PERSONNEL MANAGEMENT IN PUBLIC ADMINISTRATION

THE FOUR PILLARS OF

HUMAN RESOURCE MANAGEMENT

In partial fulfilment of the Requirements for the subject

PERSONNEL MANAGEMENT IN PUBLIC ADMINISTRATION

By:

AIVIE PEARL V. BALASAN

Student, Master of Public Administration

Submitted to:

Dr. IDELFONSO TOLEDO

Professor, Personnel Management in Public Administration
I. Introduction

Human Resource Management (HRM) is a modern approach in managing people in an

organization. People are considered as the key source in this approach. The sphere of
HRM involves in the acquisition of workforce, development of their skills, motivation for
higher levels of attainments, as well as ensuring maintenance of their level of commitment
and competence. The role of Human resource managers is very crucial since it is known
that the success of the organization depends on its employees.

The role of the HR department has transformed over the years, from the traditional
“hire and fire” into a strategic position. Today, HR departments does not only
for recruiting workforce, but also establishing a positive workplace culture and
environment.

Human resource involves specifying responsibilities in certain jobs. It helps the

managers understand and comprehend what the jobs entail and how they should have
performed to maximize the productivity within the organization. It has been a challenge
for this department to develop strategies and techniques to effectively cope up with the
fast improving competitive society and also to address management problems within the
organizations. This paper seeks to determine the Pillars of Human Resource that every
organization should be aware of when developing their HR strategy that will lead to the
success of the organization. More so, this paper provides suggestion to further enhance the
competitiveness of HR Department of the organization.

II. THE FOUR PILLARS OF HUMAN RESOURCE

A. RECRUITEMENT AND SELECTION

Recruitment Process refers to the process by which an HR manager will select a

qualified applicant for the position he/she applying for. This process aims to hire a
person by passing a proper procedure so that correct and most eligible personality
must be hired and welcomed in the organization.

Usually, recruitment and selection depends on the organization ’s policy guiding

recruitment and selection. The measures that HR use in the recruitment process
includes, First, advertising for jobs. This may include posting in television or radio,
and flyers. But the use of social media nowadays is the most effective way in
advertising job vacancies. Next is screening, screening of resume of all applicants to
determine who met the job qualification. Those who pass the initial screening will
proceed to the next step in recruitment, the interview and testing the potentials
employees.
The recruitment process may involve the difficulties of having the interruption of
outside persons in the hiring of an ineligible or not qualified person. “Compadre
System” is already part of the political culture in the Philippines. This is one of the
great challenges that the HR department is facing especially during the selection
process. Just like for example, you are looking for someone that simply have average
computer software skills. One of the applicants have a close personal relationship with
you, or with the person with higher position, however, you know that there is
applicant who is more deserving and have greater potentials not only in computer
software skills but in other field of discipline. So, as the Human Resource Manager, it
falls under your rationality who to choose for the position. Will you consider the
symbolic relationship or you will choose the deserving applicant that can help in the
realization of the organizational goal?

If managers are not careful enough in developing the best strategies for
recruiting and selecting competent workforce, more likely, the organization will fail to
perform and to achieve its short term and long term goals because the available jobs
are being carried out by the wrong person. This is the reason why proper selection
of the personnel is a very crucial process.

B. PLACEMENT

After hiring the employee, he/she must be placed in the specific job. The next
pillar of HR is Placement. It is the process of assigning specific jobs and work places to
the selected candidates. In simple words, “the right job for the right person”. Correct
placement is in no way less important than accurate selection. What is the use of hiring
a registered nurse to a computer job? Even a competent employee maybe inefficient
and dissatisfied if put on a wrong job.

Every organization is composed of different sections and units which work

interdependently. Just like in Department of Public Works and Highways (DPWH),
Iloilo-2nd District Engineering Office, we have the Administration Section, Planning and
Design Section, Construction Section and the Finance Section. It is the job of the HR
manager to assign the employee in the section that he/she can perform best. Each
section plays an important role within the organization and in realization of its goal and
objective. Having the right people in the section improves the efficacy and efficiency in
delivering work. If the person is doing the right job that is in line with his/her skills,
then she can render the task effectively and efficiently.

Placement also includes initial assignment of new employees and promotion,

transfer or demotion of present employees. In placing the right person, the
requirements of both the organization and the employee should be considered. It
includes the nature of job, number of vacancies in a particular branch or unit, age,
marital status, language patterns, qualifications and the experiences of a particular
applicant should also be considered. If there is a vacant position in Construction
Section, given that this section is the implementing office, this include site validation
and project monitoring. So, the HR have to consider the age and physical ability of the
employee before deploying in the specific section.

