UNIT03: PERSONNEL ADMINISTRATION IN PHYSICAL EDUCATION

a. Principles of personnel Administration

b. Facilities for staff and staff moral
c. Teaching load, In-service training
d. Qualification of staff
e. Evaluation and Supervision
f. Conduct of Sports Meeting

Q1: Write down Personnel administration and its principles?

Personnel administration is that part of administration which is concerned with
people at work and with their relationships within an organization. It refers to the
entire spectrum of an organization’s interaction with its human resources from
recruitment activity to retirement process.

Personnel Administration, at its core, is the management of employees within an

organization. It is the particular process of hiring, training, compensating, and
maintaining an efficient workforce that aligns with the organization's goals. The
essence of Personnel Administration lies in its emphasis on both the organization's
success and the welfare of its employees.

o Recruitment: Personnel Administration plays a key role in the hiring process.

This includes advertising job vacancies, screening and interviewing candidates,
and finally, selecting the most suitable individuals for the job.
o Training and Development: Once onboard, employees undergo training
programs to enhance their skills and capabilities. Personnel Administration
ensures these programs are relevant and effective.
o Compensation and Benefits: Personnel Administration is also responsible for
managing salaries, bonuses, and other benefits, aiming to provide fair
compensation to all employees.
o Employee Relations: Maintaining a harmonious work environment is crucial.
Personnel Administration oversees this aspect by managing disputes and
ensuring a healthy, cooperative work atmosphere.

2. Principles of Personnel Administration

1. Principle of cooperation

This implies group action. There is strength in cooperation and progress results
from combined efforts of all.

2. Principle of Scientific Selection

It is a scientific system of selecting the personnel should be developed in order

to ensure the selection of the right type of persons for various jobs

3. Principle of management of organization personnel

It includes all policies, activities and practices of the administration and staff
designed to increase the effectiveness of teaching personnel.

4. Principle of democratic

We have to recognize individual differences, respect one’s personality, and

extend consideration to all.

5. Principles of Personnel Administration

 The principles of personnel administration are precepts that are used for the
purpose of guiding the multiple actions that concern the direction and
motivation of human resources organized within the different entities

6. Principle based on accepted educational philosophy

Educational philosophy affects the thinking and resultant actions of the leaders
who control public school’s administration and supervision. It is characterized
by its being adopted and readily adjust to meet the requirement of changing
conditions.

7. Principle of flexibility

It is characterized by its being adopted and readily adjust to meet the

requirement of changing conditions

Q3: Facilities for staff and staff moral?

Well-stocked break rooms, clean facilities, and comfortable seating areas
encourage employees to take breaks and recharge, boosting morale and
productivity. Safety and Security: Ensuring a safe and secure work environment is
essential for employee morale and peace of mind.

When people think of facility management, they often think about buildings. While
it’s true that consistent facility management positively impacts a building’s
efficiency, function, appearance, maintenance and safety, it also impacts work-life
quality for an organization’s employees. Facility management is about the
buildings and the people inside those buildings.

Employee morale is the attitude, satisfaction, and overall outlook of employees

during their association with an organization. If your organization has a poor
culture then there will be adverse effects like low productivity, low employee
satisfaction, etc.

Staff morale is about how employees feel at work, how they find drive for
themselves and influence others to do their best.

When it’s good, it has the ability to increase productivity, employee satisfaction
and your organization’s reputation.

On the other hand, poor or reduced staff morale can make employees feel
disengaged from their work, colleagues, and eventually, your organization. As a
manager, it’s important to take the time to understand the value of employee
morale and how to improve it in your workplace.

Facility managers play important roles in creating positive work environments for
employees. When employees feel they are in well-run facilities, they tend to feel
more valued than when working in sub-environments.

Here are some ways that facility management can make a difference for
employees:
1. Productivity
When a facility is well maintained, it’s easier for employees to focus on their
jobs and be more productive.
2. Morale
When employees think that management cares enough to provide a secure,
comfortable and pleasing environment, morale is increased.
3. Retention
The workplace is an important factor that employees evaluate when considering
whether to change jobs or not.
4. Culture
Physical surroundings reflect an organization’s values and goals.
5. Reputation
Prospective employees form opinions of an organization based on the condition
of its facilities.
6. Health and safety
Employees know that their welfare is important in well-managed facilities
Q4: Teaching load, In-service training?

Teaching Load means the amount of teaching (expressed in number of course

sections or credits) assigned to a member during a given academic year as part of
workload, prior to reductions granted for administrative, research or service
reasons.
Teaching Load means the number of contract hours assigned to a faculty member
in a given semester or academic year.

2.In-service Training of teachers refreshes all those techniques, activities and

learning experiences which are organized to increase their professional
 effectiveness. In-service education activities may be of different types; group or
individual, formal or non-informal.
In-service training is concerned with the activities and courses in which a serving
teacher may participate for the purpose of upgrading his professional skills,
knowledge and interest, subsequent to initial training.
Personnel training program
Employee training programs serve as a vital tool for organizations seeking to
enhance the skills and productivity of their workforce. These programs are not just
a means to fill knowledge gaps; they are a strategic investment in human capital,
fostering a culture of continuous improvement and adaptability.

