GROUP 6

PERSONNEL
ADMINISTRATION
 PERSONNEL
ADMINISTRATION
 THE EVOLUTION OF THE PERSONNEL SPECIALIZED
FUNCTION

EQUITABLE
MERIT SPOILS EMERGENCY VETERAN
ALLOCATION
SYSTEM SYSTEM EMPLOYMENT PREFERENCE
OF EMPLOYMENT
 SETTING OF PERSONNEL ADMINISTRATION

• Personnel administration in the Philippines began first with the establishment of government system;
its formal and legitimate growth came with the establishment of the Philippine civil service system
on January 20, 1899 on instruction of American president William Mckinley. As soon as the
American came to the Philippines, they transplanted their administrative practice. Adapting this
practice to local conditions, the Philippines was made to a testing ground to a newly develop
concept on personnel administration. To meet the personnel administration need in the government,
the civil service commission was made a constitutional office by the framers of the 1973
constitution of the Philippines. As such, it holds the main responsibility for public personnel
administration in the country.
 FUNCTIONS OF PERSONNEL ADMINISTRATION
• MANPOWER PLANNING • TYPES OF TRAINING
• RECRUITMENT
• SOURCES OF RECRUITMENT
• Informal training
• TRAINING • Internal
• Formal training
• CAREER ADVANCEMENT • External

• POSITION CLASSIFICATION
• PRINCIPLES OF PROMOTION
• DISCIPLINE
• Seniority principle
• PERFORMANCE APPRAISAL
• Merit principle
• PROMOTION
• PAY AND SERVICE CONDITIONS
• EMPLOYER - EMPLOYEE RELATIONS
• GRIEVANCE MECHANISM
• CODE OF CONDUCT
• RETIREMENT
 DUTIES OF PERSONNEL ADMINISTRATION

• A personnel administrator will usually be charged with the task of keeping employee files up-to-
date.
• They also may be in charge or involved with the hiring process; these duties include interviewing
potential candidates and developing training protocol.
• Workers in personnel administration also perform employee evaluations, counsel employees on
their benefits such as health care, and ensure employees are content and comfortable in their
place of work by addressing grievances and resolving conflicts between employees.
 OBJECTIVES OF PERSONNEL ADMINISTRATION

• To utilize human resources effectively.

• To establish and maintain a productive and self-respecting relationship among all the members of the
organization.
• To enable each person to make his maximum personal contribution to the effective working of the
organization.
• To ensure maximum individual development of the personnel.
• To achieve an effective utilization of human resources (besides material resources) for the attainment of
organizational goals.
• To establish and maintain an adequate organizational structure and a desirable working relationship among
all the members of the organization by dividing organizational tasks into functions, positions job, authority
and responsibility.
• To generate maximum group and individual development within the organization by offering
opportunities for advancement to employees or by training and job education; by effecting transfers or
by offering retraining facilities.
• To reduce friction amongst the employees by securing the integration of individuals and groups in such a
manner that the employees feel a sense of involvement, commitment and loyalty to the organization. In
the absence of such an integration, friction may develop which will produce inefficiency and lead to
failure.
• To reorganize and satisfy individual needs and group goals by offering adequate and equitable
remuneration ,economic and social security so that the employees feel secure and work willingly and co-
operate to achieve the organization’s goals.
• To maintain high morale and better human relations inside the organization by sustaining and improving
the conditions which have been established so that the employees may stick to their jobs for a longer
period.
 POLITICAL ENVIRONMENT OF PERSONNEL
ADMINISTRATION
• Personnel administration has always been infused with political considerations. Today, it is more
widely recognized that personnel policy choices can have political ramifications of major
consequence. However, this policy realm is characterized by a number of competing values
espoused by different governmental institutions and private groups. The civil service reforms of
1978 created more coherent personnel policy and greater clarity among the various competing
interests and participants.
 HUMAN ELEMENT OF PERSONNEL
ADMINISTRATION
• A person’s basic needs determine to a large extent what he will try to do at any given time. All
these needs are interrelated because they are the needs of an individual.
• When the basic need is adequately met, it loses power as a motivator and no longer does it
determine that individual’s current behavior. But when that need is blocked, the person becomes a
“sick man”.
• For every individual, basic needs take effect as though they are arranged in hierarchy. This
arrangement is not rigid. Lower levels needs do not have to be determinate for behavior.
However, different needs have priority at different times.
 PERSONNEL ADMINISTRATION AND THE CIVIL
SERVICE SYSTEM
• CIVIL SERVICE
-Core of public administration.
-It is the professional body of people who have made of the government service a lifetime career. It is also that portion
of the public service that is governed by the merit principle in the selection of its officer and employees.

The constitution of the Philippines mandates that the requirements and benefits of the civil service system should cover
the administrative personnel of the entire governmental organization, both national and local, including the military
establishment.
The constitution has for its primary purpose that the recruitment of government personnel is not to be made on the basis
of an indiscriminate or whimsical method of selection or on consideration of friendship, kinship, partnership, social and
political connections. Merit and fitness as qualitative factors in the selection of civil servants have preference to personal
qualifications for competence and ability to perform the official task. A person’s qualifications in this manner are to be
determined by competitive examinations as far as practicable.
Where competitive examinations are not practicable, other methods of determining merit and fitness may be resorted
to, such as an investigation of school records, experience in actual work, achievements of a character relevant to the
position to be filled, and such other tests modern educational science had produced.
 Is passing civil service examination or civil service eligibilities
sufficient criterion for determining merit and fitness?

• As pointed out earlier, appointments in the civil service, except those which are highly technical in nature, shall be
made only according to merit and fitness to be determined as far as practicable by competitive examination.
• This means that the candidates must have the specified educational attainment, experience and civil service
eligibilities.
• Eligibility is just one way of determining the merit and fitness of an individual who wants to enter in the
government service. It is just one of the requirements for an appointment to the position. The appointing authority
may set special requirements or qualifications, such as psychometric and other tests, to fit the position to be filled.
• Educational attainment is another factor which should be considered in determining the qualification of a person.
Experience is another factor.
 WAYS AND MEANS TO IMPROVE RECRUITMENT
SYSTEM IN THE PHILIPPINES
• Granting civil service eligibility for employees in the trade and crafts position after having served satisfactorily for a
certain period of time. This simply means that a person may be appointed to a position in the trades and crafts even
if he does not have yet civil service eligibility as long as he meets the other qualifications of the position. After 2 or
3 years of experience then he can apply for a grant of eligibility.
• Qualification assessment instrument instead of the usual written test for appointments for scientific and technical
positions in the second level of the career service.
• Granting eligibility to honor college graduates. Under PD no. 907, as amended, honor graduates (those who have
earned at least cum laude honors of four-year college courses are granted either second or first grade civil service
eligibility rating depending on the position to which they are appointed.