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 general discharge.
 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