Employee training programs are systematic initiatives designed by organizations to

enhance the skill set, knowledge, and performance of their employees. These
programs, tailored to meet specific organizational and individual development
needs, can range from technical skill enhancement and software training to soft
skills development and compliance training. They are integral in equipping
employees with the necessary tools and competencies to perform their roles
effectively, adapt to new technologies and methodologies, and contribute
positively to the organization’s growth and success.

Types of in-service training

 There are several types of training we can provide for employees. In all
situations, a variety of training types will be used, depending on the type of job.
 Orientation Training/Induction training/ Onboard training It is (also
known as onboarding/orientation) is the process of introducing a new employee
to their new role within the organization. The purpose of this training is to help
 new starters become familiar with not only their role but what is expected of
them as a member of your workforce.

 Professional development training. We believe that teacher’s professional

development leads to improved outcomes for learners. Good quality
professional development and reflective practice are essential parts of a
teacher’s professional life.

 Compliance Training is a workplace training type mandated by legislation or

policy. It educates employees on the laws and regulations applicable to their job
function or organization.

 Technical training addresses software or other programs that employees use

while working for the organization.

 Quality assurance training is a type of training that familiarizes all employees

with the means to produce a good-quality product.

 Skills training focuses on the skills that the employee actually needs to know to
perform their job. A mentor can help with this kind of training.

 Soft skills are those that do not relate directly to our job but are important. Soft
skills training may train someone on how to better communicate and negotiate or
provide good customer service.

 Professional training is normally given externally and might be obtaining

certification or specific information needed about a profession to perform a job.
For example refresher courses/coaching/seminars etc.

 Team training is a process that empowers teams to improve decision making,

problem solving, and team-development skills. Team training can help improve
communication and result in more productive organization.
 Safety training is important to make sure an organization is meeting safety
standards. Safety training can also include disaster planning.

 Leadership/managerial training .

Leadership training for your existing leaders is a way to refresh and reset their
mindset. On the other hand, leadership training for other employees helps them
better understand their current roles and learn what it takes to become exceptional
leaders in the future.

Benefits of Employee Training Programs

Training is crucial for an organization’s development and success. Creating
training programs enables your workforce to be more productive, efficient,
adaptable, and improve their skills in communication, critical thinking, and
problem-solving.

The significant benefits of employee training include:

1. Improves employee morale

2. Reduced chances of errors
3. Increased productivity
4. Improved employee retention
5. Bridges skill gaps
5. PERSONNEL EVALUATION/SUPERVISION

Evaluation: Evaluation refers to the systematic process of assessing and analyzing

the performance, effectiveness, or outcomes of individuals, teams, projects, or
programs. It involves gathering data, measuring progress against objectives, and
making judgments about the quality and success of the subject being evaluated.
Supervision: Supervision, on the other hand, involves the ongoing process of
overseeing and guiding the work of individuals or teams within an organization. It
focuses on providing support, guidance, and direction to employees to ensure that
their work aligns with organizational goals and expectations. Supervision includes
activities such as setting goals, monitoring progress, providing feedback, coaching,
and addressing performance issues.

Relationship between Evaluation and Supervision: Evaluation and supervision

are interconnected processes that complement each other in the management of
individuals and teams. Here are some key points of their relationship:

1. Feedback and Performance Improvement: Both evaluation and supervision

involve providing feedback to employees.
2. Goal Setting and Performance Expectations: In both evaluation and
supervision, goal setting plays a crucial role.
3. Continuous Improvement: Evaluation and supervision contribute to the
overall process of continuous improvement.
4. Decision-Making and Accountability: Evaluation and supervision help
inform decision-making processes and ensure accountability.

Q6. Conduct of Sports Meeting

A meeting attended by the members of staff of a company, school, etc, to discuss
issues relating to the running of the company, school, etc.
A meeting at which a number of athletic contests are held.
The organization of sports meets or tournaments is one of the major functions
carried out by personnel involved in the management and administration of sports.
FACTORS TO CONSIDER IN THE ORGANISATION OF A SPORTS
MEETING

The following suggestions should help with the quest to conduct more effective
and efficient meetings.

 Only hold a meeting when you have a good, vital reason for getting together.
Always consider if a simple email message or a brief memo can provide the
necessary information and would better serve the purpose.
 Schedule meetings at a time which is convenient for most of the participants.
 Start the session on time and do not wait for stragglers. If you do delay the start
and there is no accountability for offenders, it will continue and get worse in the
future.
 Always use a well-organized agenda to provide a roadmap for the meeting.
 Use a PowerPoint whenever possible. This tool is actually a visual outline and it
helps to maintain the attention of the participants.
 Send the PowerPoint presentation via an email attachment to anyone who
legally had to miss the meeting.
 Provide discussion questions or topics several days before the meeting
whenever possible if you are looking for input and suggestions
 Keep the pace of the meeting moving forward by sticking to the agenda.
 Arrange any handouts that accompany the PowerPoint or agenda so that they
can be quickly and easily distributed at the appropriate times during the
meeting..
 Always evaluate how the meeting went and how it was received.
 Good effective, efficient meetings don’t happen by accident. They take thought,
effort and planning, and the end result might be that a concise, successful
 session will entice the participants to approach the next one with less resistance
and a more positive attitude.
 Prepare minutes of meeting at the end session of official meeting.