01

UNIT III: PUBLIC

ADMINISTRATION PROCESSES

PERSONNEL
ADMINISTRATION
IS PRESENTED BY:
CORNELIO, JORIZ LORENZO
ESTEBAN, DENICE
MELEVO, IRENE
RAMOS, KEEN KAIRA
YNGRID, KEEZIA
 OBJECTIVES:
1. DESCRIBE THE GENERAL ATTRIBUTES OF
PERSONNEL FUNCTION IN THE PUBLIC SECTOR;

2. DISCUSS SOME IMPORTANT ISSUES IN PUBLIC

PERSONNEL ADMINISTRATION IN THE PHILIPPINES.
 IMPORTANCE AND
SCOPE OF PERSONNEL
ADMINISTRATION
 PERSONNEL
ADMINISTRATION
- is part of administration which is
concerned with people at work and
with their relationships within an
organisation.
PERSONNEL FUNCTION
IN ADMINISTRATION
01 It is a basic resource of government;

The personnel function is considered

02
a pillar in public administration;

They are entrusted with the responsibility

03 of carrying out the tasks of government,

of providing services to the public.

 02

PERSONNEL
ADMINISTRATION IN THE
PUBLIC SECTOR
 PUBLIC PERSONNEL
ADMINISTRATION

the establishment and application of policies and procedures for the

procurement, deployment and maintenance of a public organization's
work force (Siegel & Myrtle, 1985)
 SIMILARITIES AND DIFFERENCES OF
PERSONNEL FUNCTION IN PUBLIC AND
PRIVATE SECTORS

PERSONNEL FUNCTION in Public and Private Sector has same activities:

1. They Recruit; 6. Promote Discipline;

2. Select; 7. Terminate Staff (if necessary)
3. Motivate;
4. Train;
5. Evaluate performance;
 DIFFERENCES OF PERSONNEL
FUNCTION IN PUBLIC AND PRIVATE
SECTORS
Hayes and Reeves (1984) cite two reasons;

1. The nature of government work;

2. The environment.
 1. THE NATURE OF 2. THE ENVIRONMENT
GOVERNMENT
WORK
Various groups and
institutions bear on
The government operates personnel function in the
to serve and promote the public sector. They are
public interest. influential in shaping
personnel policies and
practices.
SOME EXAMPLES ON THE
ENVIRONMENT OF PUBLIC
ADMINISTRATION
executives
legislature
study commissions or committees
civil service commissions
other government agencies
citizens groups;
MAJOR CONSEQUENCES OF
EXPOSURE TO MANY
ENVIRONMENTAL INFLUENCES
expected to respond to diverse demands and expectations
of a pluralistic society;

efficient delivery of quality services and upright conduct of

public employees.
 DIFFERENCES OF PERSONNEL
FUNCTION IN PUBLIC AND PRIVATE
SECTORS

PUBLIC SECTOR PRIVATE SECTOR

no compelling incentive measure of performance

provides services with pay or not provides services if it's

profitable
 03

ROLE OF CONGRESS IN
PERSONNEL SYSTEM
 LEGISLATIVE
is consists of two chambers:
The House of Representatives
and Senate — known as CONGRESS.
ROLE OF CONGRESS
Responsible for making enabling laws to
make sure the spirit of the constitution is
upheld in the country and, at times, amend
or change the constitution itself. In order to
craft laws, the legislative body comes out
with two main documents: bills and
resolutions.
HOW CONGRESS AFFECT
THE PERSONNEL SYSTEM?


Government Agencies and local government units

cannot decide on their own salary rates of their
employees. They have to follow what is provided
in the salary Standardization Law that was enacted
by Congress and approved into law by the
President. The law prescribes clerk 1 appointment
works, Wether in national government agency in
Manila or in local government unit, he or she will
receive the rate for Clerk 1.
 04

THE PHILIPPINE CENTRAL

AGENCY
 CIVIL SERVICE IN THE
PHILIPPINES
The civil service refers to the body of employees in any
government including all employees of the government
general. It covers the Congress, the Judiciary, and the
Executive Department.
 CIVIL SERVICE
COMMISSION
It is mandated to establish a career service, adopt measures
to promote morale, integrity, responsiveness, and courtesy
in the civil service, strengthen the merit and reward system,
integrate all human resource development programs for all
levels and ranks, and institutionalize a work environment
that endengers public accountability.
 MERIT SYSTEM
It ensures that the people recruited into the government
service and become promoted are qualified and competent
for the job, thereby assuring an efficient, effective, and
professional pool of civil servants.
 QUALIFICATION
STANDARDS
sets the minimum criteria or qualification requirements that
should be observed in filling up positions, whether by
original appointment or promotion.
ISSUES IN PERSONNEL
ADMINISTRATION
 ISSUES IN PERSONNEL
ADMINISTRATION
1. PERCEIVED HUGENESS
2. CENTRALIZED
3. CONTINUED PRACTICE OF POLITICAL PATRONAGE
4. LOW SALARY
5. SECURITY OF TENURE
PERCEIVED HUGENESS
- is part of administration which is
concerned with people at work and
with their relationships within an
organisation.
 CENTRALIZED
Majority of government personnel
are deployed to the national
government. This could be a factor
why direct service delivery is not
efficient.
 CONTINUED PRACTICE
OF POLITICAL
PATRONAGE

the appointment or hiring of a person to a

government post on the basis
of partisan loyalty.
 LOW SALARY

The importance of providing not just a fair

and equitable salary,
will allow one a
quality way of living.
 SECURITY OF TEMURE
This feature of the Philippine civil
service ensures job stability and protects
employees from arbitrary dismissal . It
is granted to employees who have the
qualifications and eligibility for the
position they are occupying.
Thank you!