personnel management Flashcards
It is the planning, organizing, compensation,
integration and maintenance of people for the
purpose of contributing to
organizational, individual
and societal goals
HRM OR PM
More administrative in nature
pm
encompasses goal and visions
HRM
workforce-centred
PM
s resource-centred.
HRM
is about developing and managing harmonious
relationship at workplace and striking balance
between org and indiv goals
HRM
The organizational or service unit in org
hrd
Established by top management to assist other
units in performance of tasks in organization
performing their diff managament functions in
the enterprise
HRD
Is the main function and responsibility of
management
HRM
Specifically supervisors,and managers (sila sa
planning org, directing, controlling coordinating
work to subordinates to achieve org goals
HRM
IMPORTANCE OF PM
Equal opportunity for advancement in any org
(promotion or advance to next level in hierarchy,
since personnel management is taken care of they’ll
achieve indiv goals)
Rewards employees for efficient performance
Motivate who failed to reached standards as regards
to time, cost, quantity, and quality in the
performance of their work
3 ELEMENTS OF PERSONNEL MANAGEMENT
ORGANIZATION, JOB, PEOPLE
It is the framework of many activities taking
place in view of goals available in a certain
concern
Physical framework of various interrelated
activities
ORG
Tells us the activities to be performed
JOB
Goals of an enterprise can only be achieved
through t
he function of the department and
the functions for the joB
Main gain of org structure is to
achieve goals,
presense of manpower is important
Without this, goals will not be realised,
achievements not be carried ou
PEOPLE
Performs both managerial and operative functions
of managemenT
PERSONNEL MANAGER
ROLES OF PERSONNEL MANAGER
- Provides assistance to top management
(Inbetween the hierarchy)
(Can ba catagorized as middle level manager : all
kinds of policies related to personnel workforce, HR,
can be framed out by top management and it will
be cascaded down) - Advices the line manager as a staff specialist
(acts like an advisor helps in dealing with various
personnel matters - Councellor
(attends to problems, grieviances of employees and
guide them. Tries to solve the company problem of
people in organization) - Mediator
(link in management and workers. Listens to people
at the bottom of hierarchy and voices it out to
decision makers in top mgmt) - Spokesman
(since direct contact with employee siya rep. sa
committees appointed by government. represents
the company in dealing with people outside and
represents company in training programs)
(Inbetween the hierarchy)
(Can ba catagorized as middle level manager : all
kinds of policies related to personnel workforce, HR,
can be framed out by top management and it will
be cascaded down
PROVIDE ASSISTANCE TO TOP MANAGEMENT
(acts like an advisor helps in dealing with various
personnel matter
Advices the line manager as a staff specialist
(attends to problems, grieviances of employees and
guide them. Tries to solve the company problem of
people in organization
COUCNELLOR
(link in management and workers. Listens to people
at the bottom of hierarchy and voices it out to
decision makers in top mgmt)
MEDIATOR
(since direct contact with employee siya rep. sa
committees appointed by government. represents
the company in dealing with people outside and
represents company in training programs)
SPOKESMAN
Aka HR planning
Manpower Planning
Consists of putting right number, in the right
kind, at the right place, in the time doing right
things for which they are suited for
achievement of company goals
Plan people and put them where they excel
MANPOWER PLANNING
2 TYPES OF RECRUITMENT
INTERNAL AND EXTERNAL RECRUITMENT
SOURCES OF INTERNAL RECRUITMENT
Its sources are primarily:
Transfers (dept or basta
within org)
Promotion (through internal
job postings)
Re-employment of exemployees
SOURCES OF EXTERNAL RECRUITMENT
Some external recruitment sources
are:
Advertisement
Employment agencies
Educational institution
Recommendations
Labor contractors
The process of putting right men on the right
job.
EMPLYEE SELECTION
It is a procedure of matching organizational
requirements with the skills and qualifications
of people
EMPLOYEE SELECTION
Effective selection can only be done when there
is ?????????????. By selecting best
candidate for the required job, the organization
will get quality performance of employees
effective matching
PROCESS OF EMPLOYEE SELECTION
- PRELIMINARY INTERVIEW
- WRITTEN TEST
- EMPLOYMENT INTERVIEW
- MEDICAL EXAM
5.APPOINTMENT LETTER
PERSONNEL MANAGEMENT FUNCTIONS
- MANPOWER PLANNING
- RECRUITMENT
- EMPLOYEE SELECTION
- TRAINING
Eliminates candidates the eligibility
requirements that is mentioned or
given out by the org
Shortlists people who do not
havenecessary skills for the job
PRELIMINARY INTERVIEW
To objectively assess candidate
potential
WRITTEN TEST
Used to find whether candidate
suits job or not
Facilitates validation of the
information submitted
EMPLOYMENT INTERVIEWS
will hinder
performance of employee or
candidate
ABSENTEEISM
Process of enhancing the skills, capabilities
and knowledge of employees for doing a
particular job
TRAINING
leads to high
quality performance
MoldING employees thinking
BENEFITS OF TRAINING
- IMPROVES EMPLOYEE MORALE
- LESS SUPERVISION
- FEWER ACCIDENTS
- CHANCES OF PROMOTION
- CHANES OF PROMOTION
- IMCREASED PRODUCTIVITY
METHODS OF TRAINING
OFF THE JOOB AND ON THE JOB TRAINING
Employees are trained like
?????????????
working conditions are
simulated
Employees are trained like
training room in company,
working conditions are
simulated
LEARNING BY DOING
IN THE JOB
LEARNING BEFORE DOING
ON THE JOB TRAINING
Generally deals with:
o Avoiding and resolving issues (which
may arise or influence work scenario)
EMPLOYEE RELATIONS
= employee do
not behave as per the accepted normsof behaviour (ex. Absenteeism, mingle
with employee, low or slow perf).
Important in relating to people in org
Employee indiscipline
dat safe
environment, treat fairly, proper
benefits and incentives, heard in
decision making in the company. Part
of the management to meet this
failure. Most company shut down due
to this
Employee grievance =
employee fail to
meet their own expectations
(personal, career, goals or self
respect)
Employee stress =
IMPROVING EMPLOYEE RELATION
BASHAIN
s refers to the working
environment and to the non-pay aspects of an
employee’s terms and conditions of employment
WORKING CONDITION
VARIOUS SERVICES AND BENEFITS TO WORKERS
Health services or programs
Physical examinations
Employee services (
records pertaining to
employees of an organization. (Factual, accumulated
info)
PERSONNEL RECORDS
TYPES OF PERSONNEL RECORDS
RECORD OF EMPLOYEES
Wages and salaries records
Training and development records
Health and safety record
Service records
READ PERSONNEL RECORDS
JSK
PERFORMANCE APPRAISAL TOOLS AND TECHNIQUES
Ranking AND . Forced distribution methods
Done against another employee. Similar
functions are usually ranked
RANKNING
Raters are required to allocate a certain
percentage of rates to certain categories
Categories and percentage dat allotted for
performance appraisal
FORCED DISTRIBUTION METHODS
Different design or format could be done in
this appraisal. The more important function
the higher the percentage to truly represent
evaluation of worK
FORCED DISTRIBUTION METHOD
