Personnel Administration (PA)

Introduction
All other resources like financial, material,
technology are important but adequate
utilization of human resource will lead to
optimum utilization of other resources.
All resources are necessary to achieve
organization objective , but human capital
is the most essential part f the organization
PA deals with Human resource

What is HRM? what is the

difference between HRM & PA
PA:
1.administrative in nature, deals with payroll,
complying employees law etc.
2. Has a narrow scope
3. Its reactive
4. Independent Function of the organization
5.Focus on monetary benefit for motivation.

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HR:
1.More responsible in nature for managing
workforce.
2.Has a broader scope.
3.Its proactive
4. Integral part of the company function
5.Creativity,effective strategies, work group
challenges are motivators

What is PA?
Its a part of administration which is
concerned with people at work & their
relationship within the organization.
It involves personnel planning &
forecasting appraising human
performance, selection & staffing,
training & development,maintainance
&improvement of performance &
productivity.

Acc to Thomas Spates

It is a :
Code of ways of organizing & treating
individuals at work.
So that to get the greatest possible
realization of their intrinsic abilities
attaining maximum efficiency for
themselves & their groups
thereby giving to the enterprise its
determining competitive advantage & its
optimum results.

PA is concerns with framing policies

covering:
Manpower planning, recruitment ,selection,
placement & termination.
Eduaction,training,career development.
Terms of employments , methods, standard
of remuneration.
Working conditions & employee services.
Formal & informal communication
Negotiation & application of agreements on
wages & working conditions, procedures
for avoiding & settlement of disputs.

Nature
Concern with managing people: rank & file
level of employees at work.
Concerned with individual employee as
well as in group, believe in collaboration.
Does not function as formal organization.
Its a central pervasive system of all
organization.
Continuous in nature.
Performs line & staff functions.

Scope of PA
The primary objective of personnel
administration, is to ensure effective
utilization of human resources in pursuit of
organizational goals.
Personnel administration has to concentrate
on various aspects of management like
recruitment, training, promotion, conditions
of service, employees welfare, employer
employee
relations and processes of morale and
motivation.

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salary structuring of employees is a
wholesome task because each category
has to be adequately and equitably
compensated for the contribution it is
expected to make towards organization's
objectives
Framing of conduct rules, laying down
procedures of disciplinary action,
enforcement of those rules and adoption of
appropriate procedures are also a part of
personnel administration.

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Employer-employee relations, provision for
Joint Consultative Machinery,
establishment of public service tribunals for
adjudication, adoption of welfare measures
and payment of retirement benefits etc. to
the employees are the added
responsibilities of personnel administration .
Thus the scope of PA is wide & changes
as per the environment

Objective
General objectives
1.Maximum individual development
2.Desirable working relationship between
employer and employee
3.The administrator provides the tools such
as record keeping, policy making,
controlling and advising.
4.Recognize & satisfy individual needs &
group goals

5. Maintain high morale & better human

relations.
6.To establish & maintain an adequate
organizational structure & desirable
working relationship.

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Specific objectives
1. Selection of the right type and number of persons
2. Proper orientation and introduction of new
employees to their job
3. Organization of suitable training facilities
4. Provision of better working conditions and facilities.
5. Provision of sound, fair and effective wage and
salary administration and incentives.
6. Good industrial relations with representative trade
unions
7. Personnel research

Role of a Personnel Manager

Conscience role
Counselor
Peace maker
Problem solver
Change agent
Auditor
Service provider

Principles

Principle of individual development

Principle of scientific procedure
Principle of adequate communication
Principle of incentive
Principle of participation
Principle of Dignity of labour
Principle of Team spirit.
Principle of labour Management relations
Principle of contribution to National
prosperity