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Introduction To Public AdministrationMGT111

LESSON 25

SELECTION AND TRAINING AND PUBLIC ORGANIZATIONS

At the end of lecture the student will be able to:

Understand the application of HRM concepts and principles in federal government

Identify the agencies of recruitment, selection, orientation and training in government

Examine performance evaluation in public organization

Examine training of public managers

The concepts and processes about HRM that we have studied in previous lectures will be examined

to see how these rules are applicable to public organization. We will begin by looking at recruiting

organization.

What is the Recruiting and Selection Organization?

In one of the previous lectures mention was made of Federal Public Service Commission (FPSC).

It is the recruiting and selection organization in the public sector. It announces the examination date every

year for examination to be held for recruitment of civil servants. Those who qualify exams are selected for

14 occupations in the All Pakistan Unified Grades. As you may recall that there are two methods of

recruitment in public organization. These are through examination and other through direct advertisement.

The FPSC now advertise positions of BS-15 and above. But the managerial position is from BS-17 and

recruitment for BS-17 is done through examination.

There are compulsory subjects and elective subjects. Those who pass examination have to undergo

interview (initial screening) and psychological testing.

Young graduates age not more than 26 years, can apply for the jobs in civil service. Those who are serving

in the government can apply up until the age 30.

A merit list of successful candidates is prepared. Generally around 150 to 200 candidates are

selected every year, depending on the vacancies available.

The selected candidate is assigned an occupational group and given job offer by the establishment division.

What is Establishment Division

Establishment Division is the Human Resource Management organization of the government.

It is expected to do planning for human resource in consultation with the FPSC, make job offer,

and provide for three levels of training:

Pre entry training

Mid career training

Senior level training

In addition to training Establishment Division maintains service record of all employees of all

occupational groups (13), their career planning, transfer, promotion, disciplinary action etc., is done by

Establishment Division.

Training

In the government sector there are number of training institutions functioning to provide training

to civil servants.

The Civil service Academy at Lahore provides 10 months common training to all the candidates

who have been assigned to different occupational groups, after they clear examination and interview.

The National Institute of Public Administration (NIPA) provides training to middle level manager.

NIPA runs Advance course for BS-19 officers. This course is mandatory for officers to be promoted in BS-

Introduction To Public AdministrationMGT111

20. NIPA also organizes short and specialized courses for BS-18 and BS-19 officers which are also

compulsory for them to attend.

Senior Civil servants (BS 20) receive training at Pakistan Administrative Staff College, Lahore for

their promotion in BS 21. The course at Staff College is compulsory for BS-20 officers. Training at Staff

College prepares civil servants for higher responsibility.

Other services have their respective training organizations. For example, Income Tax Training

Directorate, Custom training organization, Foreign Service Training Institute, Police Academy etc.

Performance Evaluation

The performance of civil servants is judged once a year and recorded on the Performa called the

Performance Evaluation Report (PER).

Main Objectives of PER

Following are the main objectives of Performance Evaluation Report:

It provides authentic record of the civil servant: An objectively written PER keeps good

records of performance of civil servant.

It is important for selection to new appointments: An objectively well written report

provides basis for promotion to next higher position. It can also be the basis for lay-off.

It envelops the other useful information about the individual like aptitude: The PER gives

other useful information like the interests of employees, aptitude etc.

Accountability of the Civil Servant

The civil servants are accountable to the government, the government is in turn accountable to

the legislature and the legislature is ultimately accountable to the people. Thus indirectly civil servants are

accountable to people. However, for the accountability of civil servants, there are two major types of

control. These are:

External control

Internal control

The external controls are:

Legislative Control is the control by the legislature.

Public Opinion: It is the opinion of public expressed through media.

The Judiciary: It is the control exercised by the judiciary.

The internal controls are exercised by the following methods:

The Service Tribunals: This Tribunal admits grievances of civil servants.

Conduct Rules: The conduct Rules delineate the behaviour and actions of civil servants.

Efficiency and Discipline Rules: These rules make civil servants action in office to be

questioned and scrutinized.

The Hierarchy: At each level the actions of manager are supervised and monitored;

because hierarchy itself is a mechanism of control.

The Mohtasib: The actions of civil servants that may cause harm to citizens are brought

before the Mohtasib who hears the grievances of citizens and decides whether the action

of civil servant was correct or otherwise.

How is HRM done in Public Service?

There is compendium of laws, rules and instructions relating to the terms and condition of the

civil servants. This compendium is called, `Esta Code: Civil Establishment Code'. The Esta Code is a book

that provides instruction on the placement, promotion, transfer, discipline and training of civil servants.

One of the law regulating appointments and service conditions is `Civil Servants Act 1973'. This

law defines civil servants as follows:

Introduction To Public AdministrationMGT111

`Civil Servant' means a person who is member of All Pakistan Service or of a civil service of the

Federation, or who holds a civil post in connection with the affairs of the Federation, including any

such post connected with defence' But does not include:

A person who is on deputation to the Federation from any province or other Authority;

ii)

a person who is employed on contract, or on work-charged basis or who is paid from

contingencies

iii)

a person who is `worker' or `workman' as defined in the Factories Act 1934

As you may recall that we defined civil servants in general sense, in which the civil servants were

defined as public servants. In that definition a civil servant was any person who works in government

department or autonomous organization. But the definition given here is specific definition as given in the

Civil Servant Act 1973.

Conclusions

In this lecture a broad framework of HRM in public sector was discussed. The main HRM

organizations in Federal government are Establishment Division and Federal Public Service Commission

(FPSC). The FPSC is recruiting organization, while Establishment Division is the placement, promotion,

transfer and career planning organization for the officers of All Pakistan Service. The EST Code on the

other hand provides laws, rules and instruction for the promotion placement, transfer, discipline and

conduct of civil servants.

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