POLITICAL SCIENCE PROJECT

( Personnel

Administration and problem of Recruitment )

Submitted to: Ms.Monika

Submitted by: Aditya Dassaur Roll No-206/10 3 rd semester Section-A

CONTENTS • Acknowledgement • Personnel Administration • Problems of recruitment .

I would also like to thank the library staff for making available the books required. Ms.ACKNOWLEDGEMENT I would like to thank my political science teacher. . I also want to thank my family and friends for their support. for giving me an opportunity to work on this project.In the end.Monika. this project would not have been possible. Without her support and cooperation.

It refers to the entire spectrum of an organization’s interaction with its human resources from recruitment activity to retirement process. the demands on personnel. Personnel Administration: Meaning Personnel administration is that part of the administration which is concerned with people at work and with their relationships within an organization. it is very essential to first understand the meaning and nature of the term. selection and staffing. placement. disciplinary measures. It also deals with the nature of human relationships in an organization. interaction between the human beings within . Thus the task of personnel administration is to assure a steady source of people who can contribute to the success of an organization and meet the growing demands of development. at every level. in terms of efficient discharge of their duties also rise. Development and welfare orientations have led to the expansion of government and it’s administrative machinery. training and development and maintenance and improvement of performance and productivity. training.PERSONNEL ADMINISTRATION The tasks of the government are increasing day by day. responsibilities and activities of organizations. Personnel administration is closely related to an organization’s overall effectiveness. Thus we can say that personnel administration deals with the recruitment. To understand the concept of personnel administration. appraising human performance. It involves personnel planning and forecasting. As the tasks. whether public or private multiply. monetary and nonmonetary incentives and retirement benefits of the human beings or the personnel within an organization.

planning. The political environment also affects the work environment in an organisation. A greater number of people with . The organisation cannot afford to ignore it. be in the government or in semi or non-government organisations. administrative reforms and public relations in an organisation.an organization. Such changes get reflected in personnel administration. It aims at optimum utilisation of human resources in order to achieve maximum results with minimum wastage of funds and technology. These changes can be: • changing mix of the personnel entering government service organization • changing values of personnel • increasing expectations of the government from their employees • increasing expectations of the people from the government at different levels. The management environment keeps changing due to the changes that occur in the total socio-economic environment. Thus management is affected by the changes in the social. social change and modernisation. tribes and other economically backward classes are joining the government service. A higher number from schedule castes. Personnel administration includes all activities and functions relating to policy formulation. Hence it becomes a basic responsibility of the management. policy implementation. economic and politicalscenario. Nature of Personnel Administration Personnel function is crucial in any administrative organisation. In fact it has to keep up with these changes. The changes in the socio-economic environment have its effect on management.

People's involvement in administrative activities is increasing.higher education. effective and sympathetic. The personnel administration departments should design and establish an effective working relationship among all the members of an organization by division of organisational tasks into jobs. For example. Personnel are required to perform 'line' and 'staff' functions. Activities directly related to the primary objective of an organisation are called as 'line' functions. is to ensure effective utilisation of human resources in pursuit of organisational goals. With the proliferation of activities under 'development' and 'welfare' programmes. 'This has really changed the ratios of working force. more women. the role of personnel administration is also changing. The 'staff' functions are those which facilitate and assist the performance of line work. the employees are now expected to be more competent and efficient. . assistance in processing and supplying the required number of personnel and training and development of personnel are essentially staff functions. Due to the constant demands on administration.They are in the nature of secondary activities and enhance the effectiveness of the line agencies. Personnel administration also has to curb unfavorable practices like favouritism and nepotism in an organisation. SCOPE OF PERSONNEL ADMINISTRATION Personnel administration incorporates all aspects of management of persons in organisation. People at large expect the administration to be efficient. more technically skilled workers are also joining the government service. involvement and loyalty to the organization. Personnel administration must try to enthuse among the employees feelings of commitment. The primary objective of personnel administration.

