1. COMPARATIVE PUBLIC ADMINISTRATION MPA 503
PERSONNEL PRACTICES

2. PROCESS OF RECRUITMENT
SUBMISSION OF LIST OF ELIGIBLE CANDIDATES TO COMPETENT AUTHORITY
SELECTION
APPOINTMENT
PROBATION
PLACEMENT
ORIENTATION (TRAINING)

3. METHODS OF RECRUITMENT
DIRECT RECRUITMENT FILLING UP POSTS FROM OPEN MARKET
INDIRECT RECRUITMENT REFERS TO FILLING UP POSTS FROM CANDIDATES ALREADY IN SERVICE
DIRECT RECRUITMENT IS REAL RECRUITMENT WHICH HAS THE FOLLOWING ADVANTAGES
MERITS OF DIRECT RECRUITMENT
PROVIDES EQUAL OPPORTUNITY
ATTRACTS CAPABLE AND QUALIFIED PERSONS FROM UNIVERSITIES

4. METHODS OF RECRUITMENT
INFUSES NEW BLOOD AND FRESH OUTLOOK
IT CHECKS STAGNATION
DEMERITS OF DIRECT RECRUITMENT
NON-EXPERIENCED PERSONS ARE RECRUITED
REQUIREMENT OF A PROLNGED TRAINING
IT CURBS INITIATIVE OF EMPLOYEES AS HIGHER POSTS ARE THROWN OPEN AND MAY CAUSE JEALOUSY SINCE THOSE ALREADY EMPLOYED ARE NOT ALLOWED TO COMPETE
DEMORALISES THOSE WHO DO NOT GET PROMOTED

5. QUALIFICATION OF EMPLOYEES
CITIZENSHIP/CIVIL STATUS
RESIDENCE/DOMICILE
SEX/AGE 18 TO 28 OR 18 TO 45
EDUCATIONAL QUALIFICATIONS
EXPERIENCE
TECHNICAL KNOWLEDGE
PERSONAL QUALIFICATION LIKE INTEGRITY, TACT, EXECUTIVE ABILITY,ENERGY,FAITHFULNESS,ETC

6. DETERMINING QUALIFICATIONS
PERSONAL JUDGEMENT OF APPOINTIG AUTHORITY
EVALUATION OF QUALIFICATIONS,EXPERIENCE AND PAST RECORD
WRITTEN EXAMINATION
ABILITY TESTS
APTITUDE TESTS
ACHIEVEMENT TESTS
PERSONALITY TESTS
PERFORMANCE TESTS
PHYSICAL TEST

7. SYSTEMS OF RECRUITMENT
CADET SYSTEM
RECRUITMENT MADE AT YOUNG AGE (16 TO 20) FOLLOWED BY LONG PERIOD OF EDUCATION/TRAINING
POPULAR IN RUSSIA.IN OTHER COUNTRIES USED FOR DEFENCE RELATED JOBS
GENERAL MENTAL ABILTY SYSTEM
CANDITATES WITH BROAD EDUCATIONAL ATTAINMENTS AND MENTAL ABILTY GRADUTES IN LIBERAL ARTS OR SCIENCE ARE RECRUITED. (21 TO 26 YEARS)
BASED ON CONCEPT OF CAREER CIVIL SERVICE .POPULAR IN UK,PAKISTAN ,INDIA AND SOME EUROPEAN COUNTRIES

8. TRAINING REPORT OF UK ASSEHTON COMMITTEE1944
TO PRODUCE A CIVIL SERVANT WHO CAN TRANSACT BUSINESS WITH PRECISION/CLARITY
TO ATTUNE THE CIVIL SERVANT TO THE TASKS HE HAS TO PERFORM IN A CHANGING WORLD
TO MAKE CIVIL SERVANTS CONSCIOUS TO THE DANGER OF BECOME MECHANISED/ROBOTS
TO DEVELOP CAPACITY FOR HIGHER WORK AND RESPONSIBILITIES
TO IMPROVE MORALE,INTEGRITY AND SERVICE ORIENTATION OF CIVIL SERVANTS
TO BROADEN VISION/OUTLOOK OF CIVIL SERVANTS

9. TYPES OF TRAINING PRE—ENTRY TRAINING
1)FOR LOWER CIVIL SERVANTS TO IMPART TO PROFESSIONAL/VOCATIONAL SKILLS
2)ORIENTATION TRAINING
TO INTRODUCE TO THE NEW WORK ENVIRONMENT AND RELATED CONCEPTS
3)INDUCTION TRAINING
INCORPORATES A DETAILED LEARNING PROCESS ABOUT BASICS OF WORK TO BE DONE

