UNIT II.

PUBLIC
PERSONNEL
MANAGEMENT
PERSONNEL FUNCTIONS

Presented by: MARVIN C. BUSTAMANTE

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.

PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
MORALE:

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.

PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
TIPS ON MORALE BOOST-UP:

Supervisors greet employees with a handshake in the morning.

Supervisors write personal notes such as "Thank you" or "Happy

Birthday".

Members of employee groups meet regularly with management

representatives to promote understanding and carry out
activities of mutual interest.

Employees are personally congratulated by supervisors when

they exceed their goals.

Supervisors personally introduce new hires to each employee.

PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
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.

PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
MOTIVATIONAL THEORIES
Maslows Hierarchy of Needs

PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
MOTIVATIONAL THEORIES

PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
MOTIVATIONAL THEORIES

PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
MOTIVATIONAL THEORIES
David C. McClelland of Harvard University developed the
following four motivational drives:
1.

Achievement motivational drive

2.

Affiliation motivational drive

3.

Competence motivational drive

4.

Power motivational drive

PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
MOTIVATIONAL THEORIES

PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
MOTIVATION

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.

PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
MOTIVATION
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.

PERSONNEL FUNCTIONS
LABOR MANAGEMENT RELATIONS
From E.O. 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.

PERSONNEL FUNCTIONS
LABOR MANAGEMENT RELATIONS
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 managementThe 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.

PERSONNEL FUNCTIONS
LABOR MANAGEMENT RELATIONS
Role of Personnel Manager
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.

PERSONNEL FUNCTIONS
LABOR MANAGEMENT RELATIONS
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.

PERSONNEL FUNCTIONS
LABOR MANAGEMENT RELATIONS
Employee relations must be strengthened in an organization. To do so,
following points must be taken care of: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.
1)

PERSONNEL FUNCTIONS
LABOR MANAGEMENT RELATIONS
4)

5)

6)
7)

Employees must be rewarded and appreciated for a welldone job or for achieving/over-meeting their targets. This
will boost them and they will work together as a team.
Encourage employee feedback. This feedback will make
the employers aware of the concerns of employees, and
their views about you as an employer.
Give the employees competitive salary. They should be
fairly paid for their talents, skills and competencies.
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.

PERSONNEL FUNCTIONS
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.

PERSONNEL FUNCTIONS
HEALTH AND SAFETY

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.

PERSONNEL FUNCTIONS
HEALTH AND SAFETY

Labor Code of The Philippines, Book IV

HEALTH, SAFETY AND SOCIAL WELFARE
BENEFITS; Title I MEDICAL, DENTAL AND
OCCUPATIONAL SAFETY; Title II - EMPLOYEES
COMPENSATION AND STATE INSURANCE FUND

Chapter I MEDICAL AND DENTAL SERVICES

Chapter II OCCUPATIONAL HEALTH AND SAFETY

Title II - EMPLOYEES COMPENSATION AND STATE

INSURANCE FUND, Art. 166 - Government agencies like
GSIS, SSS and Philhealth provide medical benefits to
their members.

PERSONNEL FUNCTIONS
HEALTH AND SAFETY
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.

PERSONNEL FUNCTIONS
HEALTH AND SAFETY
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.

Thank you!!!