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Mind Map Of Public Personnel Administration

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.

Edited at 2022-04-16 16:26:16

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Mind Map Of Public Personnel Administration

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Outline

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