Personnel Management, personnel mangement : a science an arts

1. PersonnelPersonnel
ManagementManagement
Prepared by: Ms. Agnes F.Prepared by: Ms. Agnes F.
MontalboMontalbo

2. Personnel Management may be defined
as the function of management
concerned with promoting and
enhancing the development of work
effectiveness and advancement of
the human resources in the
organization.

4. • Management Functions
• Operative Functions

5. Management FunctionsManagement Functions
• Planning
• Organizing
• Directing
• Coordinating
• Controlling

6. • Planning enters in the formulation of
personnel policies, programs, and
activities directed to achieve the
goals of the enterprise. The human
resource manager is appointed by
top management in the
implementation and coordination of
their policies and programs.

7. • Organizing refers to
the arrangement and
relationships of jobs
and positions, which
are necessary to carry
out the personnel
program as
determined by top
management.
• It established lines of
responsibility,
authority and
communication. The
division of work is
allocated to proper
working groups each
of which knows its
assignments and its
relationship with other
groups, whether
above, equal to, or
subordinate to other
groups.

8. • Directing
Concerned with the guidance of all
efforts toward a stated objective. It
provides a means of putting plans
into action through effective
supervision work rules and
procedures,

9. Coordinating
• A method of getting people in an
organization to work together
harmoniously to achieve a common goal
with minimum expenditure of effort and
materials
• This provides the orderly synchronization
of efforts through correct timing and
sequence of execution, resulting in
harmonious and unified action in pursuit of
common objectives.

10. • Controlling
• Concerned with keeping all efforts
with in the channels prescribed by
management as shown in the
personnel plan for the entire
organization.

11. Operative FunctionsOperative Functions
• Manpower planning
• Appraisal
• Training and development
• Reward and recognition
• Employee relations
• Personnel information statistics

12. • ORGANIZATIONAL STRUCTURE OF A
PERSONNEL DEPARTMENT

13. • Large Organizations
In Large Organization, the Vice President for
HR or Personnel usually heads the
department
• Small Organizations
In small organizations, the top position in
the Personnel Department is usually the
Personnel or HR Director. Three Managers
in a small firm also handles compensation
and benefits.

14. Banko Sentral ng Pilipinas

16. City of Ohio, Columbia

17. VARIED ROLES OF AVARIED ROLES OF A
PERSONNEL MANAGERPERSONNEL MANAGER
• Supervisor
• The personnel
manager oversees
the employees in
his own
department over

18. • Administrative Official
• He manages the personnel department. He
translates into action those parts of the
personnel policies and programs assigned
to him.

19. • Adviser
• He serves as counselor,
guide, and confidant to
management, supervisors,
and employees. To be a
competent adviser, he must
keep himself informed about
employee attitudes and
behavior and be abreast
with trends in the industrial
relations field which may
affect his company.

20. • Coordinator
• He brings into action all activities,
regulates and combines diverse
efforts into a harmonious whole. He
gets together and harmonizes the
work of various personnel in his
department and the related functions
in the department and related
functions in other department,

21. • Negotiator
• He is usually asked
either to represent
management in
negotiating labor
contracts or to attend
negotiations with
unions in an advisory
capacity.

22. • Educator
• His educational functions are to
sell the employees’ point of view
to the employers and
supervisors. He conducts or
administers the company’s
training programs. He is very
much involved in the
management of employee
development programs of his
company.

23. • Service Provider
• The personnel
manager occupies a
position on a
company which best
provide certain
services to all
employees.

24. • Employee Counselor
• One of the functions of a
personnel manager is
employee counseling. His
knowledge and training in
human relations and the
behavioral sciences plus his
familiarity with company
operation, puts him in the
best position to counsel
employees.

25. • Promoter of Community Relations
• The personnel manger must be well
informed of the activities and
developments on the environment where
the enterprise operates. At all times, he is
called upon to project a favorable image of
the company. Or he may participate in
affairs beneficial to the interests not only
of his organization but also of the
community.

27. • Public Relations Man
• The personnel manager
may not be the public
relations officer of the
firm but his functions
require him to deal with
the various publics of
the company, such as
the employees, the
unions, the general
public and the
community.

28. PERSONNEL MANAGEMENT: APERSONNEL MANAGEMENT: A
SCIENCE AND AN ARTSCIENCE AND AN ART
• Personnel management is a science
because it involves the systematic
gathering of data derived from
surveys, statistics, interviews and
observations. It is an applied science
because it utilizes scientific principles
in analyzing and interpreting date for
application in the management of
people at work.

29. • Art is a proficiency in the practical
application of knowledge acquired
through study, experience, or
observation, After the required data
are gathered and analyzed and the
possible solutions to a problem are
formulated, a good executive needs
to select the best from among
alternative solutions.

30. • He needs to implement his choice at
the right time to achieve the desired
result and to foresee the probable
success or failure of his line of
action, and institute needed
corrective measures promptly.

31. • Since the management of human beings is
not an exact science, experience is often
the only dependable guide. The process of
acquiring this experience may, however be
simplified by studying the experiences of
other practitioners in the field. It may also
be acquired by taking college course, by
going through actual training on the job,
by attending conferences and seminars,
and by reading literature on the subject.

32. Other fields of study inOther fields of study in
personnel managementpersonnel management
• Psychology - a prospective personnel manager
needs psychology to understand the problems in
personnel selection, placement, morale,
motivation, grievances, accidents, tardiness,
absenteeism, training and training and counseling
among other operative functions of personnel
management and labor relations.
• Economics - The personnel manager’s function
involves the human element in the business
enterprise, which is set up to produce and
distribute goods and services for profit.

33. • Law - He must have a working
knowledge of the various laws
concerning employer-employee
relations.
• Sociology - A fairly good working
knowledge of sociology is important
in understanding group behavior as
influenced by social patters and
traditional modes of thinking.

34. • Research and statistics
• Familiarity with research methods
and techniques is valuable in keeping
the personnel manager abreast with
the most recent advances in handling
the problem of workers.

35. • For organizational development
purposes, the Personnel Department
undertakes organizational climate
surveys that analyze the state of job
satisfaction and employee morale. A
full understanding of the critical
factors that affect job performance is
also essential.