POLITICAL SCIENCE PROJECT

( Personnel

Administration and problem of Recruitment )

Submitted to: Ms.Monika

Submitted by: Aditya Dassaur Roll No-206/10 3 rd semester Section-A

CONTENTS

Acknowledgement Personnel Administration Problems of recruitment

ACKNOWLEDGEMENT
I would like to thank my political science teacher, Ms.Monika, for giving me an opportunity to work on this project. Without her support and cooperation, this project would not have been possible.I would also like to thank the library staff for making available the books required.In the end, I also want to thank my family and friends for their support.

PERSONNEL ADMINISTRATION
The tasks of the government are increasing day by day. Development and welfare orientations have led to the expansion of government and its administrative machinery. As the tasks, responsibilities and activities of organizations, whether public or private multiply, the demands on personnel, at every level, in terms of efficient discharge of their duties also rise. Thus the task of personnel administration is to assure a steady source of people who can contribute to the success of an organization and meet the growing demands of development. To understand the concept of personnel administration, it is very essential to first understand the meaning and nature of the term. Personnel Administration: Meaning Personnel administration is that part of the administration which is concerned with people at work and with their relationships within an organization. It refers to the entire spectrum of an organizations interaction with its human resources from recruitment activity to retirement process. It involves personnel planning and forecasting, appraising human performance, selection and staffing, training and development and maintenance and improvement of performance and productivity. Personnel administration is closely related to an organizations overall effectiveness. Thus we can say that personnel administration deals with the recruitment, placement, training, disciplinary measures, monetary and nonmonetary incentives and retirement benefits of the human beings or the personnel within an organization. It also deals with the nature of human relationships in an organization, interaction between the human beings within

an organization. Personnel administration includes all activities and functions relating to policy formulation, planning, policy implementation, social change and modernisation, administrative reforms and public relations in an organisation. It aims at optimum utilisation of human resources in order to achieve maximum results with minimum wastage of funds and technology. Nature of Personnel Administration Personnel function is crucial in any administrative organisation. The organisation cannot afford to ignore it. Hence it becomes a basic responsibility of the management, be in the government or in semi or non-government organisations. The changes in the socio-economic environment have its effect on management. The management environment keeps changing due to the changes that occur in the total socio-economic environment. The political environment also affects the work environment in an organisation. Such changes get reflected in personnel administration. These changes can be: changing mix of the personnel entering government service organization changing values of personnel increasing expectations of the government from their employees increasing expectations of the people from the government at different levels. Thus management is affected by the changes in the social, economic and politicalscenario. In fact it has to keep up with these changes. A higher number from schedule castes, tribes and other economically backward classes are joining the government service. A greater number of people with

higher education, more women, more technically skilled workers are also joining the government service. 'This has really changed the ratios of working force. With the proliferation of activities under 'development' and 'welfare' programmes, the employees are now expected to be more competent and efficient. People at large expect the administration to be efficient, effective and sympathetic. People's involvement in administrative activities is increasing. Due to the constant demands on administration, the role of personnel administration is also changing. Personnel are required to perform 'line' and 'staff' functions. Activities directly related to the primary objective of an organisation are called as 'line' functions. The 'staff' functions are those which facilitate and assist the performance of line work.They are in the nature of secondary activities and enhance the effectiveness of the line agencies. For example, assistance in processing and supplying the required number of personnel and training and development of personnel are essentially staff functions. SCOPE OF PERSONNEL ADMINISTRATION Personnel administration incorporates all aspects of management of persons in organisation. The primary objective of personnel administration, is to ensure effective utilisation of human resources in pursuit of organisational goals. The personnel administration departments should design and establish an effective working relationship among all the members of an organization by division of organisational tasks into jobs. Personnel administration must try to enthuse among the employees feelings of commitment, involvement and loyalty to the organization. Personnel administration also has to curb unfavorable practices like favouritism and nepotism in an organisation.

