Characterstics of public personnel administration
(Developmental functions and the growingrole of specialists in the public services)
(1)The government has assumed the larger responsibility of achieving security and well being of the
citizens, for this purpose, skills and expertise of public services is needed.
(2)Public services bridges the gap between the formulation and implementation of the policies.
(3)Civil services is responsible for establishing and strenghtening the conditions required for
economic development, maintenance of law and order, development of infrastructure facilities etc.
(4)Civil services is responsible for modifying the resource structure of the country.
(5)Increasing development functions and aspirations of the people calls for new specialism, new
techniques, new methods in public administration.
(6)Number of specialists in administration is constantly increasing.
(Role of public service commission)
(1)The functions of public service commission are to advise the development or matters relating to
recruitment.
(2)To conduct examinations.
(3)To advise the government on the suitability of candidates for promotion and transfers.
(4)It is consulted regarding matters relating to temporary appointments.
(5)Matters relating to regularisation of appointments
(6)Matters relating to disciplinary action against the employees.
(Public personnel administration is a legacy of the british)
(1)The top bureaucracy is a spill over of British rule.
(2)During the British period, the higher civil services were manned by either British or Indians
recruited from higher economic and feudal strata of society. The lower subordinate levels
comprised Indians only.
(3)The public personnel system during the British period was elitist, displayed high authoritarianism,
was to hierarchic, had no development or welfare orientation and was too rigid in structure.
(4)After independence, the basic administration structure remained the same.
(5)After independence two basic changes took place, first the civil service became accountable to
executive and second, civil service became an instrument of development.
(The dysfunctionalities of the present public personnel system)
(1)Bureaucracy has acquired a class character.
(2)The gap between citizen and administration is widening.
(3)The public services are immobilised by their size.
(4)There are contradictions and incompatibilities at different levels of bureaucracy.
(5)Public service has become a prisoner of its procedures and precedents.
(6)In economic field, the performance of bureaucracy has been poor.
(7)Performance of public services in the area of policy making has not been very convincing.
(8)According to ARC public services suffer from a professional inadequacy. it has not able to face
the great diversification of the functions.
(9)Tenure system has impeded building up of new expertise in the personnel.
(10)Technologically sophiscated taskes of the administration calls for new specialism in the services.
emphasis on generalism has lost its validity.
(11)Vocational remuneration policy.
(12)Improper utilisation of human resources.
(13)Adherence to seniority has proved damaging to quality.
(Ways to evolve an efficient public personnel system)
(1)Closer interaction between public servants and citizen is needed.
(2)Constant interaction between the public personnel and governmnet can also solve problems.
(3)Need for citizen's participation in formulation, implementation and monitoring of policies.
(4)Role of media in highlighting the problems of administration and grievances of citizens.
(5)Need for increase in the participation of NGOs and Co-operatives in administrative personnel.
(The desirable ingredients of a good and sound personnel system)
(1)The best man for the job.
(2)Increasing professionalism.
(3)Competitiveness in selection for higher administrative positions.
(4)Placement to be job-oriented and not status trapped.
(5)Motivation for better performance.
(6)Equal pay for equal work.
(7)Objective evaluation of performance.
(8)Rational promotion and personnel development system.
(9)Appropriate organisation of functions of government and appropriate policies and
practises to enable optimum personnel performance.
(The preponderant characterstics of public personnel system were)
(1)It was 'Elitist', exclusive in outlook & approach.
(2)It displayed despotism in action and behaviour.
(3)It maintained safe and wide distance from the people.
(4)It developed structural rigidity and functional frigidity.
(5)It was too hierarchic and precedent adherent.
(6)It had no human relations orientation.
(7)It had feudalistic and separatist attitude and temper.
(8)It had no welfare and development motivation.
After Independence, two basic changes took place which greatly affected the role of civil
service. First, with the adoption of the system of parliamentary democracy, the civil service
became accountable to the political executive, secondly civil service became an instrument of
development.
(1)Public personnel system aims at fulfilment of the goals of the government.
(2)Increase in development functions.
(3)Growing number of public personnel.
(4)Growing number of specialists in public services.
(5)Low rate of turnover of employees in govenment service.
