PUBLIC PERSONNEL

ADMINISTRATION
AND HUMAN
RESOURCE
MANAGEMENT
OVERVIEW ON HUMAN
RESOURCE/PERSONNEL MANAGEMENT AND
PUBLIC PERSONNEL ADMINISTRATION
 PUBLIC PERSONNEL
ADMINISTRATION
- Is a part of administration which is
concerned with people at work and with their
relationship within an organization.
- It refers to the entire spectrum of an
organization’s interaction with its human
resources from recruitment activity to
retirement process.
- It could be considered as the most
important field of administration. Why?
 NATURE AND SCOPE OF
PERSONNEL ADMINISTRATION
1. Managing People – it is concerned
with managing people at work. It does not
manage only organized or unorganized
workers in the organization, but everyone
working in the enterprise. It covers all
persons including clerical staff,
executives, managers.
 NATURE AND SCOPE OF
PERSONNEL ADMINISTRATION
2. Concerned with Employees – it deals
with employees both as individuals as well as
in groups. The aim is to motivate people for
getting best results from them.
3. Helping Employees – employees are
helped to develop their talent fully by
providing them appropriate opportunities.
This will give them job satisfaction and may
improve their performance at work.
 NATURE AND SCOPE OF
PERSONNEL ADMINISTRATION
4. Universal Application – it can be
used everywhere and in every type of
organization. It is equally useful in a
government, semi-government, non-profit
organization as is beneficial to industrial
and commercial houses.
 NATURE AND SCOPE OF
PERSONNEL ADMINISTRATION
5. Continuous Application – it is
continuously used in every type of
situation. It is not something which may
be used here and there, or now and then.
It requires a constant alertness and
awareness of human relations and their
importance in everyday operations.
 THE EVOLUTION
AND
DEVELOPMENT OF
PERSONNEL
ADMINISTRATION/
MANAGEMENT
 EVOLUTION OF PERSONNEL
MANAGEMENT
 People management originated in the UK
in the 19th century amidst the factory
conditions of the FIRST INDUSTRIAL
REVOLUTION. The unrestrained capitalism
of the initial industrialization of the UK
was restricted by the FACTORY ACTS of
the 1840s, which compelled the factory
owners to consider the well-being of their
workforces, at least to some degree.
 EVOLUTION OF PERSONNEL
MANAGEMENT
 Enlightened capitalists such as
ROWNTREE and CADBURY, who were
often motivated by religious convictions,
appointed “welfare officers” to monitor
and improve the conditions and lives of
workers. Caring for the welfare of
employees was the first true “people
management” role in the sense of
organizational responsibility.
 SCIENTIFIC MANAGEMENT
(TAYLORISM)
 It was Frederick Winslow Taylor’s
(F.W. Taylor) Scientific Management
which laid the foundation for the
development of personnel
administration.
 He laid emphasis on scientific
selection and systematic training
and development of the individual
worker.
THE EVOLUTION OF
THE PERSONNEL
SPECIALIZED
FUNCTION
SPOILS / PATRONAGE SYSTEM
 In 1883, Senator George H. Pendleton
from Ohio sponsored the Civil Service
Reform Act which sought to
implement a merit-based program in
the federal government known as the
PENDLETON ACT.
 The separation between the political
activity and the civil service was made
stronger with the HATCH ACT OF 1939.
 MERIT SYSTEM
 The process of promoting
and hiring government
employees based on their
ability to perform a job,
rather than on political
connections.
 EMERGENCY EMPLOYMENT SYSTEM

 This approach, also known as

Employment Intensive Investment
(EII) is to provide temporary jobs for
those who otherwise would be
unemployed due to some economic
reasons. This approach, which is
common in underdeveloped
countries, is also found in developed
countries.
 VETERAN PREFERENCE

 Is a method wherein an eligible

veteran is given preference in
appointment over many other
applicants.
 Only veterans discharged or released
from active duty in the armed forces
under honorable conditions are
eligible for veterans' preference-
meaning you must have been
discharged under an honorable or
 VETERAN PREFERENCE RATING
ELIGIBILITY (VPRE)
 granted under Executive Order (EO)
No. 132, s. 1948 and EO No. 790
dated April 3, 1982.
 Under the VPR, ten (10) points are
added to the failed examination
rating (which is not lower than 70)
of a veteran, his/her spouse, or any
one    of his/her children to pass the
examination.
 FOR NEXT MEETING:
 The Administrative Machinery
and its Inner Workings
 The Philippine Civil Service –
Revised Administrative Code
of 1987
 Civil Service Law