Understanding Personnel Administration

UNDERSTANDING PERSONNEL ADMINISTRATION Personnel Administration is the art of selecting new employees and employing old employees in such a way that the maximum quality and quantity of results and services are obtained from the workforce (Felix A. Nigro, 1963:36). In connection with this formulation, the functions or activities of personnel administration according to Felix A. Nigro include: 1) Developing an organizational structure to implement personnel programs including clearly and firmly defined duties and responsibilities of each employee. 2) Systematic position classification and fair salary planning taking into account the tough competition from the private sector. 3) Attraction of good workforce. 4) Employee selection that ensures the appointment of capable employee candidates and their placement in appropriate positions. 5) Planning for job training with the aim of increasing employee skills, motivating work enthusiasm and preparing them for promotion. 6) Periodic and regular assessment of employee skills with the aim of improving their work results and determining capable employees. 7) Promotion planning based on employee skills with a position system, where good employees are placed in positions that suit their skills, so that they can reach the highest level of position. 8) Activities to improve relations between people. 9) Activities to maintain and maintain employee morale and discipline According to Glenn O Stahl, personnel administration as a whole is related to the human resources of the organization (1962:15). According to Stahl, functions or activities in personnel administration include: a. Determination of jurisdiction. b. Labor entrepreneurship. c. Testing of applicants and development of a list of candidates who pass the examination. d. Management of the certification system and use of lists of candidates who have passed the exam, management of probationary periods and procedures for reinstatement in old positions. e. Making standards for classifying job duties. f. Management of payment lists. g. Establish broad policies and standardized procedures regarding matters such as probationary periods, transfers and promotions, attendance and leave, conduct and discipline, dismissal and complaints. h. Develops guidance and information and encourages best practices in supervision, programs, health and safety, job performance appraisal, work environment, recreation, and job training. i. Carrying out personnel research. j. Organizing job training. k. Implementation of an employee retirement system. l. Maintaining a constructive plan regarding community relations. m. Providing suggestions regarding personnel management and periodic policy improvements to superiors According to Prof. Dr. R Arifin Abdulrachman, State civil service administration is a branch of public administration which is concerned with all issues regarding state employees (1960:5). Furthermore, state civil service administration activities include: a) Job analysis, job classification and job evaluation b) Recruitment, tests and placement c) Training d) Promotion and transfer e) Payroll f) Employee counseling g) Personnel relations h) Discipline and morals i) Personnel records Paul Pigors and Charles A. Myers and Thomas G Spates are of the opinion that personnel administration is a method or procedure regarding how to organize and treat people who work in such a way that they each get the maximum results from their abilities, thus achieving efficiency. maximum for himself and his group. Besides that, for companies, where they are part of what determines competitive profits and optimum results (1961:12). If we look at the formulation above, it appears that the formulation emphasizes two things, namely: 1) Personnel administration is based on procedures, from which viewpoints and techniques for supervising people who are working are obtained. 2) Good personnel administration helps individuals to work as well as possible and not only to obtain maximum individual satisfaction from their work, but also satisfaction as part of a work group. In this formulation, it is assumed that if people are treated as individuals who have responsibilities and also as members of groups who work together, then they will provide counter-performance by carrying out the best possible work for the organization, of which they are an important part. This shows that democracy is stronger and more effective than authoritarianism and that in both corporate and government organizations employees will be happier and will work more effectively than if they were always presented with rules (emphasis on work, not free to work). According to Lawrence A. Appley, management and personnel administration are one and cannot be distinguished from each other. Personnel administration initially became part of scientific management, especially in relation to employment, examinations, placement, determining wages and evaluating work results. Good management means obtaining effective results through people. A manager who succeeds in getting people to work together, not because he has power over them and can order them to carry out the work he wants, but because he is a leader who is loved by his subordinates, so these people like to work diligently and as best as possible. Getting sincere cooperation from subordinates is a management issue. Management provides clear instructions and effective training, so that people know and are competent and skilled at doing what is expected. Management monitors the work results of subordinates continuously and tells them how they should work. Management must continuously strive to achieve better work results, by encouraging, inviting, encouraging and motivating. From this description it is clear that personnel management is actually the same as personnel administration (1961:6) In the administrative dictionary, personnel administration is formulated as all activities related to the problem of using human labor in a collaborative effort to achieve certain goals (1968: 195). Personnel administration activities mainly revolve around recruitment, development, remuneration and dismissal. The functions of personnel administration were explained in detail by William E Mosher and J Donald Kingsley. According to both broad and up-to-date personnel administration functions are: • Classification- jurisdiction • Classification – obligations • Withdrawal of labor • Selection and certification • Test • Assessment of employee skills • Transfer • Promotion • Reinstatement in old positions • Training and education • Attendance, absenteeism • Employee expenses • Discipline • Filing objections • Compensation, service fees • Checking payment/salary lists • Pension • Complaints and suggestions • Health, recreation and welfare • Work environment • Employee cooperation • Employee-superior cooperation • Rules and regulations • Inquiry into the implementation of the law • Research • Public relations.