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Republic of the Philippines

Nueva Ecija University of Science and Technology


Cabanatuan City

GRADUATE SCHOOL

PROGRAM
: Master of Public Administration
COURSE CODE/TITLE
: Public Personnel Administration / PA 222
PRESENTED BY
: Marvin C. Bustamante
PRESENTED TO
: Dr. Yolanda I. Camaya
UNIT II. PUBLIC PERSONNEL MANAGEMENT
Personnel management - defined as obtaining, using and maintaining a
satisfied workforce. It is a significant part of management concerned with
employees at work and with their relationship within the organization.
According to Flippo, Personnel management is the planning, organizing,
compensation, integration and maintenance of people for the purpose of
contributing to organizational, individual and societal goals.
According to Brech, Personnel Management is that part which is primarily
concerned with human resource of organization.
PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
MORALE:
Also known as 'esprit de corps' (Henri Fayol's fourteenth principle of
administration) is the amount of confidence felt by a person or group of people,
especially when in a dangerous or difficult situation at work/organization.
A high morale person will not be afraid from taking up challenges and accept
orders. Whereas a low morale person will have limited attention of work and not
be open to accept orders. The morale of a person shows his overall adaptability
to the overall organizational situation. An employee keeps doing an individual
assessment of his work and his organizations status in society and his work
environment and management's attitudes towards him and after assessing all
this he reaches conclusions as to how to proceed. If his assessment comes out
positive then he experiences high morale, but if it comes out negative then he
experiences low morale and this can be made out by his behavior and attitude
towards his work mentioned above.
It is considered as a group phenomenon as mostly employees in a group tend to
feel the same way and the factors they take into consideration is used by
everyone while doing their own individual assessments.
Corruption in administration has a very negative impact on morale of the
workforce. Employees seeing no way out tend to have no initiative and lack of
will and desire to perform their jobs with optimum energy.

MOTIVATION:
Motivation is the enthusiasm or reason for doing something. Frederick Herzberg,
Abraham Maslow, David McClelland and David McGregor are major contributors
to the motivation theory. Motivation is specific to an individual and is almost
always an individual phenomena.
There are three reasons/aspects to motivation or the lack of it:
1) Needs: These are deficiencies that a person does not have but wants to
have.
2) Drives: These are action oriented and provide energy thrust towards goal
achievement. Its the very heart of motivational process.
3) Goals: Incentives or pay offs that provide private satisfaction but reinforce
the everlasting chain of needs.
TYPES OF MOTIVATION:
1) Incentive and position incentive: Helps fulfill the four P's of motivation of
employees - Praise, prestige, promotion and paycheck.
2) Negative or fear motivation: This trend is mostly no longer used. It is when
a person is coerced into doing a job because he is fearful of consequences
if he does not do it.
3) Extrinsic motivation: Pay promotion, status, fringe benefits, retirement
plans, holidays/vacations, etc. This motivation is largely monetary in
scope.
4) Intrinsic motivation: Feeling of having accomplished something that is
worthwhile. It is symbolized by praise, responsibility, recognition, esteem,
status, competition and participation.
5) Financial motivation: salary, bonus, profit sharing, leave with pay, etc.
6) Non- financial motivations: Non-financial/monetary in nature. Job
enlargement, job rotation, job loading or more responsibility, Job
enrichment, Job security, delegation of authority, status and pride, praise
and recognition, competition and participation, etc.

LABOR MANAGEMENT RELATIONS


From EO 292
SEC. 36. Personnel Relations. (1) It shall be the concern of the Commission to
provide leadership and assistance in developing employee relations programs in
the department or agencies.
(2) Every Secretary or head of agency shall take all proper steps toward the
creation of an atmosphere conducive to good supervisor-employee relations and
the improvement of employee morale.

