PUBLIC PERSONNEL ADMINISTRATION
PUBLIC PERSONNEL ADMINISTRATION <ul><li>A BRANCH OF HUMAN RESOURCE MANAGEMENT CONCERNED WITH: </li></ul><ul><li>1. ACQUISI...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>THE TERM PUBLIC PERSONNEL ADMINISTRATION INCLUDES THREE KEY WORDS: </li></ul><ul><...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>2.  “PERSONNEL” – REFERS TO HUMAN RESOURCES WHO WORK IN THE PUBLIC SECTOR AND PROV...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>3.  “ADMINISTRATION” – REFERS TO THE MANAGEMENT OF HUMAN RESOURCES IN PUBLIC ORGAN...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>FOUR MAIN FUNCTIONS OF PUBLIC PERSONNEL ADMINISTRATION </li></ul><ul><li>1. PLANNI...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>2.  ACQUISITION : REFERS TO THE  SELECTING AND RECRUITING OF EMPLOYEES </li></ul>
PUBLIC PERSONNEL ADMINISTRATION <ul><li>3. DEVELOPMENT : WHICH INVOLVES EMPLOYEE TRAINING AND ADVANCEMENT PROGRAMS, AS WEL...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>4. SANCTIONS : THE FOURTH FUNCTION, DEAL WITH EMPLOYER-EMPLOYEE RELATIONSHIPS, AND...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>SOME OF THE MOST IMPORTANT TASKS PERFORMED BY PUBLIC PERSONNEL ADMINISTRATORS INCL...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>PUBLIC ORGANIZATIONS, MORE SO THAN PRIVATE ONES, HAVE FORMAL GRIEVANCE PROCEDURES ...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>DUE PROCESS IS GIVING AN EMPLOYEE THE OPPORTUNITY TO EXPLAIN AND DEFEND HIS OR HER...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>IT INCLUDES PROGRAMS SUCH AS TRAINING, DEVELOPMENT, AND TUITION ASSISTANCE TO HELP...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>PUBLIC PERSONNEL ADMINISTRATORS OFTEN CARRY THEIR WORK WITHIN THE CONTEXT OF FOUR ...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>1. RESPONSIVENESS : RELATES TO THE IMPORTANCE OF CONSIDERING POLITICAL LOYALTY IN ...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>IN FACT, THE MAIN DIFFERENCE BETWEEN PUBLIC AND PRIVATE PERSONNEL ADMINISTRATION I...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>2. EFFICIENCY : ON THE OTHER HAND, IS THE PRACTICE OF BASING APPOINTMENTS ON ABILI...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>3.  THE RIGHTS OF INDIVIDUAL EMPLOYEES  ARE OFTEN PRESERVED BY THE NATIONAL AND RE...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>4.  SOCIAL EQUITY OR LEVELLING THE   PLAYING FIELD  GUARANTEES THAT GROUPS THAT CA...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>THREE GENERAL SYSTEMS IN PUBLIC PERSONNEL ADMINISTRATION </li></ul><ul><li>1. THE ...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>2. COLLECTIVE BARGAINING : INCLUDES NEGOTIATED AGREEMENTS THAT DETERMINE THE CONDI...
PUBLIC PERSONNEL ADMINISTRATION <ul><li>3. AFFIRMATIVE ACTION : GUARANTEES EQUAL EMPLOYMENT OPPORTUNITIES FOR THOSE INDIVI...
Upcoming SlideShare
Loading in …5
×

Public personnel administration powerpoint

8,110 views

Published on

Power point presentation for Public Personnel Administration.

