B - Lesson 7 Personnel Management Flashcards
is defined as an administrative specialization that focuses on hiring and developing employees to become more valuable to the company.
Personnel management
It is sometimes considered to be a sub category of human resources that only focuses on administration.
Personnel management
concentrates on certain administrative human resource categories.
Managing personnel
It includes job analyses, strategic personnel planning, performance appraisals and benefit coordination.
Managing personnel
It also involves recruitment, screening and new employee orientation and training
Managing personnel
Lastly, it involves wages, dispute resolution and other record keeping duties.
Managing personnel
is the organizational function that manages all issues related to the people in an organization.
Human resource management
That includes but is not limited to compensation, recruitment and hirin g, performance management, organization development, safety, wellness, benefits, employee motivation, communication, policy administration, and training.
Human resource management
is also a strategic and comprehensive approach to managing people and the workplace culture and environment.
Human resource management
Done well, it enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization’s goals and objectives.
Human resource management
provide the knowledge, necessary tools, training, administrative services, coaching, legal and management advice, and talent management oversight that the rest of the organization needs for successful operation.
department members
Conducting job analyses
HUMAN RESOURCE MANAGEMENT
Planning labor needs and recruiting job candidates
HUMAN RESOURCE MANAGEMENT
Selecting job candidates
HUMAN RESOURCE MANAGEMENT
Orienting and training new employees
HUMAN RESOURCE MANAGEMENT
Managing wages and salaries
HUMAN RESOURCE MANAGEMENT
Providing incentives and benefits
HUMAN RESOURCE MANAGEMENT
Appraising performance
HUMAN RESOURCE MANAGEMENT
Communicating (interview, counseling, disciplining)
HUMAN RESOURCE MANAGEMENT
Training and develop ment
HUMAN RESOURCE MANAGEMENT
Building employee commitment
HUMAN RESOURCE MANAGEMENT
Why is HRM important? You do not want to:
Hire the wrong person for the job
Experience high turnover
Find your people not doing their best
Waste time with useless interviews
Have your company taken to court because of discriminatory actions
Have your company cited under occupational safety laws for unsafe practices
Allow lack of training to undermine your department’s effectiveness
are offered by companies for their employees.
Personnel program
may include counseling programs or help with college tuition
Personnel program
When the possible scenario is pre-planned it is a lot faster and more effective for a company to address the situation, when there is guidelines for ‘how are we about to manage this’.
Personnel management action plan
Naturally, some situation (like a natural disaster) might not be pre-meditable, but there should be a rule-set of values to guide such situations.
Personnel management action plan
One of the main contents is the overall view, the five-year plan etc. how to maintain certain amount of people in the house and how to keep them educated while business is running.
Personnel management action plan
Written statements of an organization’s goals and objectives concerning matters that effect the people in the organization
Personnel policy
It is a plan of action
Personnel policy
A statement of the intentions of the management to a general course of action
Personnel policy
general guide to action; it does not state the detailed process by which it has to be implemented. This is the role of procedures
policy
1)be specific or general in its institution
2)deal with one or many, aspect of a problem
3)place limits within which action is to be taken
4)specify the steps in making decision
policy
Types of policies
▪ IMPLIED POLICY
▪ EXPRESSED POLICY
It is the policy neither written nor expressed verbally have usually developed over time and follow a precedent
IMPLIED POLICY
these are specified verbally or in writing
EXPRESSED POLICY
Policies are often classified by subject such as
sales, production, purchasing, human resources or finance
they may be referred to as general or departmental policy, depending on the scope of activities to which they apply
Policies
Characteristics of personnel policies
▪ Specific
▪ Consistency
▪ Permanency
▪ Flexible
▪ With Purpose
▪ Recognize individual differences
▪ Be formulated with regards for the interest of all parties, i.e. employer,employee (individual/ groups) public and clients.
▪ Confirm to the government regulations
▪ Be forward looking and forward planning for continuing development
▪ Helps to give employees a sense of security and individual worth.
Advantages of personnel policies
▪ Gives the employees pride and loyalty to the organization for which they work.
Advantages of personnel policies
▪ Employees tend to give good service and identify themselves with the goals of the organization.
Advantages of personnel policies
▪ As guide to action, save a great deal of time of the administrator.
Advantages of personnel policies
▪ A clearly written policy saves the time of the employee as well.
Advantages of personnel policies
▪ Every organization should have a complete set of well developed personnel policies before it begins to function.