Personnel administration has to concentrate on various aspects of management like recruitment, training, promotion, conditions of service and employees welfare. It has to develop links with immediate, intermediate and external environment to make itself effective and efficient. As the tasks of organisation increase, the responsibilities of personnel administration also increase accordingly. It is not possible to solve the problems with a one-time and one-stroke decision. Larger'the system more are the complexities. Take for example, the Government of India, it is divided into ministries, departments, divisions, units etc. It is spread over the entire length and breadth of the country. Lakhs of people work in it, they operate at different hierarchical levels and carry out a large variety of functions. A number of services and their division into groups constitute the entire workforce of the Central government. Almost similar is the situation in each state. Personnel administration has to cater to all these aspects. It requires continuous managerial input. Even the contribution of money and material to the performance of an organisation depends substantially upon their manipulation by the human beings in an organisation. Even the poorly devised machinery may be made to work if it is manned with well-trained, intelligent and imaginative staff. On the other hand, the best planned organization may produce unsatisfactory results if it is operated by mediocre organized staff. Personnel constitute an integral part of the organisation. It is with their requisite skills, aptitude, integrity and organising capacity that they can build the image of their organisations as effective institutions.

RECRUITMENT
An organization finds it necessary to arrange an adequate supply of qualified personnel to take up different tasks necessary for the realization of its goals. Recruitment is the process of attracting qualified applicants for jobs. In other words, it involves contact with the labour market. It thus procures a group of applicants. These applicants-seekers after jobs-have got to be screened and the list is to be narrowed down to the eligible few. Recruitment and selection thus constitute a process which is of vital importance to the administrative system as a whole, for it determines the tone and caliber of the public services, and on it rests the usefulness and relevance of the machinery of government to the society. The process of recruitment and selection is the key to a strong public service. A faulty recruitment and selection policy inflicts a permanent weakness upon the administration, the latter virtually becomes a heaven for the dull and the incompetent. No amount of in-service training can make faultily recruited persons bright and efficient. No element of the carre policy is more important than the recruitment policy. A recruitment policy in the field of public administration must be reconciled with a countrys constitutional requirements and political outlook. The need for a sound recruitment policy was first realized by China, years ago, and this recognition found reflection in the adoption of the merit principle, based on competitive examinations. The necessity of evolving a positive recruitment policy is no longer left in doubt.

PROBLEMS OF RECRUITMENT
The problem of recruitment involves a number of elements, which may be broadly summarized as: 1. Location of the recruitment authority : The determination of the recruiting authority is one of the essential features of the personnel system. Indeed, this problem is of such general importance that the recruiting authority is determined by the constitution of the country itself. There are two views regarding this. According to one, the recruiting power should vest in the electorates who should elect all the important officers of the government. This system is open to criticism. The other view, arguing on these lines, recommends that only the chief executive and the members of the legislatures need to be elected and others should be appointed through a system of recruitment. 2. Method of recruitment : There are two methods of recruitment- recruitment from within, and recruitment from without. The first method is, promotion, and the second one is recruitment in the true sense of the term. It may however be pointed out that direct recruitment should be the rule at lower levels. Thus, this problem is chiefly concerned with the middle rungs of the public services. Neither of the two systems can be exclusively adopted for the selection of personnel in government. In practice, a good recruitment policy combines both the systems, in varying proportion, to achieve the best results. In India. Direct recruitment is

limited to the lower positions in each service, and to a young group of entrants. A certain position of posts is earmarked for being filled up by promotion. Recruitment to all India services is made direct by holding a competitive examination, but a certain number of these posts go to the promotees 3. Qualifications required of the employees : The question of qualifications required of public employees is of enormous importance, as on it rests largely the general efficiency of the public services. The qualifications required of them may be divided into two parts-general and special. General qualifications apply to all the public employees, and are, thus, of universal application. They relate to civil status, domicile, sex, and age. Special qualifications deal with education, experience, technical knowledge, and personal traits. 4. Methods of determining qualifications : Direct recruitment to the administrative and most of the executive services is made, broadly speaking, on the basis of competitive examination conducted by the Union Public Service Commission. The examination includes:a. A test of intellectual ability and scholastic attainment through a written examination in a certain number of subjects; b. A written test, common to all candidates, designed to test capacity for effective thinking, sense of form,

power of clear and lucid expression, and general knowledge; and c. An interview to assess a candidates personal qualities, including some intellectual qualities which a written examination cannot test.

BIBLIOGRAPHY

Awasthi and Maheshwari, Public Administration http://www.google.co.in/ http://en.wikipedia.org