Published in: Business, Technology
7 Comments
8 Likes
Statistics
Notes
No Downloads
Views
Total views
8,110
On SlideShare
0
From Embeds
0
Number of Embeds
9
Actions
Shares
0
Downloads
373
Comments
7
Likes
8
Embeds 0
No embeds

No notes for slide

Public personnel administration powerpoint

  1. 1. PUBLIC PERSONNEL ADMINISTRATION
  2. 2. PUBLIC PERSONNEL ADMINISTRATION <ul><li>A BRANCH OF HUMAN RESOURCE MANAGEMENT CONCERNED WITH: </li></ul><ul><li>1. ACQUISITION </li></ul><ul><li>2. DEVELOPMENT </li></ul><ul><li>3. UTILIZATION </li></ul><ul><li>4. COMPENSATION </li></ul><ul><li>…OF A PUBLIC ORGANIZATION’S WORKFORCE </li></ul>
  3. 3. PUBLIC PERSONNEL ADMINISTRATION <ul><li>THE TERM PUBLIC PERSONNEL ADMINISTRATION INCLUDES THREE KEY WORDS: </li></ul><ul><li>1. “PUBLIC” : REFERS TO REGIONAL AND LOCAL GOVERNMENTAL AGENCIES AS WELL AS NON-PROFIT ONES </li></ul>
  4. 4. PUBLIC PERSONNEL ADMINISTRATION <ul><li>2. “PERSONNEL” – REFERS TO HUMAN RESOURCES WHO WORK IN THE PUBLIC SECTOR AND PROVIDE PUBLIC SERVICES TO SOCIETY. </li></ul>
  5. 5. PUBLIC PERSONNEL ADMINISTRATION <ul><li>3. “ADMINISTRATION” – REFERS TO THE MANAGEMENT OF HUMAN RESOURCES IN PUBLIC ORGANIZATIONS IN AN EFFECTIVE AND EFFICIENT WAY THAT HELPS THE ORGANIZATION REACH ITS GOALS AND OBJECTIVES </li></ul>
  6. 6. PUBLIC PERSONNEL ADMINISTRATION <ul><li>FOUR MAIN FUNCTIONS OF PUBLIC PERSONNEL ADMINISTRATION </li></ul><ul><li>1. PLANNING : PREPARING STAFFING PLANS AND BUDGETS, DECIDING HOW EMPLOYEES WILL BE USED AND SETTING PAY RATES </li></ul>
  7. 7. PUBLIC PERSONNEL ADMINISTRATION <ul><li>2. ACQUISITION : REFERS TO THE SELECTING AND RECRUITING OF EMPLOYEES </li></ul>
  8. 8. PUBLIC PERSONNEL ADMINISTRATION <ul><li>3. DEVELOPMENT : WHICH INVOLVES EMPLOYEE TRAINING AND ADVANCEMENT PROGRAMS, AS WELL AS PERFORMANCE EVALUATIONS. </li></ul>
  9. 9. PUBLIC PERSONNEL ADMINISTRATION <ul><li>4. SANCTIONS : THE FOURTH FUNCTION, DEAL WITH EMPLOYER-EMPLOYEE RELATIONSHIPS, AND MAY INCLUDE WORKPLACE SAFETY AND HANDLING GRIEVANCES. </li></ul>
  10. 10. PUBLIC PERSONNEL ADMINISTRATION <ul><li>SOME OF THE MOST IMPORTANT TASKS PERFORMED BY PUBLIC PERSONNEL ADMINISTRATORS INCLUDE: </li></ul><ul><li>* MANAGING EMPLOYEE GRIEVANCES AND EMPLOYEE RETENTION </li></ul>
  11. 11. PUBLIC PERSONNEL ADMINISTRATION <ul><li>PUBLIC ORGANIZATIONS, MORE SO THAN PRIVATE ONES, HAVE FORMAL GRIEVANCE PROCEDURES THAT ENSURE DUE PROCESS AND GUARANTEE “EMPLOYEE RIGHTS” </li></ul>
