A Systemic Analysis of Personnel Administration Problems in Local Administrative Organizations
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Abstract
This article provides a systemic analysis of personnel administration problems
in local administrative organizations. It aims to: (1) analyze and synthesize personnel
administration problems; (2) examine the interrelationships among administrative
structures and mechanisms, personnel administration processes, and good governance
principles in order to explain the causes and relationships of these problems;
(3) explain the impacts of these problems on organizational performance and the
quality of public service delivery; and (4) propose approaches for improving personnel
administration in local administrative organizations. The article analyzes and
synthesizes relevant academic literature, official documents, laws, regulations, and
research studies, with particular attention to the interrelationships among structural
issues, personnel administration processes, and good governance principles.
The analysis and synthesis reveal that: (1) personnel administration problems
can be classified into five dimensions: structures and regulations; workforce planning,
recruitment, and personnel placement; career advancement, performance appraisal,
and personnel development; merit, good governance, and the exercise of authority;
and relationships between political officeholders and permanent officials; (2) these
five dimensions are interconnected and mutually reinforcing, involving structural and
regulatory constraints, imbalances between organizational responsibilities and
workforce capacity, personnel administration processes, and the exercise of personnelrelated
decision-making authority; (3) these problems affect workforce management
flexibility, fairness and work motivation, organizational performance, and the quality of
public service delivery; and (4) improvement should encompass structural and
regulatory reform, workforce planning and recruitment, competency and career
development, strengthened merit principles, transparency and accountabilitymechanisms, and balanced relationships between political officeholders and
permanent officials. These approaches can contribute to more efficient and equitable
personnel administration that is responsive to citizens’ needs.
Article Details
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References
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