public administration

1. 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
organization’s workforce

2. Importance of PPA
 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.

3. Objectives of PPA
1. Societal objective
 to be socially responsible to the
need and challenges of society.
2.Organizational objective
 to recognize that personnel administration exists to
contribute to organizational effectiveness.
3.Functional objective –
 to maintain the personnel administration contribution at
a level appropriate with organization’s needed.
4.Personal objective
 to assist employees in achieving their personal goals.

4. THE FUNCTIONS OF PPA
•
 Planning for organization, jobs and people
 The strategic management of human resources
 Human Resources Planning
 Acquiring human resources
 Recruiting applicant
 Selecting candidate
 Placement of staff
 Staff and organizational performance

5.  Employee orientation
 Employee training and development
 Rewarding employee
 Performance appraisal
 Compensation
 Employee benefits
 Maintaining employer and employee relation
 Industrial relation
 Trade union

6. PPA MANAGER
 PPA manager is the individual who normally
acts in advisory or staff capacity, working
with other managers regarding human
resource administration matters.
 PPA manager is primarily responsible for
conducting the administration of personnel to
help the public organization achieve its goals

7. 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 labor turnover, wage ,
discipline.

8. PPA Challenges
EXTERNAL FACTORS
(factors outside its boundaries that affect a firm’s 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
 Labor market

9. INTERNAL FACTORS
(factors inside a firm’s boundaries that affects its
human resources)
 Organizational culture/policy
 Organizational strategic objective
 Organizational performance
 Trade union policy in the organization