisation's social and legal responsibilities.
(According to michael j jucius, PM should aim at)
(1)Attaining economically and effectively the organisational goals.
(2)Serving to the highest possible degree the individual goals.
(3)Preserving and advancing the general welfare of the community.
(Functions of personnel administration)
(1)Manpower planning
(2)Recruitment
(3)Training
(5)Promotion
(6)Salary structuring
(7)Employees' welfare.
(The Objective of manpower planning are)
(1)To ensure optimum use of human resources currently employed.
(2)To assess or forecase future skills requirements if the organisation's
overall objectives are to be achieved.
(3)To provide control measures to ensure that necessary resources are available
as and when required.
(4)To determine recruitment level.
(5)To anticipate the weakness of organisational procedures and avoid unnecessary
dismissals.
(6)To determine training levels.
(7)To provide a basis for management.
(8)To assess future accomodation requirements.
(Employees welfare)
Various methods an organisation can employ for the general welfare of its
employees.
(1)Motivation of employees and building up of their morale.
(2)Fringe benefits
(3)Health and safety programme.
(4)Maintenance of discipline.
(5)Social welfare and security services.
(6)Proper retirement schemes.
(7)Prior redressal machinary in the organisation.
(8)An organisation has to provide to its employees effective leadership.
(Significance of personnel administration)
(1)To meet the expanding demands of a large population, organisations have
to perform a number of tasks, personnel thus have become a crucial part of
any organisation.
(2)Without efficient personnel the organisation tasks can never be fulfilled.
(3)Development of human resources can't be neglacted.
(4)The greatest natural resources of a nation is its people.
(5)Investments in developing human resources through training, career
development, planning, proper counselling, selection, job-enrichment
programmes is a must for organisational effectiveness.
(6)An effective personnel system is needed to formulate and carry out
the organisational functions.
(Recruitment)
The basic elements of a sound recruitment policy.
(1)Discovery and cultivation of the employment for posts in the organisation.
(2)Use of attractive recruitment literature and publicity.
(3)Use of scientific tests for determing abilities of the candidates.
(4)Tapping capable candidates from within the organisation.
(5)Placement programme which assigns the right man to the right job.
(6)A follow up probationary programme as an integral part of the recruitment
process.
(Training)
(The basic aims of training are always)
(1)Inculcating fresh knowledge among the employees.
(2)Upgrading their skills
(3)Familiarising the inducts to the organisation, its environment, work
conditions, rules, norms and goals.
(4)Attuning the employees to the new needs of the organisation.
(5)Broadening the views and outlook of employees.
(6)Maintaining the morale of the employees.
(7)Development of novel attitudes.
(8)Reduciing waste, accidents, turnover and abseentism.
(Promotion)
The word 'promote' is derived from the latin expression 'promovere',
it means ' to move forward'.
A sound promotion system should fill the following conditions.
(1)Adoption of standard specifications settings forth duties and
qualifications required for the promotions in the government service.
(2)The classification of these positions into distinct classes, series,
grades and services.
(3)The inclusion within this classification of all the higher administrative
positions except those having a political character.
(4)The adoption as far as possible of the principle of recruitment from
within for filling up of higher posts.
(5)The Adoption of the principle of merit in determinig the relative merits
of employees eligible for advancement.
There are two principles which are used in the system of promotion
(1)Principle of seniority.
(2)Principle of merit.
(Salary structuring)
Following are the requirements for the developments of a sound pay stem
(1)The pay structure should be simple and rational.
(2)The pay of a post should be related to the duties and responsibilities
attached to that post.
(3)It should take into consideration the qualifications and experience
prescribed.
(4)It should be comprehensive and adequate to enable the employee to have
a feeling of the total emoluments and to maintain a certain standard of
living.
(1)Manpower planning, recruitment, selection, placement & termination.
(2)Education and training, career development.
(3)Terms of employment, methods and standards of remuneration.
(4)Working conditions and employees' services.
(5)Formal and informal communications and consultation both through the
representatives of employers and employees and at all levels throughtout
the organisation.