Procedure of personnel policies
▪ Every organization should review its policies, in order to determine what they are and how they can be improved to meet the present and future needs.
Procedure of personnel policies
▪ A policy committee is formulated
Procedure of personnel policies
The committee includes
▪ Personnel manager
▪ Head of various departments
▪ Various supervisory personnel
gather all written personnel policies already existing, to this new policies will be added
Procedure of personnel policies
▪ During committee’s study regarding policies, they should be sensitive to the ideas of the employees
Procedure of personnel policies
▪ Their opinion should be obtained, which they think would improve the service
Procedure of personnel policies
▪ After studying the problem and their possible solutions, committee will submit the report to the administrator or the board of directors and giving final approval is their responsibility
Procedure of personnel policies
▪ After studying the problem and their possible solutions, committee will submit the report to the administrator or the board of directors and giving final approval is their responsibility
Procedure of personnel policies
Some personnel policies
▪ Remuneration policy
▪ Insurance benefits
▪ Pension plans
▪ Medical insurance
▪ Recruitment policy
– a good personnel policy on salaries informs the employee of her salary at the outset, when she can expect a raise and on what basis(merit or length of service) and if any premiums are paid for overtime, night duty etc.
Remuneration policy
Sources of labor
Recruiting and Labor Markets
The process of generating a pool of qualified applicants for organizational jobs
Recruiting
▪ The external supply pool from which organizations attract their employees
Labor Markets
creates competition for employees, raising labor costs.
Low unemployment
results the availability of more applicants and more qualified applicants.
High unemployment
▪ All individuals who are available for selection if all possible recruitment strategies are used.
Labor Force Population
▪ A subset of the labor force that is available for selection using a particular recruiting approach.
Applicant Population
▪ All persons who are actually evaluated for selection
Applicant Pool
Recruiting Decisions
▪ Recruiting method
▪ Recruiting message
▪ Applicant qualifications required
▪ Administrative procedures
▪ Advertising medium chosen, including use of employment agencies
▪ Recruiting method
▪ What is said about the job and how it is said
▪ Recruiting message
▪ Education level and amount of experience necessary, for example
▪ Applicant qualifications required
▪ When recruiting is done, applicant follow-up, and use of previous applicant files
▪ Administrative procedures
Internal Recruiting
▪ Organizational Databases
▪ Job Posting
▪ Promotions and Transfers
▪ Profiles containing background and KSA information on current employees that allow for key word searches to locate suitable candidates for open positions and career development.
Organizational Databases
▪ A system in which the employer provides notices of job openings and employees respond by applying.
Job Posting
▪ Upward and lateral movements of employees
Promotions and Transfers
Employee-Focused Recruiting
▪ Current-Employee Referrals
▪ Re-recruiting of Former Employees and Applicants
▪ A reliable source composed of acquaintances, friends, and family members of employees that are recommended by current employees.
Current-Employee Referrals
▪ Can violate EEO regulations if it is the sole source of applicants.
Current-Employee Referrals
▪ Individuals who have left for other jobs might be willing to return.
Re-recruiting of Former Employees and Applicants
Internet Recruiting
▪ Advantages
▪ Recruiting cost savings
▪ Recruiting time savings
▪ Expanded pool of applicants
▪ Morale building for current employees
Internet Recruiting
▪ Disadvantages
▪ More unqualified applicants
▪ Additional work for HR staff members
▪ Many applicants are not seriously seeking employment
▪ Access limited or unavailable to some applicants
General Recruiting Process Metrics
▪ Yield ratios
▪ Selection rate
▪ Acceptance Rate
▪ Success Base Rate
▪ A comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.
Yield ratios
▪ The percentage hired from a given group of candidates.
Selection rate
▪ The percent of applicants hired divided by total number of applicants.
Acceptance Rate
▪ Comparing the percentage rate of past applicants who were good employees to that of current employees.
Success Base Rate
3 Groups of Motivational Theories
Internal
Process
External
- the process of arousing and sustaining goal-directed behavior
Motivation
▪ Suggest that variables within the individual give rise to motivation and behavior
Internal
▪ Example: Maslow’s hierarchy of needs theory
Internal
▪ Emphasize the nature of the interaction between the individual and the environment
Process
▪ Example: Expectancy theory
Process
▪ Focus on environmental elements to explain behavior
External
▪ Example: Two-factor theory
External