PAD 301

MY LECTURE NOTE AND VIDEO

FACULTY OF MANAGEMENT SCIENCES

DEPARTMENT OF PUBLIC ADMINISTRATION

PAD 301: PRINCIPLES OF PUBLIC PERSONNEL ADMINISTRATION.

FIRST SEMESTER (HARMATTAN), 2015/2016 SESSION

Pre-requisite: PAD 212: Introduction to Public Personnel Management.

Lecturer: Dr. Jacob O. Fatile, jacofem@yahoo.com; +234 805465 5692

INTRODUCTION

The course, PAD 301- Principles of Public Personnel Management is a 3-credit course unit within the undergraduate programme in Public Administration. It is a core course and must be taken by all students wishing to complete their B.Sc programme in Public Administration. The course builds on PAD212- Introduction to Public Personnel Management you did at the 200 level and for the experience required in handling the personnel function in the places you are likely to work after graduation.

People are an asset to the function of government. Effective management requires developing these assets in a manner that helps an agency accomplish its mission. In addition to civil servants being strategic asset, public personnel management is a key to holding civil servants accountable for serving the public. Personnel Management is concerned with the effective use of the skills of people. In a business or public sector, personnel management starts with recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problem and tensions that arise in working towards established goals. In addition to recruiting and hiring, some of the responsibilities of a personnel manager in the public sector are to classify jobs and prepare wage and salary scales, counsel employees, deal with disciplinary problems, negotiate with unions, develop safety standards and practices, manage benefit programs and supervise training and keep abreast with development in Personnel Management.

OBJECTIVES

On completion of the course you should be able to:

1. Have a good appreciation of what personnel management function in

contemporary public organization comprises.

2. Explain what public personnel management is, where it started and how it evolved to the stage it is now.

3. Know what we mean by the term Human Resources Management and how this differs from the earlier Personnel Management concept.

4. Identify and explain the major responsibilities of Personnel Managers in selecting, training, managing performance, pay structure development, employees benefits, employees’ relations and collective bargaining as well as motivating employees.

5. Distinguish between theories and practices of public personnel administration and how the environment impacts on theories.

COURSE CONTENT

The topics to be covered in the course include:

1. Topic 1 Introduction: Meaning of Personnel, Personnel Management and Public Personnel Management, functions of personnel department, Distinction between Human Resources Management and Personnel Management; Location of Personnel Management in organizations.

2. Topic 2 Approaches to Public Personnel Management: The major approaches to be treated are: The Scientific Management School led by F.W. Taylor, The Human Relations Approach led by Elton Mayo and Socio-Technical Approach.

3. Topic 3 Evolution of Personnel Management: How Personnel Management evolved from Labour Administration stage, Labour and Staff Administration, Personnel Administration, Personnel Management to the current practice of Human Resources Management.

4. Topic 4 Manpower Planning/ Human Resources Planning: Meaning of Manpower Planning; Manpower Planning Process; Rationale for Manpower Planning; Merits and Shortcoming of Manpower Planning.

5. Topic 5 Staffing Process: This entails Recruitment, Selection and Placement Procedures in Public Organisations. Meaning of Recruitment, Recruitment Sources, Cost of Recruitment etc; Selection Process, Types of Selection Tests, Types of Interviews and Placement procedures including Induction and Orientation Programmes. Staffing process in the Public Sector.

6. Topic 6 Compensation Management: Meaning of Compensation Management, Financial and Non-financial Compensation, Compensation management procedures in the public sector, Salary and Wages Administration in the public sector.

7. Topic 7 Performance Appraisal: Meaning of Performance Appraisal, Justification for Performance Appraisal, Performance Appraisal Instruments, Benefits and Pitfalls of Performance Appraisal in the public sector.

8. Topic 8 Training and Development: Conceptual clarifications, Distinction between Training and Development, Advantages and Disadvantages of Training and Development in the public sector.

9. Topic 9 Industrial Relations and Employees Relations: Labour relations in the public sector, Labour Unions, Collective Bargaining and Grievances procedures, Conflict Resolution and Conflict Management etc.

10. Topic 10 Discipline and Separation: Disciplinary procedures in the public sector, layoff etc

11. Topic 11 Motivating Employees: Meaning of motivation; Theories of motivation such as Maslow Hierarchy of Needs, Mc Gregor’s Theory X and Y, Herzberg’s Hygiene Theory, Adam’s Equity Theory etc and their relevance to workers productivity in the public sector.

COURSE ASSESSMENT.

