INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION

Asst. Prof. Marvin O. Austral, MBA

Faculty, School of Business Management and Accountancy
Colegio de San Juan de Letran Calamba
PT Faculty
Balian Community College
LESSON 1
 INTRODUCTION TO PUBLIC PERSONNEL

ADMINISTRATION

2
SCOPE OF THE LECTURE
 This lesson explains the general principles of

public personnel administration. The major

concern of this lecture is student should be able
to understand personnel administration as part of
organizational management that deals with people.

3
OBJECTIVES OF THIS LECTURE
 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 major functions of PPA
 Describe the roles of PPA Manager
 Describe the challenges of PPA
  Describe the organizations of PPA (PSD)

4
DEFINITION
 Personnel administration is an art of managing

people or human resources who work for the

organization.
 Public Personnel Administration (PPA) is a branch

of human resource management that is concerned

with the acquisition, development, utilization
and compensation of a public organizations
workforce.

5
THE IMPORTANCE OF PPA
 Public personnel administration is an 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.
 The main purpose of PPA is to ensure public

organization has enough and competence staff to

perform the tasks of the particular organization.
 The concern of public personnel administration is
to improve the productive contribution of the
public servants and to ensure that all government
employees are treated well according to the HRM
principles.
6
THE OBJECTIVES OF PPA
 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
organisations needed.
 Personal objective to assist employees in
achieving their personal goals.

7
THE FUNCTIONS OF PPA
 Planning for organisation, jobs and people

 The strategic management of human resources

 Human Resources Planning

 Acquiring human resources
 Recruiting applicant
 Selecting candidates
 Placement of staff
 Staff and organizational performance
 Employee orientation
 Employee training and development
  Rewarding employee
 Performance appraisal
 Compensation
 Employee benefits
 Maintaining employer and employee relation

8
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.

9
THE ROLES OF PPA MANAGER
 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.

10
PPA Challenges
 External factors factors outside its boundaries

that affect a firms human resources

 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 firms
boundaries that affects its human resources
 Organizational culture/policy
 Organizational strategic objective
 Organizational performance
 Trade union policy in the organization
 Employment planning
11
PUBLIC SERVICE DEPARTMENT
(JPA)http//www.jpa.gov
.my/
 Being a public sector agency personnel in the

provision of high-performance human resources

capable of providing excellent service through
policy formulation and management of human
resources for Public Service in Malaysia.

12
MISSION
 Be the principal adviser to the Government in the

personnel affairs of the Public Service

 Formulate Civil Service personnel policies

including recruitment , placement , promotion ,

training , salaries , allowances , facilities ,
benefits and accident compensation , work
environment, motivation , incentives and awards
 Plan manpower requirements of Public Service
Quality
 To determine the optimal structure and size , and
 Manage the relationship of employers and
employees towards creating a harmonious
environment .
13
FUNCTIONS
 The functions of PSD as Public Sector Human

Resource Management agency covers all aspects of

planning, management and development of human
capital for all government operational agencies.

14
TUTORIAL
1. Explain the importance of PPA
2. Describe the functions of PPA
3. Describe the roles of PPA Manager
4. Describe the challenges of PPA
5. Describe PSD as an agency of PPA

15
THAT ALL FOR TODAYSEE YOU AGAIN NEXT
LECTURELESSON 2 HUMAN RESOURCE PLANNING