UNIT 4:

PERSONNEL ADMINISTRATION: RECRUITMENT,

TRAINING, PROMOTION,ROLE OF PUBLIC
SERVICE COMMISSIONS (UPSC AND STATE
PUBLIC SERVICE COMMISSION)
• It is that part which is primarily concerned
with human resource of organization.
• ‘Personnel’ means the body of employees,
officers or servants who occupy the various
positions in an organisation, ‘Administration’
means management or looking after
• To run an organisation, need resources –
materials, machines, money and men
• Men , the most important factor
FUNCTIONS OF PERSONNEL ADMINISTRATION
(Problems)

1. Manpower Planning
2. Recruitment
3. Training
4. Promotion
5. Salary structuring
6. Code of Conduct
7. Employee’s Welfare
8. Retirement
 Objectives of Personnel Administration

• Effective utilization of human resources

• Maximum development
• To achieve the goals of the organisation.
 RECRUITMENT

Recruitment is the process of searching for

prospective employees suitable for the post to
be filled
• the search of proper personnel to perform the
various activities, obligations in the process of
administration
 Process of recruitment
1. Job requisition
2. Determination of qualifications
3. Advertisement
4. Scrutiny
5. Conduct of examinations
6. Selection
7. Appointment
8. Placement
9. Training and orientation
 Problems of recruitment
1. Location of recruiting authority
2. Methods of recruitment-two types-
direct(outside also merit system) and indirect
(within)
Merits of direct recruitment
3. Democratic – based on equality of opportunity
4. Wider scope for selection
5. Fresh and new elements
 Demerits of direct recruitment
1. Highly expensive
2. Reduces incentives to inservice employees
3. Rivalry between old and young
Merits of indirect recruitment
4. Boosts morale of employees
5. Seniors have better experience
6. Easier ,saves time and resources
 demerits
1. Narrow scope of selection
2. Leads to stagnation
3. Undemocratic
 III. Qualifications of candidates
• General and special
1. General qualifications
• Citizenship
• Domicile
• Age
• Sex
2. Special qualifications
• Educational
• Experience
• technical qualification
IV. Methods of determining qualifications

• Personal judgement of appointing authority

• Character, educational certificates
• Examinations – written and oral
 Merit vrs Spoils system
• Sales of office( France), patronage
system(England) and spoils system(USA)
• Spoils system based on hiring and firing
• civil servants are appointed mainly on the basis
of party considerations. When a new party
came to power, it dismissed all the employees
appointed by its predecessor and filled the
vacancies with its own supporters.
• Pendleton Act 1883 abolished
Merits of spoils system
1. Commitment to policies
2. Prevents stagnation and degeneration
Demerits
3. Inefficiency and political corruption
4. Public welfare compromised for selfish
motives
5. Lack of continuity of policies
 Merit system
• a system in which the appointment of an
employee is determined solely by his own
merit, which includes his educational and
technical qualifications, personal capacities
and physical fitness.
 Merits of merit system
1. Free from political interference
2. Suitable person placed
3. Security of service
Demerits
4. May lead to conflict between employees and
political heads
 Recruitment system in India
• All India Services(common to both central and states), Central
services and state services
• Qualifications
- education
- Age
- Written and interviews
• Kothari commission
- Under D.S. kothari in 1975
- Reported submitted in 1976 and accepted by GOI in 1978
- Preliminary examination, main examination and interview
- English and Hindi
- Single civil service examination for India