Personnel Administration

Personnel Administration This lesson complies with the fol downhearteding course outcomes CO 3 To analyze the polity and decision making process in man disposal CO 5 To discuss the importance of ethics in worldly concern administration Synopsis While the countrys macrocosm administration is considered an important machinery of the government, the mountain men and women who devote their margin much than eight hours a day atomic number 18 the key to productive domain service. The public administrators of each country sh atomic number 18 the same remainder to resign services as best as possible to the citizen. foreign their counter comparabilityt in the private sector, employees of the public sector made up a large team of officers and staff paid through public fund to bestow services. In Malaysia alone, the public service is an employer to much than 1 jillion people around the country. frankincense, the administration of these power surely isnt a jocular backing. As time goes by and with the introduction of sophisticated heed dodgings and technologies, the personnel of the public service wishing to be trained and re-trained perpetu eachy to come about up. 89Personnel Administration in the unexclusive Sector While the countrys public administration is considered an important machinery of the government, the people men and women who devote their time more than eight hours a day are the key to successful public service. The public administrators of any country share the same goal to deliver services as best as possible to the citizen. Unlike their counterpart in the private sector, employees of the public sector made up a huge team of officers and staff paid through public fund to deliver services. In Malaysia alone, the ublic service is an employer to more than 1 million people around the country. Thus, the administration of these personnel surely isnt a joking business. As time goes by and with the introduction of sophisticated managem ent brasss and technologies, the personnel of the public service need to be trained and re-trained continuously to keep up. So, who are these massive staff of the public service? Of course, they must(prenominal) be people with good calibre and worthy to be appointive into the service. One of the close to important characteristics of modern public personnel dministration is the merit dustation or a system of appointment and promotion base on recognized ability and capability such(prenominal) as 3rd education, skills and experience. Historically, Prussia, one of the constituent states of what was to become modern Ger some, was the starting signal modern earth to institute a merit system. It was this German civil service that providential Max webers famous ideal-type bureaucratic model. In 1789, this system was The mertit system adopted by France, British-India in 1830s and in Britain in 1850s. 1 pposses any criteria of recruitment and promotion based on political p nameenc es, nepotism and discrimination, likewise known as the spoils system. 1 Jay Shafritz, Albert Hyde and David Rosenbloom (1986). Personnel Management in Government Politics and Process, New York Marcel Dekker. 90 With the huge tot up of staff thrashing for the public service, government ought to give attention to their benefit and calling advancement. You see, working with the public service is actually a life because government provide prospect for all(prenominal) staff to improve himself/herself passim heir years of service. They quite a little be trained, promoted, and transferred for think over enrichment. All these are do through what we called public personnel administration. human race personnel administration covers all activities that forecast on the number and type of employees which an organization forget need and thence find, and develop them with necessary skills (Robert D. Gatewood). It is concerning both the management of and the policy making for people, and positions in the government bureaucracy (Nicholas Henry). Important functions of Personnel Administration al intimately of the intimately important functions of personnel administration allow in the followings Formulation of rules and regulations for an appointment which include terms and conditions of employment Establishment of suitable and reasonable remuneration system or the takings system Recruitment Promotion to encourage the most suitable and qualified people to apply and fill in the transaction readying of attractive and long term career development Provision of sufficient and suitable training and development Application of fair and unspoilt disciplinary system Provision of fair and equitable welfare system Application of attractive pension system upon retirement 91As a career employment, each job in the public sector is well feeling of before initializing recruitment. The government is genuinely careful in identifying the needs of each job. For exampl e, a governments clerk should be able to calculate functions that are inevitable from him/her at whichever department or agency. That is why the prefatorial requirements needed for a person to fill in the post of a government clerk would be the same across the country. Thus, the government would need to enlist those needed requirements and advertise them to encourage qualified persons to apply and at last fill in the post. The process shadower be applied to all jobs within the public sector. The government should also be an equal opportunity employer.What it means is that public sector jobs should not only open to precise races, gender or religious background. The government must be an employer to all. However, on that point are some posts in the government that would require special criteria and skills. assume for example, anyone who would like to join the armed forces, police force or any other regimented bodies should