The course is designed to help students to move easily from the objectives through the required reading, class tests and assignments to a final examination.

Assignments, class tests and final examination are designed to test you and facilitate your progress. To complete this course successfully, you are required to pass both the continuous assessment and final examination. Class participation is expected. I will “cold call” students who are not participating on regular basis. Therefore, you must be prepared to ask intelligent and relevant questions in the class. The quality of one’s questions and participation will impact on student’s class participation grade.

Attendance, class participation, assignments and class test will constitute 30% of the final grade.

Grading:

Activities % ages

Class Attendance 5%

Class Participation 5%

Assignments 10%

Class Test 10%

Examination 70%

Your performance in these components determines your total score for the whole course which is 100%.

ASSIGNMENTS

Students are expected to submit two assignments on any two topics in the course. The first assignment is due for submission at the end of three weeks while the second assignment is due for submission at the end of the eighth week. Students are expected to turn in their assignments before the stated deadline in order to avoid being penalized for late submission. An assignment is considered late if the paper copy is not submitted at due date. All assignments must be submitted to the lecturer online and will be tested for plagiarism. The maximum length of each assignment is 3 pages. Normally, examination will come up between the fourteenth and sixteenth week of the semester. Examination is essay type and the minimum duration is 2 Hours 30minutes.

COURSE TEXTBOOK AND REFERENCE MATERIALS

The course textbook is:

Riccucci, N. and Naff, K. (2007). Personnel Management in Government: Politics and Process ( 6^th Edition).

Other reference materials include:

Ammons, D. (2004). Benchmarking Performance in S. Condery (ed.) Handbook of Human Resources Management in Government, 2^nd Edition, pp. 623-645.

Armstrong, M. (2009). Armstrong’s Handbook of Human Resources Practice. 11^th Edition, London: Kogan Page.

Bratton J. and Gold, J. (1999). Human Resources Management: Theory and Practice. Second Edition. London: Macmillan.

Brewer, G. A. and Kellough, J.E.(2016). Administrative Values and Public Personnel Management: Reflections on Civil Service Reforms in Public Personnel Management Journal, 45(2), 171+ .

Cole, G.A. (1997). Personnel Management: Theory and Practice, Fourth Edition. London: ELST with Letts Educational.

Enenya, N. (2012). Public Personnel Management. Lagos: Concept Publishers.

Flippo, E.B. (1984). Personnel Management , Sixth Edition. New York: MC Graw Hill Book Company.

Grote, D.(1996). How to write Fair Performance Appraisal and how to conduct an Appraisal Discussions. The Complete Guide to Performance Appraisal, New York: AMACOM, pp129-171.

Herzberg, F. (1978). One More Time: How Do You Motivate Employees? In Natemeyer, W. E. (ed.) Classics of Organisational Behaviour. Oak Park, Illinios: Moor Publishing Company Inc.

International Public Management Association for Human Resources (2011) Public Personnel Management. Human Resource’s Quarterly Journal 40(2) , Spring.

Jungin K. (2016) Pay for Performance Systems after Civil Service Reform in Public Personnel Management Journal, 45(2).

Marthis, R.L.and Jackson, J.H. (2003). Human Resources Management (10^th ed.) New York: South Western College Publishing.

MC Gonigle, T. and Curnow, C. (2006). Measures of Training and Experience in D. Whatzel and G. Wheaton (Eds) Applied Measurement: Industrial Psychology in Human Resources Management, Mahwah, N.J: Lawrence Erlbaum.

Oswick, C. and Grant, D. (1996). Personnel Management in the Public Sector: Power, Roles and Relationships, Personnel Review, 25(2), 4-18.

Robbins, S.P. (2001). Organisational Behaviour, Ninth Edition. New Delhi: Prentice Hall of India.

Stahl, O.G. (1992). Public Personnel Administration. Fifth Edition, New York: Harper & Row.

Thornthwaite, L. (2012). The Origin of Personnel Management: Reasserting the public sector Experience. Journal of Management History, 18(3), 312-330.

Young, M. (2003). The Aging and Retiring Government Work force. Lexington, MA Centre for Organizational Research , a division of Linkage, Inc. Available as a free download at http://www.cps.ca/publications.

Office Location: Room 110, Ground Floor, Department of Public Administration, Faculty of Management Sciences.

Lecture Room: Wing A, 2-in-1 Lecture Hall, Faculty of Management Sciences.

Lecture Hours: Mondays, 8-10 am

Office Hours: Monday-Wednesday & Friday 10 am – 2pm each day.