10. TYPES OF TRAINING POST---ENTRY TRAINING
NOT DIRECTLY RELATED TO JOB. IT BROADENS THE GENERAL ABILITY OF EMPLOYEES
SHORT –TERM AND LONG- TERM TRAINING
SHORT TERM TRAINING FOR A FEW WEEKS.LONG TERM TRAINING CAN BE FOR A NUMBER OF MONTHS/UPTO THREE YEARS
DEPARTMENTAL AND CENTRAL TRAINING
TRAINING IS ORGANISED WITHIN THE ORGANISATION AND MAYBE IMPARTED BY SENIOR OFFICERS OF THE DEPARTMENT
SKILL AND BACKGROUND TRAINING
SKILL TRAINING PROVIDES THE EMPLOYEE WITHKNOWLEDGE OF PARTICULAR TECHNIQUE,METHOD,RULES,REGULATIONS WHEREAS BACKGROUND TRAINING EXPOSES TO THE SOCIO-ECONOMIC AND POLITICAL AND ADMINISTRATIVE ASPECTS

11. TYPES OF TRAINING
IN SEVICE TRAINING IS IMPARTED AFTER ENTRY INTO PUBLIC SERVICE
1) VESTIBULE TRAINING
COMPRISES OF LECTURES(THEORY) FOLLOWED BY INSPECTION TRIPS
2) CIRCULAR TRAINING
INVOLVES REASSIGNMENTS TO DIFFERENT WINGS OF THE ORGANISATION ALONGWITH SOME ASSIGNMENTS
3) REFRESHER TRAINING
PERIODICAL REFRESHER COURSES TO UPDATE KNOWLEDGE
4)RETRAINING
INCORPORATES TRAINING IN NEW FIELD OF INSPECTION ON EXTENSIVE TRAINING IN CURRENT FIELD

12. TRAINING TECHNIQUES LECTURE METHOD SYNDICATE METHOD CASE METHOD
INCIDENCE METHOD (DECISION MAKING SKILLS)
ROLE PLAY
MANAGEMENT GAMES (DECISION MAKING STYLES)
SENSTIVITY TRAINING

13. PROMOTIONS
PROMOTION REFERS TO MOVEMENT OF ONE EMPLOYEE FROM CURRENT POSITION TO A HIGHER ONE (BADLY DESIGNED PROMOTION SYSTEM CAN HARM AN ORGANISATION)
FIVE COMPONENTS OF PROMOTION
CHANG OF POSITION
CHANGE OF DUTIES/WORK
CHANGE OF RESPONSIBILITY
CHANGE OF TITLE
CHANGE OF PAY
LOWER TO HIGHER GRADE,CLASS OR SERVICE

14. PROMOTION PRINCIPLES
SENIORITY PRINCIPLE:SENIORITY REFERS TO DURATION OF SERVICE.THE EMPLOYEE WITH LONGER DURATION OF SERVICE GETS PROMOTED
MERIT PRINCIPLE:THIS IMPLIES PROMOTION OF THE MOST MERITORIOUS EMPLOYEE.MERIT MAYBE DETERMINED BY 1)PERSONAL JUDGEMENT OF THE HEAD 2)PROMOTIONAL EXAMINATION 3)EFFICIENCY RATING
SENIORITY CUM MERIT PRINCIPLE PROVIDES THAT PROMOTIONS DETERMINED BOTH ON THE BASIS OF LENGTH OF SERVICE AS WELL AS QUALIFICATIONS ANDACHIEVEMENT OF THE EMPLOYEES

15. ESSENTIALS OF SOUND PROMOTION PRACTICES
ADOPTION OF STANDARD SPECIFICATIONS PERTAINING TO DUTIES QUALIFICATIONS FOR ALL PROMOTIONS IN GOVERNMENT
CLSSIFICATION OF POSITIONS INTO DISTINCT CLASSES,GRADES AND SERVICES
INCLUSION OF HIGHER ADMINISTRATIVE POSITIONS
ADOPTION OF PRINCIPLE OF RECRUITMENT FROM WITHIN
ADOPTION OF PRINCIPLE OF MERIT IN DETERMINING PROMOTIONS
PROVISION OF MEANS OF DETERMINING THE RELATIVE EMPLOYEES ELIGIBLE FOR PROMOTION

16. SYSTEMS OF RECRUITMENT
EXPERTISE SYSTEM
THE GOVERNMENT RECRUITS PERSONS WITH SPECIFIC QUALIFICATIONS AND TECHNICAL EXPERTISE .A LONG RANGE OF AGE IS APPLICABLE(18 TO 45) THIS FACILITATES MOBILITY BETWEEN GOVERNMENT AND PRIVATE SECTOR NOT BASED ON CONCEPT OF CAREER CIVIL SERVICE ( USA AND CANADA)
LATERAL ENTRY SYSTEM
A CERTAIN PERCENTAGE OF RECRUITMENT AS SENIOR CIVIL SERVANTS IS MADE EXTERNALLY THROUGH COMPETETIVE SELECTION WITHOUT AFFECTING PROMOTION CHANCES OFINSIDERS

17. SUMMARY RECRUITMENT SYSTEMS:DIRECT AND INDIRECT
MERITS OF DIRECT SYSTEM
TRAINING
TYPES OF TRAINING:PRE AND INSERVICE
TRAING TECHNIQUES
PROMOTION MEHODS ,PRINCIPLES AND PRACTICES