(6)Prevalence of rank classification in the services.(Developmental functions and the growingrole of specialists in the public services)
(1)The government has assumed the larger responsibility of achieving security and well being of the
citizens, for this purpose, skills and expertise of public services is needed.
(2)Public services bridges the gap between the formulation and implementation of the policies.
(3)Civil services is responsible for establishing and strenghtening the conditions required for
economic development, maintenance of law and order, development of infrastructure facilities etc.
(4)Civil services is responsible for modifying the resource structure of the country.
(5)Increasing development functions and aspirations of the people calls for new specialism, new
techniques, new methods in public administration.
(6)Number of specialists in administration is constantly increasing.
(Role of public service commission)
(1)The functions of public service commission are to advise the development or matters relating to
recruitment.
(2)To conduct examinations.
(3)To advise the government on the suitability of candidates for promotion and transfers.
(4)It is consulted regarding matters relating to temporary appointments.
(5)Matters relating to regularisation of appointments
(6)Matters relating to disciplinary action against the employees.
(Public personnel administration is a legacy of the british)
(1)The top bureaucracy is a spill over of British rule.
(2)During the British period, the higher civil services were manned by either British or Indians
recruited from higher economic and feudal strata of society. The lower subordinate levels
comprised Indians only.
(3)The public personnel system during the British period was elitist, displayed high authoritarianism,
was to hierarchic, had no development or welfare orientation and was too rigid in structure.
(4)After independence, the basic administration structure remained the same.
(5)After independence two basic changes took place, first the civil service became accountable to
executive and second, civil service became an instrument of development.
(The dysfunctionalities of the present public personnel system)
(1)Bureaucracy has acquired a class character.
(2)The gap between citizen and administration is widening.
(3)The public services are immobilised by their size.
(4)There are contradictions and incompatibilities at different levels of bureaucracy.
(5)Public service has become a prisoner of its procedures and precedents.
(6)In economic field, the performance of bureaucracy has been poor.
(7)Performance of public services in the area of policy making has not been very convincing.
(8)According to ARC public services suffer from a professional inadequacy. it has not able to face
the great diversification of the functions.
(9)Tenure system has impeded building up of new expertise in the personnel.
(10)Technologically sophiscated taskes of the administration calls for new specialism in the services.
emphasis on generalism has lost its validity.
(11)Vocational remuneration policy.
(12)Improper utilisation of human resources.
(13)Adherence to seniority has proved damaging to quality.
(Ways to evolve an efficient public personnel system)
(1)Closer interaction between public servants and citizen is needed.
(2)Constant interaction between the public personnel and governmnet can also solve problems.
(3)Need for citizen's participation in formulation, implementation and monitoring of policies.
(4)Role of media in highlighting the problems of administration and grievances of citizens.
(5)Need for increase in the participation of NGOs and Co-operatives in administrative personnel.
(The desirable ingredients of a good and sound personnel system)
(1)The best man for the job.
(2)Increasing professionalism.
(3)Competitiveness in selection for higher administrative positions.
(4)Placement to be job-oriented and not status trapped.
(5)Motivation for better performance.
(6)Equal pay for equal work.
(7)Objective evaluation of performance.
(8)Rational promotion and personnel development system.
(9)Appropriate organisation of functions of government and appropriate policies and
practises to enable optimum personnel performance.
(The preponderant characterstics of public personnel system were)
(1)It was 'Elitist', exclusive in outlook & approach.
(2)It displayed despotism in action and behaviour.
(3)It maintained safe and wide distance from the people.
(4)It developed structural rigidity and functional frigidity.
(5)It was too hierarchic and precedent adherent.
(6)It had no human relations orientation.
(7)It had feudalistic and separatist attitude and temper.
(8)It had no welfare and development motivation.
After Independence, two basic changes took place which greatly affected the role of civil
service. First, with the adoption of the system of parliamentary democracy, the civil service
became accountable to the political executive, secondly civil service became an instrument of
development.
(1)Public personnel system aims at fulfilment of the goals of the government.
(2)Increase in development functions.
(3)Growing number of public personnel.
(4)Growing number of specialists in public services.
(5)Low rate of turnover of employees in govenment service.
