PROGRAM Master of Public Administration COURSE CODETITLE Public Person

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