PERSONNEL ADMINISTRATION

Personnel administration, better known as human resources (HR) management, is

the coordination and regulation of employees in a company. It involves organizing,
recruiting, hiring, training, and assessing workers. Conflict resolution and legal
compliance also are important aspects.
Approaches to Personnel Administration in the Government:
1. Merit System
- This approach is to recruit, promote, and otherwise manage government
personnel in
accordance with comparative merit or achievement.
2. Spoils System
- This approach is to appoint and dismiss government personnel for partisan
political reasons.
3. Emergency Employment
- This approach is to provide temporary jobs for those who otherwise would
be unemployed due
to some economic reasons.
4.Veteran Preferences
- Preference in public employment may be given in the armed forces of the
country.
5.Equitable allocation of Employment
- To assure equitable allocation of public jobs, representation by geographic
areas, social class or
ethnic groups may be considered in the employment in
the government.
Functions of Personnel Administrators
Organization and Manpower Planning
A well-organized workforce translates to greater efficiency, productivity, and
revenue. The first goal of personnel administration, therefore, is to organize all
employees in such a way that allows them to cooperate and complete tasks in the
best way possible. Examples of issues in this area include how many departments
are necessary, how many individuals should be in each department, what the
manager to employee ratio should be, and what alternate chains of command
should be used when managers cannot be contacted. Organization and Manpower
Planning also deals with how to assign individuals to specific projects, as well as
keeping the employees healthy and safe in the work environment. It is a sound
manpower planning that gives adequate time for recruitment, selection and training
of such personnel, in short it lays down a full blueprint/chart of processes to follow
and the time period it should follow.
Recruitment and Hiring
Once those in a companys personnel administration team know how to organize
workers and their projects, they begin to recruit and hire employees actively. They
post notices about positions available, organize or take part in events such as job
fairs, and conduct initial interviews to find the most qualified and experienced
candidates.
Training

Training is the continuous process of imparting and developing professional

knowledge, broader vision, correct, and ethical patterns of behaviour, habits and
aptitudes, awareness of organisational as well as societal objectives, increasing
morale and motivation and the employee's potential contribution to the same.
Types of Training:
There are two types of training - Formal and Informal.
a) Informal Training - Trial and error method is used and lessons are learnt from the
mistakes by
employees.
b) Formal Training - It is the inculcation of administrative skills in the personnel
through well defined
courses.
Career Advancement or Assessment
Career advancement as a function of personnel administration is concerned with the
activities that promote growth or expansion of job roles/responsibilities. It is how an
individual manages his/her career within the organization and between different
organizations as well as providing refinement of skills and knowledge to the
employees, together with identifying options of growth for them. One duty of the
personnel administration team, therefore, is to develop techniques and tools that
managers can use for assessment purposes. A common example is a standardized
form for an employee performance review.
Conflict Resolution
An advantage of using people over machines is that individuals can be innovative
and display logical thought processes based on experience, but people do not
always get along as they strive to do this. The HR department is responsible for
resolving conflicts that may arise in the company, especially those between
different levels of management. They also work to resolve conflicts that are not
interpersonal, such as a new employee feeling out of place in his work environment.
Legal Compliance
Members of the HR team look at policies and regulations not just for their company,
but for their jurisdiction. They ensure that employees fill out the proper tax forms,
for example, and any other government required paperwork.
Pay and Service Conditions
Pay is one of the mainsprings of motivation in a society and together with
appropriate working conditions it is the base of a sound organizational system and
it's functioning.
Proper leave structure, holidays list and hours of work, rest periods, staff welfare
and office accommodation conditions, health care policy and housing policy should
be clearly defined and communicated to the employee.
Promotion
It is necessary for rewarding an employee for accomplishments and boosting morale
and motivation and retain his/her services. It should be just and equal.
Retirement
Retirement as a function of Personnel Administration as well as from an
organisational point of view is extremely necessary as it helps increase efficiency of
public services and organisations by eliminating employees from services due to old
age, infirmity, inability to perform duties. It is essential to maintain the system of

promotion as the employees have to retire at a certain age and also this policy
helps bring in new and fresh blood and ideas. A sound system of pension and
retirement benefits help attract and retain the best talents as they do not have to
worry about their future.

Civil Service Commission

-A civil service commission is a government agency that is constituted by legislature
to regulate the employment and working conditions of civil servants, oversee hiring
and promotions, and promote the values of the public service.
-The term civil service can refer to either a branch of governmental service in which
individuals are employed on the basis of professional merit as proven by
competitive examinations; or the body of employees in any government agency
other than the military.
The Civil Service Commission of the Philippines is a government agency which deals
with civil service matters and conflict resolution. It is tasked with the responsibility
of overseeing the integrity of government actions and processes.
Dr. Francisco Duque III, former Secretary of the Department of Health, is the
incumbent chairperson of the Commission
RESPONSIBILITY
Recruitment, building, maintenance and retention of a competent, professional and
highly motivated government workforce truly responsive to the needs of the
government's client - the public.
SPECIFIC FUNCTIONS
leading and initiating the professionalization of the civil service;
promoting public accountability in government service;
adopting performance-based tenure in government; and
implementing the integrated rewards and incentives program for
government employees.
CSC's SERVICES ARE CLASSIFIED INTO 6 STRATEGIC PRIORITIES:
1.DEVELOPING COMPETENT AND CREDIBLE CIVIL SERVANTS
2.EXEMPLIFYING INTEGRITY AND EXCELLENCE IN PUBLIC SERVICE
3.CULTIVATING HARMONY, MORALE AND WELLNESS IN THE WORKPLACE
4.EFFECTIVE AND EFFICIENT PERFORMANCE OF QUASI-JUDICIAL FUNCTIONS
5.BUILDING PARTNERSHIPS AND STRENGTHENING LINKAGES
6.MANAGING SUPPORT MECHANISMS

Sources:

http://excell.csc.gov.ph/cscweb/about.html
http://en.wikipedia.org/wiki/Philippine_Civil_Service_Commission
http://en.wikipedia.org/wiki/Civil_service
http://publicadministrationtheone.blogspot.com/2012/08/personnel-administration-importance-of.html
http://www.wisegeek.com/what-is-personnel-administration.htm
Public Administration by Jose P. Leveriza