The Need for Change Management
In the contemporary business environment, organizations fight the battle of competition by building their adaptive capabilities and preparedness for coping against the pressures of change. In the present scenario, top management give a lot of importance to change management process and the need for being flexible as well as adaptable for tackling the growing environmental […]
Failure of Market Risk Management
Any firm that sets up a risk management department wants to ensure that the department works efficiently and effectively. Just like all other people and departments, the risk management department is also subject to periodic reviews. In these reviews, the effectiveness of the risk management department, as well as the methods that they use, is […]
Principles of Risk Management
Various organizations have laid down principles for risk management. There are risk management principles by International standardization Organization and by Project Management Body of Knowledge. The Project management body of knowledge (PMBOK) has laid down 12 principles. This article carries an amalgamation of both PMBOK and ISO principles. The various principles are: Organizational Context: Every […]
Negotiation Skills – How to Negotiate Effectively
What is negotiation ? Negotiation is defined as a discussion among individuals, each one trying to present his best idea to come to a conclusion benefiting all. An individual gains nothing out of conflict and misunderstanding; instead it leads to stress and anxiety. It is always advisable to compromise to the best extent possible and […]
Learning: Definition, Characteristics and Types of Learning in Psychology
The process of learning is continuous which starts right from the time of birth of an individual and continues till the death. We all are engaged in the learning endeavours in order to develop our adaptive capabilities as per the requirements of the changing environment. For a learning to occur, two things are important: The […]
Employees form the core and the backbone of any organization and public organizations are no different. According to authors William Mosher and J. Donald Kingsley, the key to better governance lies in effective personnel management.
For effective personnel administration there are certain criteria that need to be fulfilled like:
Classification is the first step in personnel management wherein similar kinds of posts are grouped together based on their duties and responsibilities. A formal classification plan shows all the classes with each existing job and position suitably placed with respect to each other in an orderly manner. This in turn is supplemented by rules, regulations for their administration, interpretation and amendment.
The second step becomes position classification which explains the individual position of that role within the public administration machinery. It also defines the duties and responsibilities for which the individual holding the position shall be accountable for.
The third step is the process of recruitment. Recruitment in government organization is all about finding the right people for the right job. It involves having good public relations, employment campaigns and effective systems of selection of the people.
The next step is the training. Training develops skills and habits and also develops the requisite mental attitude and morale of the civil servants. Training helps the civil servants to carry out their day to day job related transactions with precision, adapt to the changing socio-economic needs, and understand the larger and broader picture of administration and also to make their job interesting and be able to take newer responsibilities.
Next comes, the promotion or the increase in rank or status. It is essential that the employees are provided with timely promotion to develop their talent and increase their morale and motivation levels. While the process means increase in pay grade and responsibilities for the employees, the same process allows the management to select and pick the best suitable person from an available pool to fulfill higher responsibilities.
The last step is the pay and service of the civil servants. The salary scales of civil servants are based on several factors like:
The service conditions include leave, holidays, hours of work, accommodation, healthcare, working conditions and other miscellaneous aspects.
One of the oldest problems that plague the personnel administration in all countries is the liberal seepage of politics in all its aspects. Despite of the attempts of the scholars to separate politics and administration, the divorce exists only in textbooks and on paper. The personnel administration of the public organization has emerged as a triumph of technique over purpose. While the civil servants are selected through rigorous methods of written examination, personal interviews, scores, the rule of three, split-digit ranking etc, but the question remains whether they actually serve the objectives of the organization.
The system which cites itself as based on merit degenerates into a protectionist system. The entrance exams are designed to test competence for jobs at junior levels only and later there is no system of objective evaluation of desired competence level for senior and complex roles. For most parts, these exams rarely test the attitude and seem outdated and redundant to meet the challenges of the current needs. The career growth as well, within the system is based on patronage and politics rather than qualification and merit. The disqualification based on incompetence is rarely ever heard in public organizations and even when it happens, the government bears heavy expenditure for the same. The presence of an unnecessarily large workforce also is a problem with the government organizations. A lean structure in these organizations would mean efficient and timely performance.
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