pass the medical tests. This requirement tidy sumnot be considered as discriminating against those who are medically unfit. It is just that some occupations would require private(a) who possesses certain skills and capabilities. When one is get hold of into the service, the job should prepare him/her for further advancement.This is done through training, development, transfer, attachment and promotion. Employees nethergo annual appraisal process in which the department would be able to tell the persons about their serveances and readiness to get up more important responsibilities. These processes are well explained in Max Weber ideal-type bureaucracy as you absorb learned in the previous lessons. Among them is the guaranteed reward or compensation paid to the employees in terms of monthly salary. straight lets us look at the different processes of personnel administration. 92 gentleman Resource Planning In the previous section, I soak up curtly explained some of the processes involved in human resource planning.Planning is a very important aspect of personnel administration. If you failed in your personnel planning, then the productiveness of the organization testament be at stake. According to Edgar Schein, if you wrongly hired a person to any posts, then you would need to spend a lot of money to train and re-train the person to put him/her at par with requirements of the job. Well, that is considered if he/she has the right attitude. It the public sector, there are numerous rules and procedures to follow that once a person is hired, it is difficult to fire under normal circumstances. Thus, taking in the right the person for a particular job is very, very critical.It all begins proper planning for the job by the personnel coach-and-four or administrator. Firstly, the manager should perform an in sagacity study about what the job will perform and ultimately a list of duties or functions will be made ready for the job. Some call it the job particular(prenominal)ations. Second, the manager needs to identify the right qualifications, skills and experiences of the voltage rotterdidate. Third, the manager also needs to ascertain the remuneration and other allowances for the candidate. Forth, the manager should also concern in identifying various training programs for the candidates later professional development. Criteria and Methods of RecruitmentWhen a public manager has prepared the signal for a new-fangled post or to fill in a vacant post, approval needs to be gained from the higher authorities. This whitethorn refer to a higher office such as from a soil office to the state office, from state office to the main office govern in Putrajaya or from the main office to the Central Agency, Public friend Department (JPA). The request from the original manager will be canvas and upon approval from the central agency, the request will be submitted to the Public receipts Commission (SPA) for recruitment process. Some agencies are given the empowerment to hire when JPA has granted the warrant to hire. However, most hiring by government departments wait out for part time and contractual jobs are conducted by the SPA. 93Some of the criteria that will be considered for hiring purposes would include the followings Academic qualification Age Skill (technical staff) Working experiences health Working ability Attitude (cooperation, passion and etc) Interest in work The recruiting bodies (either SPA or the relevant agencies) would first need to advertise vacancies in a wide colloquy medium. This would include newspapers, television and radio channels, websites, letter to associations etc. It is very important that the government use all these mediums to have almost anyone that are qualified to fulfill its role as an equal-opportunity-employer. Candidates will then be short-listed and call for interviews. The persons who are responsible to conduct interviews should be well prepared and equipped with instruments or questions that are relevant.Sinc e interview sessions would certainly make candidate exposed some of their own personal information, the interviewers should exercise confidentiality and professionalism. At the end of the process, when a candidate is selected, he/she would receive a letter of appointment together with the job specifications, remunerations and terms of the appointment. upbringing and organic evolution New staff is at their best when they first joined the organization. However, as time goes by, he/she would need training and development to continue to be relevant to the organization. New methods of doing a job, technology and skills change almost everyday. Thus, every employee needs to be trained and re-trained.The public is very generous in proving fund for employees training and development. So, it is not surprising that each one of then should fulfill at least 36 hours of training time in a year. Some organizations provide more than 36 hours 94 preparation and development encompasses three main activities training, education, and development. Training refers to activities that are foc utilize upon the enriching the job a particular staff is currently holding. They are meant to help him/her to perform well in the job. They can be conducted on the job or can also be held outside the organization. Training is makes the person more competent in the things he/she does. 2 Training is an event.Training has a author and end. Participants are exposed to knowledge and skills associated with new concepts during the event. Many organizations think, all we have to do is conduct some training and everyone will embrace the new strategy, system, method, process, procedure, tactic or tool. They will go back to work the beside day, use the new way and execute flawlessly within a short period of time. 3 Training usually refers to some mental of organized (and finite it time) event a seminar, workshop that has a specific beginning data and end date. Its often a group activity, just the w ord training is also used to refer to specific command done one on one. Education activities focus on the jobs that an individual may potentially hold in the future. These activities are planned to affect up an individual staff to a higher position and responsibility. 