If the HR has mistakenly place the employee in the different job, more likely it will
just result problems and dissatisfaction with its co-employees given that he/she can’t
perform efficiently the task assigned. If not solve right away, this will just arise
conflict that will result to decrease in productivity and failing to hit the targets of the
organization.
C. TRAINING AND DEVELOPMENT OF EMPLOYEES

An organization’s most precious investment is its employees. The success of an

organization depends on the efficiency of the employees in rendering their task. They
need to be supported and nurtured to achieve their full potential. It is not only for the
benefit of the employee but in greater whole, it’s for the organization. With the
knowledge gain by the employee who engaged in training and development, he/she
could use it to a more efficient performance at work. It nurtures talent within the
organization, reducing the time and costs associated with hiring outside employees.

How important training and development of employee is? Here are the benefits
that an organization could have if training and development of employees will be
done:

1. Addressing weaknesses

Most of the employees lacks certain skills in the workplace. Conducting

training programs will address the weaknesses of a certain employee and gives
opportunity to expand his/her the knowledge towards the job. Training and
development also promote flexibility of the employee. every employee will be in a
position to fill in for his colleague and handle any task with efficiency since they
possess knowledge and skills in doing so.

2. Improved performance of employees

An employee who receives the necessary training can perform more efficient
in their job. Training gives an employee a greater and wider understanding of
their responsibilities and role within the organization. Knowledge and skills gained
by the employee during training will enhance their overall performance and this
can only benefit the organization. Having well trained and highly skilled
employees is something that an organization can be proud of.

3. Innovation

When employees receive consistent training and upskilling, it fosters their

creativity. It is a necessary skills of an employee to be innovative. Problems and
challenges at workplace is very normal, it is an advantage if the employee can
solve problem in a short period of time efficiently. The training programs help
employees to be more independent and creative when they encounter challenges
in their work.
 4. Improved employee satisfaction and morale

Trainings is an opportunity to grow professionally which most employees desired

to be as they start their career in the organization. It shows that the organization
supports employee’s improvement. Employees may gain access to training they
wouldn’t have otherwise known about or sought out themselves. If they feel that they
are appreciated by the organization, they will be more satisfied toward their job.

It must be take note that the purpose of investing for trainings of the employees is to
improve job and organizational performance through knowledge, skills and attitudes
change. So, if trainees cannot transfer the learning acquired and partake it in the actual,
the training and learning are not useful because the expected result is not achieved.

D. REWARDS AND INCENTIVES

The most common factors that people usually considers in finding job are, good
compensation, working conditions, reputation of the organization, security of tenure,
training opportunity and of course, bonuses, rewards and awards.

Rewards and incentives are given when an organization wants to motivate employees
in achieving a goal or when employees have accomplished an organizational objective,
other than the fix compensation. Employees in a public sector are entitled of these
incentives such as Midyear Bonus, Clothing allowance, Year-end Bonus and
Performance-Based-Bonus. The government ensures that its employees receive such
incentives in order to avoid misconduct within the public offices. Not enough
compensation is considered one of the factors resulting in absenteeism of employees and
it encourage doing part-time jobs that cause division of concentration of the employee to
its task and cause poor performance. Also, low compensation encourage corruption within
the public office or in any other organizations and company.

According to McKenna & Beach, 2002, giving rewards and incentives is an effective
method to improve job performance of an employee. For example, after a stressful week
of working for the deadline, the team deserves a good meal from the head of office to
appreciate their hard work. In that simple way, employees feel appreciated and motivated
to work hard and render their best performance. No stays if they feel not appreciated, that
a fact.

There are different strategies and techniques to reward employees as part of the
efforts to improve employees’ commitment. Just like under the regulation of the
Department of Labor and Employment (DOLE) that all employees working in public and
private sectors are entitled for overtime pay, leave credits and other bonuses. It is the
right of employees to receive such reward and incentives from their company.
III. CONCLUSION

Human Resources Department in every agency or organization plays a very significant

role. HR Manager ensures that the company maximizes its most valuable assets to attain
effectively the company’s objectives, its workforce. It is responsible for
employee-centered activities within the organization as well as developing organization’s
strategy. HRM also gives awareness and inform departments and functional areas on
changes in its policy. HR's mission is to manage the employee’s experience during the
employment life cycle and to ensure and protect their safety and health.

HR is the backbone of a successful organization since it concerns with the optimum

utilization of its employees to attain the organizational goal and objectives. Without the HR
department, it will be hard for the organization to survive in the fast developing world. Of
course, given that HR Department of any agency or organization will implement best HR
strategy in managing its people. Skilled management of the people and support of their
productivity is a vital foundation for the rest of the company.
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