Role of Personnel Manager

Personnel manager is the head of personnel department. He performs both


managerial and operative functions of management. His role can be summarized
as:
1) Personnel manager provides assistance to top management- The top
management are the people who decide and frame the primary policies of
the concern. All kinds of policies related to personnel or workforce can be
framed out effectively by the personnel manager.
2) He advices the line manager as a staff specialist- Personnel manager acts
like a staff advisor and assists the line managers in dealing with various
personnel matters.
3) As a counsellor,- As a counsellor, personnel manager attends problems
and grievances of employees and guides them. He tries to solve them in
best of his capacity.
4) Personnel manager acts as a mediator- He is a linking pin between
management and workers.
5) He acts as a spokesman- Since he is in direct contact with the employees,
he is required to act as representative of organization in committees
appointed by government. He represents company in training
programmes.
Maintaining healthy employee relations in an organization is a pre-requisite for
organizational success. Strong employee relations are required for high
productivity and human satisfaction. Employee relations generally deal with
avoiding and resolving issues concerning individuals which might arise out of or
influence the work scenario. Strong employee relation depends upon healthy and
safe work environment, cent percent involvement and commitment of all
employees, incentives for employee motivation, and effective communication
system in the organization. Healthy employee relations lead to more efficient,
motivated and productive employees which further lead to increase in
organizations performance level.

Employee relations must be strengthened in an organization. To do so, following


points must be taken care of:1) Employee has expectation of fair and just treatment by the management.
Thus, management must treat all employees as individuals and must treat
them in a fair manner. Employee favoritism should be avoided.
2) Do not make the employees job monotonous. Keep it interesting. Make it
more challenging. This can be done by assigning employees greater
responsibilities or indulging them in training programmes.
3) Maintain a continuous interaction with the employees. Keep them updated
about companys policies, procedures and decisions. Keep the employees
well-informed. Informed employees will make sound decisions and will
remain motivated and productive. Also, they will feel as a member of
organizational family in this manner.
4) Employees must be rewarded and appreciated for a well-done job or for
achieving/over-meeting their targets. This will boost them and they will
work together as a team.

5) Encourage employee feedback. This feedback will make the employers


aware of the concerns of employees, and their views about you as an
employer.
6) Give the employees competitive salary. They should be fairly paid for their
talents, skills and competencies.
7) Be friendly but not over-friendly with the employees. Build a good rapport
with the employee. The employee should feel comfortable with the
manager/supervisor rather than feeling scared.

HEALTH AND SAFETY


Article XIII, Sec.3 of the Philippine Constitution
The State shall afford full protection to labor.They shall be entitled to security
of tenure, humane conditions of work, and a living wage...
P.D. 442, Book IV, Titles I and II (Labor Code of the Philippines
1974)
Revised and consolidated labor and social laws to afford full protection to labor,
promote employment and human resources development and ensure industrial
peace based on social justice.
EO 292, Administrative Code of 1987
SECTION 31. Career and Personnel Development Plans.Each department or
agency shall prepare a career and personnel development plan which shall be
integrated into a national plan by the Commission. Such career and personnel
development plans which shall include provisions on merit promotions,
performance evaluation, in-service training, including overseas and local
scholarships and training grants, job rotation, suggestions and incentive award
systems, and such other provisions for employees health, welfare, counseling,
recreation and similar services.

Labor Code of The Philippines, Book IV HEALTH, SAFETY AND


SOCIAL WELFARE BENEFITS; Title I MEDICAL, DENTAL AND
OCCUPATIONAL SAFETY
Chapter I MEDICAL AND DENTAL SERVICES
Chapter II OCCUPATIONAL HEALTH AND SAFETY
Government agencies like GSIS, SSS and Philhealth provide medical
benefits to their members.
Occupational Safety and Health Standards (OSHS 1978)

The objective of this issuance is to protect every workingman against the


dangers of injury, sickness or death through safe and healthful working
conditions, thereby assuring the conservation of valuable manpower resources
and the prevention of loss or damage to lives and properties, consistent with
national development goals and with the States commitment for the total
development of every worker as a complete human being.
Providing safety to employees at workplace has a moral dimension. Though it is
a legal requirement and fetches monetary compensation in case of failure but it
cant bring back an individuals life. Eliminating the causes of accidents and
counseling employees at workplace play a substantial role in saving the
operating costs, increasing productivity and ensuring reliability and dependability
from the employees.
Employees are the biggest assets of any organization and few well managed and
co-coordinated safety programs can minimize the loss and damage to them as
well as to the organization. With basic safety policies and remedies for accidents,
the companies should also provide systematic training to industrial employees so
that they are able to do their jobs efficiently and safely.

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