Public Personnel Administration
Questions And Answers
What is the mission of Public Personnel Administration? - -acquire, develop,
and retain talent.
Align the workforce with businesses.
-What is the purpose of human resource management? - -Maximize the
productivity by optimizing the effectiveness of its employees
-What are the responsibilities of human resource managers ? - -staffing,
employee compensation, benefits and defining work.
-What is human resource management involved with ? - -Organizational
behavior, human behavior, leadership, motivation, management and politics.
-Two types of employees ? - -classified: paid hourly and their job duties are
routine- following a standard of rules. [ union/ non-union] $25K
Unclassified: Serve the pleasure of the appointing body [never union]. More
at risk. $50k
-What is Public Personnel Administration? - -Public Human Resource
Management that is concerned with public organization's workforce
including:
Acquisition
Development
Utilization
Compensation
-Public Human Resource Management - -Subject to formal rules that
constrain their activities. [ Red Tape]
Subject to informal constraining influences: media, influence groups, political
parties, public opinion, and elected officials.
-Multidisciplinary influences of Human Resource Management - -Sociology
Psychology
Political Science
Organization Behavior
Leadership
Motivation
-Private Human Resource Management - -More flexibility
Not subject to red tape= no constraint from formal or informal sources.
,-What is Personnel ? - -people employed in an organization undertaking
services.
Examples: Employees/ Workers
-What is an organization? - -a group of individuals working towards a goal
-What is management ? - -The process of accomplishing an organization's
goals through people. for example: development of policies for effective use
of human resource in an organization.
Psychological and productivity goals are pivotal to the relationship of
management between the individual and employee. The goals are
interactive and reciprocal.
-Why does Human Resource Management matter ? - -Provides assets to an
organization
Good HRM will help maximize the benefits of an organization
-What is the Paradox Puzzle ? - -Depicted through: mapping, theorizing and
conceptualizing.
It is rapid and spastic.
Two truthful contradictions that mock both study and practice.
Examples:
Paradox of democracy-citizen rights vs. employee rights
-What areas does Human Resource Management deal with ? - -Worker unrest
Labor shortages
Performance measurements
Craft policies
Hire, promote, discipline and fire employees
Response to grievances
-What are people management problems? - -HRM managers weighing the
pros and cons of each decision
long term and short term decisions
staying organized
dealing with problems as they come up on an individual basis
-What are challenges in getting and managing the right people ? - -Declining
confidence in government
demands for productivity gains
emerging virtual workplaces and government
declining budgets
rightsizing and downsizing despite population growth
, -Definition of personnel administration - -deals with internal processes
including: staffing, position management, pay systems and efficient
application of the rules and procedures of the civil service system.
-Human Resource Management defintion - -the function within an
organization that focuses on the recruitment & management of the people.
It embraces a broader focus and has relevance for HR specialist, line
managers, and executives.
It encompasses all decision affecting the relationship between the individual
and organization.
-Civil Service Defintion - -the government employees in permanent public
service excluding legislative, judicial, or uniformed military; position are filled
based on competitive examinations, a professional career public service
exists with protection against political influence and patronage.
-Traditional Personnel Administration vs. HRM - -Traditional Personnel
Administration: concerned with internal processes including recruitment,
compensation and discipline
Application of the rules and procedures of the civil service system.
Human Resource Management: Embraces a broader, more " people focused"
Encompasses all decisions affecting their relationship between the individual
and organization including:
reward systems
organizational design
staffing
-Centralized Human Resource Department - -rapidly and efficiently optimizes
essential business processes. The staff can more easily develop and
coordinate consistent processes for payroll, benefits, and recruiting.
-Devolved Human Resource Model - -A central HR unit that does most policy
work, but most functional responsibilities are accomplished by line managers
and operational units
-Decentralized HR Model - -the department in an organization that hires
employees and deals with issues related to the administration of the
company's personnel. Less efficient.
-Specialized HR Department - -Departments in which individuals are
specialized in through training and development
-outsourced human resource - -process of sub-contracting human resources
functions to an external supplier. When businesses hire companies to
manage personnel functions.
