TOPIC 1: Personnel Management Flashcards
-Effective utilizing human resources
-It begins with recruitment and continues through staff development and retention.
-An administrative function within an organization that oversees the hiring, organization, and support of employee positions.
PERSONNEL MANAGEMENT
ACCORDING TO _______ “Personnel management is the planning, organizing, compensation, integration, and maintenance of people for the purpose of contributing to organizational, individual, and societal goals.”
FLIPPO
ACCORDING TO_____“Personnel management is the part that is primarily concerned with the human resources of an organization.”
BRECH
SCOPES OF PERSONNEL MANAGEMENT: Refers to sourcing, screening, and selecting individuals for job vacancies.
RECRUITMENT
SCOPES OF PERSONNEL MANAGEMENT: Distinguish candidates to identify those most likely to succeed in a role.
SELECTION
SCOPES OF PERSONNEL MANAGEMENT: Allocating or reassigning individuals to appropriate roles.
PLACEMENT
SCOPES OF PERSONNEL MANAGEMENT: Enhancing employee performance
STAFF DEVELOPMENT
SCOPES OF PERSONNEL MANAGEMENT:
-Retraining staff when new technologies are introduced.
-Implementing retention plans to minimize employee turnover.
-Downsizing due to surplus staff (if necessary).
MAINTENANCE
3 PARTS OF EFFECTIVE PERSONNEL MANAGEMENT
ORGANIZATION- JOBS- PEOPLE
-A written explanation outlining the essential responsibilities and requirements for a vacant position.
-It is used to advertise open positions at a company.
JOB DESCRIPTION
KEY SECTIONS OF JOB DESCRIPTIONS:
-Should be consistent across the laboratory.
-Considers local and national nomenclature (a system of giving names within a particular profession/field).
JOB TITLES
KEY SECTIONS OF JOB DESCRIPTIONS:
Lists the education, experience, and personal qualities needed for the job.
QUALIFICATION
KEY SECTIONS OF JOB DESCRIPTIONS:
Explains the tasks the employee will need to perform.
DUTIES
KEY SECTIONS OF JOB DESCRIPTIONS:
Outlines the decision-making power and what the employee is responsible for.
RESPONSIBILITIES AND ACCOUNTABILITY
KEY SECTIONS OF JOB DESCRIPTIONS:
Specifies who the employee reports to, ensuring clear communication and structure
JOB RELATIONSHIPS
KEY SECTIONS OF JOB DESCRIPTIONS:
Fixed amount of money or compensation for the employee.
SALARY
-Person specification.
-Employee specification.
-Derived from the job description.
-One of the most important readable pieces of information for job hunters.
-Focuses on the qualifications, skills, and attributes required.
JOB SPECIFICATION
Job _______: What is the job?
Job _______: Who can do the job?
Job Description: What is the job?
Job Specification: Who can do the job?
-Principles and guidelines in governing employee relations.
-Ensures smooth administration of personnel programs and cover areas.
Promotes cooperation and defines clear processes in the following areas:
Recruitment, selection, and planning.
Employee induction and training.
Performance evaluation and promotion.
Disciplining and discharge.
Salary administration.
Work assignments and hours.
Health and safety.
PERSONNEL POLICIES
-describes the job itself
-includes general information about the job
-outlines role responsibilities and tasks
-used within a job posting to attract potential candidates
Job Description
-details the traits needed to succeed in the role
-includes qualifications, skills, and attributes expected of the ideal candidate
Job specification
In charge of the department that deals with the employment, training, support, and records of a company’s employees.
Must be skilled in addressing challenges.
PERSONNEL MANAGER
-Recruiting and interviewing applicants.
-Administering employment tests.
-Training new employees in organizational policies.
-Motivating employees for improved performance.
-Keeping employment records.
-Handling transfers, promotions, demotions, or retirements.
-Managing grievances and disciplinary actions.
-Negotiating with unions.
-Providing personnel services, including medical and recreational support.
Functions of a Personnel Manager
- Job vacancies.
- Applications.
- Interviews and employment tests.
- Checking references.
- Background investigations.
- Medical Examinations.
- Inducting and placing.
Personnel Selection Process