(6)Prevalence of rank classification in the services.
(1)The government has assumed the larger responsibility of achieving security and well being of the
citizens, for this purpose, skills and expertise of public services is needed.
(2)Public services bridges the gap between the formulation and implementation of the policies.
(3)Civil services is responsible for establishing and strenghtening the conditions required for
economic development, maintenance of law and order, development of infrastructure facilities etc.
(4)Civil services is responsible for modifying the resource structure of the country.
(5)Increasing development functions and aspirations of the people calls for new specialism, new
techniques, new methods in public administration.
(6)Number of specialists in administration is constantly increasing.
(Role of public service commission)
(1)The functions of public service commission are to advise the development or matters relating to
recruitment.
(2)To conduct examinations.
(3)To advise the government on the suitability of candidates for promotion and transfers.
(4)It is consulted regarding matters relating to temporary appointments.
(5)Matters relating to regularisation of appointments
(6)Matters relating to disciplinary action against the employees.
(Public personnel administration is a legacy of the british)
(1)The top bureaucracy is a spill over of British rule.
(2)During the British period, the higher civil services were manned by either British or Indians
recruited from higher economic and feudal strata of society. The lower subordinate levels
comprised Indians only.
(3)The public personnel system during the British period was elitist, displayed high authoritarianism,
was to hierarchic, had no development or welfare orientation and was too rigid in structure.
(4)After independence, the basic administration structure remained the same.
(5)After independence two basic changes took place, first the civil service became accountable to
executive and second, civil service became an instrument of development.
(The dysfunctionalities of the present public personnel system)
(1)Bureaucracy has acquired a class character.
(2)The gap between citizen and administration is widening.
(3)The public services are immobilised by their size.
(4)There are contradictions and incompatibilities at different levels of bureaucracy.
(5)Public service has become a prisoner of its procedures and precedents.
(6)In economic field, the performance of bureaucracy has been poor.
(7)Performance of public services in the area of policy making has not been very convincing.
(8)According to ARC public services suffer from a professional inadequacy. it has not able to face
the great diversification of the functions.
(9)Tenure system has impeded building up of new expertise in the personnel.
(10)Technologically sophiscated taskes of the administration calls for new specialism in the services.
emphasis on generalism has lost its validity.
(11)Vocational remuneration policy.
(12)Improper utilisation of human resources.
(13)Adherence to seniority has proved damaging to quality.
(Ways to evolve an efficient public personnel system)
(1)Closer interaction between public servants and citizen is needed.
(2)Constant interaction between the public personnel and governmnet can also solve problems.
(3)Need for citizen's participation in formulation, implementation and monitoring of policies.
(4)Role of media in highlighting the problems of administration and grievances of citizens.
(5)Need for increase in the participation of NGOs and Co-operatives in administrative personnel.
(The desirable ingredients of a good and sound personnel system)
(1)The best man for the job.
(2)Increasing professionalism.
(3)Competitiveness in selection for higher administrative positions.
(4)Placement to be job-oriented and not status trapped.
(5)Motivation for better performance.
(6)Equal pay for equal work.
(7)Objective evaluation of performance.
(8)Rational promotion and personnel development system.
(9)Appropriate organisation of functions of government and appropriate policies and
practises to enable optimum personnel performance.
(The preponderant characterstics of public personnel system were)
(1)It was 'Elitist', exclusive in outlook & approach.
(2)It displayed despotism in action and behaviour.
(3)It maintained safe and wide distance from the people.
(4)It developed structural rigidity and functional frigidity.
(5)It was too hierarchic and precedent adherent.
(6)It had no human relations orientation.
(7)It had feudalistic and separatist attitude and temper.
(8)It had no welfare and development motivation.
After Independence, two basic changes took place which greatly affected the role of civil
service. First, with the adoption of the system of parliamentary democracy, the civil service
became accountable to the political executive, secondly civil service became an instrument of
development.
(1)Public personnel system aims at fulfilment of the goals of the government.
(2)Increase in development functions.
(3)Growing number of public personnel.
(4)Growing number of specialists in public services.
(5)Low rate of turnover of employees in govenment service.