Almost similar is the situation in each state. It has to develop links with immediate. Even the contribution of money and material to the performance of an organisation depends substantially upon their manipulation by the human beings in an organisation. It is spread over the entire length and breadth of the country. On the other hand. integrity and organising capacity that they can build the image of their organisations as effective institutions. It is not possible to solve the problems with a one-time and one-stroke decision.Personnel administration has to concentrate on various aspects of management like recruitment. it is divided into ministries. . Personnel constitute an integral part of the organisation. intermediate and external environment to make itself effective and efficient. Even the poorly devised machinery may be made to work if it is manned with well-trained. Take for example. promotion. Lakhs of people work in it. departments. Personnel administration has to cater to all these aspects. divisions. As the tasks of organisation increase. the responsibilities of personnel administration also increase accordingly. A number of services and their division into groups constitute the entire workforce of the Central government. the Government of India. they operate at different hierarchical levels and carry out a large variety of functions. the best planned organization may produce unsatisfactory results if it is operated by mediocre organized staff. training. It is with their requisite skills. units etc. aptitude. intelligent and imaginative staff. It requires continuous managerial input. Larger'the system more are the complexities. conditions of service and employees welfare.

for it determines the tone and caliber of the public services. A faulty recruitment and selection policy inflicts a permanent weakness upon the administration.RECRUITMENT An organization finds it necessary to arrange an adequate supply of qualified personnel to take up different tasks necessary for the realization of its goals. These applicants-seekers after jobs-have got to be screened and the list is to be narrowed down to the eligible few. The process of recruitment and selection is the key to a strong public service. the latter virtually becomes a heaven for the dull and the incompetent. The need for a sound recruitment policy was first realized by China. and on it rests the usefulness and relevance of the machinery of government to the society. . No element of the carre policy is more important than the recruitment policy. and this recognition found reflection in the adoption of the merit principle. Recruitment is the process of attracting qualified applicants for jobs. It thus procures a group of applicants. The necessity of evolving a positive recruitment policy is no longer left in doubt. Recruitment and selection thus constitute a process which is of vital importance to the administrative system as a whole. A recruitment policy in the field of public administration must be reconciled with a country’s constitutional requirements and political outlook. No amount of in-service training can make faultily recruited persons bright and efficient. In other words. based on competitive examinations. it involves contact with the labour market. years ago.

Indeed.recruitment from within. a good recruitment policy combines both the systems. This system is open to criticism. In practice. the recruiting power should vest in the electorates who should elect all the important officers of the government.PROBLEMS OF RECRUITMENT The problem of recruitment involves a number of elements. and the second one is recruitment in the true sense of the term. Method of recruitment : There are two methods of recruitment. and recruitment from without. this problem is chiefly concerned with the middle rungs of the public services. Thus. The other view. According to one. 2. There are two views regarding this. in varying proportion. The first method is. It may however be pointed out that direct recruitment should be the rule at lower levels. Neither of the two systems can be exclusively adopted for the selection of personnel in government. In India. recommends that only the chief executive and the members of the legislatures need to be elected and others should be appointed through a system of recruitment. which may be broadly summarized as: 1. promotion. to achieve the best results. arguing on these lines. this problem is of such general importance that the recruiting authority is determined by the constitution of the country itself. Location of the recruitment authority : The determination of the recruiting authority is one of the essential features of the personnel system. Direct recruitment is .

A test of intellectual ability and scholastic attainment through a written examination in a certain number of subjects. The examination includes:a. of universal application. Special qualifications deal with education. b. and to a young group of entrants. sense of form. technical knowledge. and are. They relate to civil status. and age.limited to the lower positions in each service. sex. Qualifications required of the employees : The question of qualifications required of public employees is of enormous importance. designed to test capacity for effective thinking. but a certain number of these posts go to the promotees 3. Recruitment to all India services is made direct by holding a competitive examination. and personal traits. broadly speaking. thus. . The qualifications required of them may be divided into two parts-general and special. A written test. experience. 4. General qualifications apply to all the public employees. common to all candidates. on the basis of competitive examination conducted by the Union Public Service Commission. as on it rests largely the general efficiency of the public services. Methods of determining qualifications : Direct recruitment to the administrative and most of the executive services is made. domicile. A certain position of posts is earmarked for being filled up by promotion.

including some intellectual qualities which a written examination cannot test. and general knowledge. An interview to assess a candidate’s personal qualities. .power of clear and lucid expression. and c.

Public Administration • http://www.org .BIBLIOGRAPHY • Awasthi and Maheshwari.wikipedia.google.in/ • http://en.co.

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