Questions And Answers
What is the mission of Public Personnel Administration? - -acquire, develop,
and retain talent.
Align the workforce with businesses.
-What is the purpose of human resource management? - -Maximize the
productivity by optimizing the effectiveness of its employees
-What are the responsibilities of human resource managers ? - -staffing,
employee compensation, benefits and defining work.
-What is human resource management involved with ? - -Organizational
behavior, human behavior, leadership, motivation, management and politics.
-Two types of employees ? - -classified: paid hourly and their job duties are
routine- following a standard of rules. [ union/ non-union] $25K
Unclassified: Serve the pleasure of the appointing body [never union]. More
at risk. $50k
-What is Public Personnel Administration? - -Public Human Resource
Management that is concerned with public organization's workforce
including:
Acquisition
Development
Utilization
Compensation
-Public Human Resource Management - -Subject to formal rules that
constrain their activities. [ Red Tape]
Subject to informal constraining influences: media, influence groups, political
parties, public opinion, and elected officials.
-Multidisciplinary influences of Human Resource Management - -Sociology
Psychology
Political Science
Organization Behavior
Leadership
Motivation
-Private Human Resource Management - -More flexibility
Not subject to red tape= no constraint from formal or informal sources.
,-What is Personnel ? - -people employed in an organization undertaking
services.
Examples: Employees/ Workers
-What is an organization? - -a group of individuals working towards a goal
-What is management ? - -The process of accomplishing an organization's
goals through people. for example: development of policies for effective use
of human resource in an organization.
Psychological and productivity goals are pivotal to the relationship of
management between the individual and employee. The goals are
interactive and reciprocal.
-Why does Human Resource Management matter ? - -Provides assets to an
organization
Good HRM will help maximize the benefits of an organization
-What is the Paradox Puzzle ? - -Depicted through: mapping, theorizing and
conceptualizing.
It is rapid and spastic.
Two truthful contradictions that mock both study and practice.
Examples:
Paradox of democracy-citizen rights vs. employee rights
-What areas does Human Resource Management deal with ? - -Worker unrest
Labor shortages
Performance measurements
Craft policies
Hire, promote, discipline and fire employees
Response to grievances
-What are people management problems? - -HRM managers weighing the
pros and cons of each decision
long term and short term decisions
staying organized
dealing with problems as they come up on an individual basis
-What are challenges in getting and managing the right people ? - -Declining
confidence in government
demands for productivity gains
emerging virtual workplaces and government
declining budgets
rightsizing and downsizing despite population growth
, -Definition of personnel administration - -deals with internal processes
including: staffing, position management, pay systems and efficient
application of the rules and procedures of the civil service system.
-Human Resource Management defintion - -the function within an
organization that focuses on the recruitment & management of the people.
It embraces a broader focus and has relevance for HR specialist, line
managers, and executives.
It encompasses all decision affecting the relationship between the individual
and organization.
-Civil Service Defintion - -the government employees in permanent public
service excluding legislative, judicial, or uniformed military; position are filled
based on competitive examinations, a professional career public service
exists with protection against political influence and patronage.
-Traditional Personnel Administration vs. HRM - -Traditional Personnel
Administration: concerned with internal processes including recruitment,
compensation and discipline
Application of the rules and procedures of the civil service system.
Human Resource Management: Embraces a broader, more " people focused"
Encompasses all decisions affecting their relationship between the individual
and organization including:
reward systems
organizational design
staffing
-Centralized Human Resource Department - -rapidly and efficiently optimizes
essential business processes. The staff can more easily develop and
coordinate consistent processes for payroll, benefits, and recruiting.
-Devolved Human Resource Model - -A central HR unit that does most policy
work, but most functional responsibilities are accomplished by line managers
and operational units
-Decentralized HR Model - -the department in an organization that hires
employees and deals with issues related to the administration of the
company's personnel. Less efficient.
-Specialized HR Department - -Departments in which individuals are
specialized in through training and development
-outsourced human resource - -process of sub-contracting human resources
functions to an external supplier. When businesses hire companies to
manage personnel functions.
