labman g1 personnel management Flashcards
it also functions as a tool for evaluating and play a crucial role in ensuring staff satisfaction, managing employee records, and providing opportunities for professional development
Personnel Management
to also provide the resources of the employees or staff members to work efficiently in the organization or work environment
Personnel Management
it is the planning, organizing, compensation, integration, and maintenance of people
Flippo
It is primarily concerned with the human resource of an organization
Brech
this focuses the organizational current and future needs
Strategic
this also used to hire and trains the staffs to help the organization achieve its goals
Strategic
this is the involvement of using a plan of staffing process
tactical
this focuses on maintaining of the support functions of HR and use this approach to implement the strategic decisions
Operational
it focuses on long term goals
Strategic Personnel Management
it ensures the right people are hired and trained to meet future needs of the organization
Strategic Personnel Management
it focuses on immediate staffing needs
Tactical Personnel Management
it involves scheduling, planning, and ensuring teams are working efficiently
tactical personnel management
it maintains the support functions of HR (human resources)
Operational Personnel Management
it ensures the strategic plans are being implemented effectively at all levels
Operational Personnel Management
primary tool of personnel management to synthesized, gather and implement in the workplace
job analysis
it is the planning of hiring qualified personnel that fits in the organization
Strategic Personnel Planning
it is the leaves of absence or work off for sick or personal days
Attendance and leave
to ensure the employees payroll is working effectively
Pay and salary distribution
it includes seminars and attending work professional conferences education
Continuing
it is the plans for personal health care benefits
Benefit coordination
the employees were assessed to rate the staffs performance
Performance appraisals
to keep the staffs satisfied from their onboarding
to retain
to provide tools or the needed things to perform their job well to the best of their ability
to equip
to make the staffs to work productively, engaging social activities and encourage the staffs
to engage
it ensures the right number of staff is available to meet workload demands
Hiring Staff
it ensures accuracy in job applications and candidate qualifications
Verify Applications
it develops detailed job description for each employee
job descriptions
it regularly assesses employees skills and competence
competency assessments
provides orientation and training for new employees
Training and orientation
ensures records are accurate and confidential
maintains employee records
this is the organized statement of job contents in which to perform the responsibilities and expected duties of a specific job
Job description
it is a statement of translating job descriptions into human qualification to help to perform the job
Job specification
a well written job description ensures that all employees understand their roles and the tasks they are responsible for
Clarity
it helps attract suitable candidates by clearly defining the required skills and responsibilities
Recruitment
are used as benchmarks for evaluating employee performance, guiding promotions, and identifying areas for improvement
Performance Management
clearly defines the role’s purpose, making it easily understable
job title
this section specifies the minimum education, experience, and skills needed
qualifications
this part clarifies the employee’s reporting structure, including supervisors, subordinates, and peers
job relationship
it focuses on the specific tasks and duties that the employee will perform
job description
it focuses on the qualifications, skills, and personal traits necessary to perform the job
Job Specification
phrases like “Other duties as assigned” can lead to confusion
Vague Language
avoid cramming too many tasks into a single role, as this can make the job feel overwhelming and unrealistic
Overloaded responsibilities
job description should be updated regularly to reflect changes in the role or company structure
Outdated information
it specifies the required degrees or certifications
Education
lists the relevant work experience that is necessary for the job
Experience
outlines the technical skills or knowledge areas that are critical for job performance
Skills and knowledge
it includes technical abilities such as proficiency in laboratory techniques, data analysis, or the use of specialized euqipment
skills
refers to the understanding of concepts critical to the job
knowledge
these can include traits like attention to detail, teamwork, communication skills, and the ability to work under pressure
Personal attributes
are principles and guidelines governing employee relations and ensuring alignment with organizational goals
Personnel Policies
strategies focus on reducing turnover by creating a positive work environment
Retention
expectations for maintaining professional conduct and protecting confidential information
Ethics and Confidentiality
explanation of health insurance, leave policies, and retirement plans
Employee Benefits
overview of working hours, attendance expectations, and procedures for requesting time off
Work schedules
maintaining accurate records of employee information, performance reviews, and disciplinary actions
Record Keeping
ensuring fair practices in internal mobility and growth opportunities for employees
promotions and transfers