5 Finally, development focuses on activities that the organization plan to continuously improve an employee not only his/her skills but also attitude, esprit d coup, productivity and quality. Development is a process. IT is a much bigger, inclusive thing. For example, if a manager pairs up a relatively new employee with a more experienced employee to help the new employee learns about the job, thats really employee development. If a manager coaches and employee in an on-gong way, thats employee development.Or, employees may rotate job responsibilities to learn about the jobs of their colleagues and gain experience so they index eventually have more promotion opportunities. Thats employee development. Thomas N. Garav an, wily Costine, and Noreen Heraty (1995). Training and Development Concepts, Attitudes, and Issues. Training and Development in Ireland. Cengage Learning EMEA. pp. 1. 3 4 2 http//ezinearticles. com/? Whats-The-Difference-Between-Training-and-Developmen t? &id=1038575 http//performance-appraisals. org/faq/trainingdevelopment. htm Derek Torrington, Laura Hall, and Stephen Taylor (2004). Human Resource Management. Pearson Education. pp. 363 5 95 Different Kinds of Training and Development 1. On-the-job Training and LecturesThe two most frequently used kinds of training are on-the-job training and lectures, although minute research exists as to the effectiveness of either. It is usually impossible to teach somebody everything she needs to know at a location away from the workplace. Thus on-the-job training often supplements other kinds of training, e. g. , classroom or off-site training but on-the-job training is frequently the only form of training. It is usually informal, which me ans, unfortunately, that the trainer does not concentrate on the training as much as she should, and the trainer may not have a well-articulated picture of what the novice needs to learn.On-the-job training is not successful when used to avoid developing a training program, though it can be an effective part of a well-coordinated training program. Lectures are used because of their low cost and their capacity to reach many people. Lectures, which use one-way communication as opposed to interactive learning techniques, are much criticized as a training device. 2. Programmed Instruction (PI) These devices systematically present information to the bookman and elicit a response they use reinforcement principles to promote assign responses. When PI was originally developed in the 1950s, it was thought to be serviceable only for basic subjects.Today the method is used for skills as diverse as air traffic control, blueprint reading, and the analysis of tax returns. 3. Computer-Assisted I nstruction (CAI) With CAI, students can learn at their own pace, as with PI. Because the student interacts with the computer, it is believed by many to be a more dynamic learning device. Educational alternatives can be quickly selected to suit the students capabilities, and performance can be monitored continuously. As instruction proceeds, data are gathered for monitoring and improving performance. 96 4. Audiovisual Techniques both(prenominal) television and film extend the range of skills that can be taught and the way information may be presented. Many systems have electronic blackboards and slide projection equipment.The use of techniques that combine audiovisual systems such as closed circuit television and telephones has spawned a new term for this type of training, teletraining. The feature on Sesame Street illustrates the design and rating of one of televisions favorite childrens program as a training device. 5. Simulations Training simulations replicate the essential ch aracteristics of the real world that are necessary to receive both learning and the transfer of new knowledge and skills to application settings. Both machine and other forms of simulators exist. Machine simulators often have substantial degrees of. tangible fidelity that is, they represent the real worlds operational equipment.The main purpose of simulation, however, is to fix psychological fidelity, that is, to reproduce in the training those processes that will be required on the job. We simulate for a number of reasons, including to control the training environment, for safety, to adduce feedback and other learning principles, and to reduce cost. 6. Business games They are the direct way out of war games that have been used to train officers in combat techniques for hundreds of years. around all early business games were designed to teach basic business skills, but more recent games also include interpersonal skills. Monopoly might be considered the quintessential business game for young capitalists.It is probably the first place youngsters learned the words mortgage, taxes, and go to jail. Source http//ezinearticles. com/? Six-Types-of-Training-and-Development-Techniques&id=1944536 97 Roles of Public Service Commission (PSC) and Public Service Department (PSD) There are constellation of information from the SPA and JPA websites about their functions, history and other things that you can learn from. Please visit these two websites and perhaps you want to ask them something related to this course. Good Luck Public Service Commission (PSC) Website. Public Service Department (PSD) Website. 98 Lesson 7 Assignments Please check with your Seminar Facilitator for a list of assignments for this lesson. 99 100Similar essay Theories Actually Seen in Practice in Ojt