MANAGING PEOPLE IN

PUBLIC ORGANIZATIONS
Public Personnel Administration in
Pakistan
 Some Thoughts
 Out of four organization resources, the most
important is HR
 And the most critical for an administrator is to
effectively manage the people of diverse
backgrounds in a complex administrative setting
 The challenge is to staff public offices with the
most competitive personnel having due regard
to efficiency, effectiveness and responsiveness
 PPM has acquired broader perspective and
greater importance during second half of the 20th
century.
 Some Definitions
 The management of people in working organizations–
Encyclopedia Britannica

 Personnel administration is concerned with the recruitment,

selection, development, utilization and compensation of the
members of an organization– J M Shafritz

 Human resource management and personnel management

are used interchangeably

 Human resource management is defined by Michael

Armstrong as a strategic and coherent approach to the
management of an organization’s most valued asset- the
people working there.
 Public Managers & Personnel
Management
 Define a Manager?

 Do you think there are any differences in

Public Mangers and Private Managers?

 What are those differences?

 Personnel Functions
 Foltman enlists following personnel functions;
 Planning (HR Forecasting)
 Organizing
 Staffing
 Training & Development
 Rewarding
 Performance appraisal, reviews and procedural
analysis
 Administrative justice
 Personnel Administration in
Pakistan

Civil Service Reforms, 1973/Civil Service Act, 1973/Civil Service Rules,

1973

Postretireme
Development

Remunerati
Recruitmen

Performanc
e Appraisal
Promotion
Placement
Selection

benefits
Training

on
&
&

nt
&
t

• NSPP • Estab Div • FD

• Estab • FD
• CSA • AGP • AG/AGP
Div • BPS PERs
• NMC • Controlli R
• FPSC • SPS (ACR
• STIs ng • MAG
• PPSCs • MPS s)
• Dept. Ministries • Dept.
• Dept.
Trainin
Recruit
gs
 Salient Features of Public Personnel System in
Pakistan
 Legal Basis
 The Constitution-Article 240

 Public Personnel Management- The

Structure
 The Executive Authority- Article 90
 The Occupational Groups
 Provincial Subjects & Services
 ……Salient Features
 Personnel Management- Composition
 Generalists vs Specialists
 Technical vs Non technical
 The Mixed Patterns of Pay &
Remuneration
 BPS
 SPS
 MPS
 Technical Pay
 Contracts & consultancies
 Salient Features ..conti
 Organizational Framework
 The Establishment Division
 Controlling Ministries
 The Structure of Federal & Provincial & District Govt

 Merit System (Quota Based)

 Recruitment, Selection, Training --- Agencies &
Institutions
 Placement & Promotions
 Discipline & Conduct
 E& D Rules
 Administrative Ethics
 Ombudsman, NAB, Audit
 Appeals– FST, HC, SC
Personnel Administration
in Pakistan
 Personnel Administration: Structure

The Central Superior Services (CSS)

 The Services & Occupational Groups
 The All Pakistan Services (All Pakistan Unified
Grades)
 The Federal Services (the Federal Unified Grades)
 The Ex-cadre Groups
 The Technical Services

The Provincial Services

Personnel Administration:
Functions
 Human Resource Planning

 The Establishment Division (National level

planning)

 The Controlling Departments of Occupational

Groups

 Services & General Administration Departments (at

Provincial Levels)
 Recruitment & Selection

 Federal Public Service Commission

 Provincial Public Service Commissions

 Departmental Recruitments
 Training & Development

 The National School of Public Policy (NSPP)

 The National Management College
 The National Management Course
 The Senior Management Course
 The Mid-Career Management Course

 The Civil Services Academy

 The Common Training Program

 The Specialized Training Academies

 The Specialized Training Programs
 Ex-Cadre Trainings
 The Secretariat Training Institute
 The National Training Bureau
 Pakistan Computer Bureau
 Pakistan Planning & Management Institute
 Academy for Rural Development
 Placement & Promotions
 The career path of the Civil Servants
 The hierarchy of organization in federal govt.
 The promotion criteria and qualification
conditions for promotion to higher grades
 Factors influencing placements/transfers and
promotions.
 Problems/flaws in postings/transfers and
promotions (the SC’s verdict on 03/10/13
declaring promotions of 80 officers from BS 20
to BS-21 as unlawful--- a case study)
 Conduct & Discipline
 The Efficiency & Discipline Rules
 The Code of Conduct for Civil Servants
 The Ethics of Civil Service
 The Public Accountability Methods and
Mechanisms
 Managerial
 Political
 Legal
Performance Appraisal and Evaluation
 The Performance Evaluation Reports

 The Annual Confidential Reports

 The Mandatory Trainings and Course

Evaluation
Compensation & Post Retirement Benifits

 The Basic Pay Scales Scheme

 The Management Pay Scales

 The Special Pay Scales

 The discrepancies and inequality in pay and

pensionary benefits.
 Personnel Management:
Issues & Challenges
 The traditional bureaucratic
structure and values of public
personnel system
 Trainings and development:
 need for modern reforms and methods
 International/foreign trainings and
development
 Conduct and discipline: complicated
and justice is delayed
 Corruption and inefficiency
 Trained Incapacity

 Political interference in personnel functions

 Rule of law and merit system are

compromised
 Compensation system is outdated and unequal

 Global challenges and issues

 Managing Diversity & Work Life Balance

 Controlling Employees related costs

 Adopting and adapting with the new
technologies effecting HR
 Q&A