2. PEERSONNEL ADMINISTRATION
On the basis of current psychological research into human relations most employees in large public agencies have certain definite needs if they are to remain satisfied and motivated. At a minimum they must have a sense of security, a sense of success and a sense of belongingness, all of which are probably mutually related in some way.
O.G. Stahl

3. PERSONNEL ADMINISTRATION
Personnel Administration is the part of acquiring, developing and maintaining a competent work force in such a manner as to accomplish with maximum efficiency and economy the functions and objectives of the organization.

4. Scope of Personnel Administration
Manpower Planning
Recruitment
Training and Development
Environmental Linkage
Compensation
General Employee Services
Job Satisfaction/motivation/ organisation
Compliance with Government Legislation
Industrial Relations

5. Importance of Personnel Administration
Good administration is a composite of effective organization, adequate material facilities and qualified personnel. Even poorly devised machinery may be made to work if it is manned with well trained, intelligent , imaginative and devoted staff. On the other hand, the best planned organization may produce unsatisfactory results, if it is operated by mediocre or disgruntled people .

6. Recruitment-methods Merit System Adequate Publicity
Opportunity to apply
Realistic standards
No discrimination
Ranking on the basis of ability
Knowledge of results

7. Advantages Administration on scientific lines and increases efficiency
Right person at right place, full justice.
Neutral administrative structure
No temptation to make quick money as job is permanent, till retirement.

8. Spoil System
Under this system public office is considered and used as spoils to be enjoyed by the political party victorious at the polls.
Merits
Democratic
Very simple
Consistent with party govt.
Responsibility of official to public

9. Demerits: Spirit of public service is completely damped.
Principles of efficiency and economy are replaced by party consideration, group adjustment and personal caprice.
Lack of responsibility due to short tenure
Vested interest of major political parties

10. Education System
The recruitment of the civil servants on the basis of having some particular educational qualifications prior to entry.
Professionalism
Specialization
Expertise

11. Selection Interview Intelligence tests Performance test Aptitude test
Past record
Interview
Intelligence tests
Performance test
Aptitude test
Personality tests

12. Recruitment and selection in Pakistan
Four Avenues of Recruitment
Direct Recruitment (central Superior Service)
Military Recruitment: (10% of grade 17 & 18 posts on permanent and regular basis)
Recruitment at higher level (Advertisement against vacancies)
Ad hoc Recruitment (on temporary basis)

13. Selection Criteria Selection Examination Interview Medical Examination
Open Competition
Quota System
Selection
Examination
Interview
Medical Examination

14. Kinds of Training Informal Training Formal Training Pre entry Training
Orientation Training
In Service Training
Refresher Courses

15. Kinds of Training in Pakistan
Pre entry Training
Civil Service Academy
education
socialization
Specialised Training
Concludes with the examination by FPSC

16. Kinds of Training in Pakistan
In service Training
National Institute of Public Administration (NIPA)
Training period weeks
Pakistan Administrative Staff College.
Training period 20 weeks
Refresher courses

17. PEERSONNEL ADMINISTRATION
On the basis of current psychological research into human relations most employees in large public agencies have certain definite needs if they are to remain satisfied and motivated. At a minimum they must have a sense of security, a sense of success and a sense of belongingness, all of which are probably mutually related in some way.
O.G. Stahl