(6)Negotiation and application of agreements on wages and working conditions,
procedures for the avoidance and settlement of disputes.
(Personnel administration aims at)
(1)Effective utilisation of human resources.
(2)Desirable working relations among all members of the organisation.
(3)Maximum development.
(4)Meeting the organisation's social and legal responsibilities.
(According to michael j jucius, PM should aim at)
(1)Attaining economically and effectively the organisational goals.
(2)Serving to the highest possible degree the individual goals.
(3)Preserving and advancing the general welfare of the community.
(Functions of personnel administration)
(1)Manpower planning
(2)Recruitment
(3)Training
(5)Promotion
(6)Salary structuring
(7)Employees' welfare.
(The Objective of manpower planning are)
(1)To ensure optimum use of human resources currently employed.
(2)To assess or forecase future skills requirements if the organisation's
overall objectives are to be achieved.
(3)To provide control measures to ensure that necessary resources are available
as and when required.
(4)To determine recruitment level.
(5)To anticipate the weakness of organisational procedures and avoid unnecessary
dismissals.
(6)To determine training levels.
(7)To provide a basis for management.
(8)To assess future accomodation requirements.
(Employees welfare)
Various methods an organisation can employ for the general welfare of its
employees.
(1)Motivation of employees and building up of their morale.
(2)Fringe benefits
(3)Health and safety programme.
(4)Maintenance of discipline.
(5)Social welfare and security services.
(6)Proper retirement schemes.
(7)Prior redressal machinary in the organisation.
(8)An organisation has to provide to its employees effective leadership.
(Significance of personnel administration)
(1)To meet the expanding demands of a large population, organisations have
to perform a number of tasks, personnel thus have become a crucial part of
any organisation.
(2)Without efficient personnel the organisation tasks can never be fulfilled.
(3)Development of human resources can't be neglacted.
(4)The greatest natural resources of a nation is its people.
(5)Investments in developing human resources through training, career
development, planning, proper counselling, selection, job-enrichment
programmes is a must for organisational effectiveness.
(6)An effective personnel system is needed to formulate and carry out
the organisational functions.
(Recruitment)
The basic elements of a sound recruitment policy.
(1)Discovery and cultivation of the employment for posts in the organisation.
(2)Use of attractive recruitment literature and publicity.
(3)Use of scientific tests for determing abilities of the candidates.
(4)Tapping capable candidates from within the organisation.
(5)Placement programme which assigns the right man to the right job.
(6)A follow up probationary programme as an integral part of the recruitment
process.
(Training)
(The basic aims of training are always)
(1)Inculcating fresh knowledge among the employees.
(2)Upgrading their skills
(3)Familiarising the inducts to the organisation, its environment, work
conditions, rules, norms and goals.
(4)Attuning the employees to the new needs of the organisation.
(5)Broadening the views and outlook of employees.
(6)Maintaining the morale of the employees.
(7)Development of novel attitudes.
(8)Reduciing waste, accidents, turnover and abseentism.
(Promotion)
The word 'promote' is derived from the latin expression 'promovere',
it means ' to move forward'.
A sound promotion system should fill the following conditions.
(1)Adoption of standard specifications settings forth duties and
qualifications required for the promotions in the government service.
(2)The classification of these positions into distinct classes, series,
grades and services.
(3)The inclusion within this classification of all the higher administrative
positions except those having a political character.
(4)The adoption as far as possible of the principle of recruitment from
within for filling up of higher posts.
(5)The Adoption of the principle of merit in determinig the relative merits
of employees eligible for advancement.
There are two principles which are used in the system of promotion
(1)Principle of seniority.
(2)Principle of merit.
(Salary structuring)
Following are the requirements for the developments of a sound pay stem
(1)The pay structure should be simple and rational.
(2)The pay of a post should be related to the duties and responsibilities
attached to that post.
(3)It should take into consideration the qualifications and experience
prescribed.
(4)It should be comprehensive and adequate to enable the employee to have
a feeling of the total emoluments and to maintain a certain standard of
living.
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