(6)Prevalence of rank classification in the services.(Developmental functions and the growingrole of specialists in the public services)
(1)The government has assumed the larger responsibility of achieving security and well being of the
citizens, for this purpose, skills and expertise of public services is needed.
(2)Public services bridges the gap between the formulation and implementation of the policies.
(3)Civil services is responsible for establishing and strenghtening the conditions required for
economic development, maintenance of law and order, development of infrastructure facilities etc.
(4)Civil services is responsible for modifying the resource structure of the country.
(5)Increasing development functions and aspirations of the people calls for new specialism, new
techniques, new methods in public administration.
(6)Number of specialists in administration is constantly increasing.
(Role of public service commission)
(1)The functions of public service commission are to advise the development or matters relating to
recruitment.
(2)To conduct examinations.
(3)To advise the government on the suitability of candidates for promotion and transfers.
(4)It is consulted regarding matters relating to temporary appointments.
(5)Matters relating to regularisation of appointments
(6)Matters relating to disciplinary action against the employees.
(Public personnel administration is a legacy of the british)
(1)The top bureaucracy is a spill over of British rule.
(2)During the British period, the higher civil services were manned by either British or Indians
recruited from higher economic and feudal strata of society. The lower subordinate levels
comprised Indians only.
(3)The public personnel system during the British period was elitist, displayed high authoritarianism,
was to hierarchic, had no development or welfare orientation and was too rigid in structure.
(4)After independence, the basic administration structure remained the same.
(5)After independence two basic changes took place, first the civil service became accountable to
executive and second, civil service became an instrument of development.
(The dysfunctionalities of the present public personnel system)
(1)Bureaucracy has acquired a class character.
(2)The gap between citizen and administration is widening.
(3)The public services are immobilised by their size.
(4)There are contradictions and incompatibilities at different levels of bureaucracy.
(5)Public service has become a prisoner of its procedures and precedents.
(6)In economic field, the performance of bureaucracy has been poor.
(7)Performance of public services in the area of policy making has not been very convincing.
(8)According to ARC public services suffer from a professional inadequacy. it has not able to face
the great diversification of the functions.
(9)Tenure system has impeded building up of new expertise in the personnel.
(10)Technologically sophiscated taskes of the administration calls for new specialism in the services.
emphasis on generalism has lost its validity.
(11)Vocational remuneration policy.
(12)Improper utilisation of human resources.
(13)Adherence to seniority has proved damaging to quality.
(Ways to evolve an efficient public personnel system)
(1)Closer interaction between public servants and citizen is needed.
(2)Constant interaction between the public personnel and governmnet can also solve problems.
(3)Need for citizen's participation in formulation, implementation and monitoring of policies.
(4)Role of media in highlighting the problems of administration and grievances of citizens.
(5)Need for increase in the participation of NGOs and Co-operatives in administrative personnel.
(The desirable ingredients of a good and sound personnel system)
(1)The best man for the job.
(2)Increasing professionalism.
(3)Competitiveness in selection for higher administrative positions.
(4)Placement to be job-oriented and not status trapped.
(5)Motivation for better performance.
(6)Equal pay for equal work.
(7)Objective evaluation of performance.
(8)Rational promotion and personnel development system.
(9)Appropriate organisation of functions of government and appropriate policies and
practises to enable optimum personnel performance.
(The preponderant characterstics of public personnel system were)
(1)It was 'Elitist', exclusive in outlook & approach.
(2)It displayed despotism in action and behaviour.
(3)It maintained safe and wide distance from the people.
(4)It developed structural rigidity and functional frigidity.
(5)It was too hierarchic and precedent adherent.
(6)It had no human relations orientation.
(7)It had feudalistic and separatist attitude and temper.
(8)It had no welfare and development motivation.
After Independence, two basic changes took place which greatly affected the role of civil
service. First, with the adoption of the system of parliamentary democracy, the civil service
became accountable to the political executive, secondly civil service became an instrument of
development.
(1)Public personnel system aims at fulfilment of the goals of the government.
(2)Increase in development functions.
(3)Growing number of public personnel.
(4)Growing number of specialists in public services.
(5)Low rate of turnover of employees in govenment service.
(6)Prevalence of rank classification in the services.
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