  12. 12. PUBLIC PERSONNEL ADMINISTRATION <ul><li>DUE PROCESS IS GIVING AN EMPLOYEE THE OPPORTUNITY TO EXPLAIN AND DEFEND HIS OR HER ACTIONS </li></ul><ul><li>EMPLOYEE RETENTION PROGRAMS FOCUS ON THE IMPORTANCE OF KEEPING GOOD EMPLOYEES AS OPPOSED TO FINDING NEW ONES </li></ul>
  13. 13. PUBLIC PERSONNEL ADMINISTRATION <ul><li>IT INCLUDES PROGRAMS SUCH AS TRAINING, DEVELOPMENT, AND TUITION ASSISTANCE TO HELP BUILD LOYALTY AND REDUCE TURNOVER </li></ul>
  14. 14. PUBLIC PERSONNEL ADMINISTRATION <ul><li>PUBLIC PERSONNEL ADMINISTRATORS OFTEN CARRY THEIR WORK WITHIN THE CONTEXT OF FOUR (4) CORE, OFTEN CONTRADICTORY, SOCIETAL VALUES: </li></ul><ul><li>RESPONSIVENESS OR POLITICAL LOYALTY ; THE RIGHTS OF THE INDIVIDUAL ; EFFICIENCY AND LEVELLING THE PLAYING FIELD </li></ul>
  15. 15. PUBLIC PERSONNEL ADMINISTRATION <ul><li>1. RESPONSIVENESS : RELATES TO THE IMPORTANCE OF CONSIDERING POLITICAL LOYALTY IN ADDITION TO EDUCATION AND EXPERIENCE WHEN MAKING EMPLOYEE STAFFING DECISIONS </li></ul>
  16. 16. PUBLIC PERSONNEL ADMINISTRATION <ul><li>IN FACT, THE MAIN DIFFERENCE BETWEEN PUBLIC AND PRIVATE PERSONNEL ADMINISTRATION IS THE POLITICAL CONTEXT AND THE INTERVENTION OF POLITICIANS AND THEIR SUPPORTERS IN DECISIONS AFFECTING PUBLIC EMPLOYEES </li></ul>
  17. 17. PUBLIC PERSONNEL ADMINISTRATION <ul><li>2. EFFICIENCY : ON THE OTHER HAND, IS THE PRACTICE OF BASING APPOINTMENTS ON ABILITY AND PERFORMANCE, RATHER THAN POLITICS. </li></ul>
  18. 18. PUBLIC PERSONNEL ADMINISTRATION <ul><li>3. THE RIGHTS OF INDIVIDUAL EMPLOYEES ARE OFTEN PRESERVED BY THE NATIONAL AND REGIONAL LAWS, SUCH AS THE CONSTITUTION; MERIT SYSTEMS AND COLLECTIVE BARGAINING SYSTEMS, IF APPLICABLE </li></ul>
  19. 19. PUBLIC PERSONNEL ADMINISTRATION <ul><li>4. SOCIAL EQUITY OR LEVELLING THE PLAYING FIELD GUARANTEES THAT GROUPS THAT CANNOT COMPETE FAIRLY ARE GIVEN PREFERENCES IN JOB SELECTION AND PROMOTION DECISIONS </li></ul>
  20. 20. PUBLIC PERSONNEL ADMINISTRATION <ul><li>THREE GENERAL SYSTEMS IN PUBLIC PERSONNEL ADMINISTRATION </li></ul><ul><li>1. THE CIVIL SERVICE : HELPS PROTECT EMPLOYEE RIGHTS AND SAFEGUARD EFFICIENCY </li></ul>
  21. 21. PUBLIC PERSONNEL ADMINISTRATION <ul><li>2. COLLECTIVE BARGAINING : INCLUDES NEGOTIATED AGREEMENTS THAT DETERMINE THE CONDITIONS OF EMPLOYMENT AND RELATED BENEFITS </li></ul>
  22. 22. PUBLIC PERSONNEL ADMINISTRATION <ul><li>3. AFFIRMATIVE ACTION : GUARANTEES EQUAL EMPLOYMENT OPPORTUNITIES FOR THOSE INDIVIDUALS THAT BELONG TO PROTECTED CLASSES. </li></ul>

×