Masteral

2. Team 2
Batiancila Janice
Batoctoy Welyn Rose C.
Batican Mapril
Bantas
Kimberly
Barnachea
Sarah Jane
Baluno, Armeda B.

3.  It is defined as obtaining ,using and
maintaining a satisfied workforce.
 It is the planning ,compensation, integration
and maintenance of people for the purpose of
contributing to organizational , individual and
social goal.
 It is that part which is primarily concerned
with human resource of organization.

4. 1. Personnel Manager • Personnel manager
is the head of personnel department. • He
performs both managerial and operative
functions of management.

5. 7. Mobility

6.  Covers the details of the responsibilities and
tasks necessary to carry out policies and
programs related to personnel.

7. MANAGERIAL
FUNCTIONS
PLANNING
ORGANIZING
DIRECTING CONTROLLING
Refers to the job of determining
A proposed made of action based
Upon the specific objectives that
Take consideration the desired
Priorities by management.
Refers to the arrangement
And relationship of jobs and
Position which are necessary
To carry out the personnel
Programs determined by top management.
Concerned wit the guidance of all efforts
Toward a stated objectives. Making
Decisions and giving order.
Concerned with keeping
all effort within the
channel s prescribed the
management in the pursuit
of personnel plan of the
entire organization.

8. Common operational issues
Planning
Labour turnover
absenteeism
Changes in technology
Organizing
Absence of clear direction
Poor communication and feedbac
Lack of awareness
Directing
Managing a team
Leading change
Handling different perspective
Controlling
Faulty standard
Information overload
Resistance

10. Procurement
 Procuring and
employing
people
Job Description
Job Specification
Internal
Recruitment
External
Recruitment
External Mobility
Internal Mobility
 systematic
exploration
within the job
 Manpower planning
 Employing the
right caliber of
personnel
 Careful screening
 Fit matching
 orientation
 Job changes
 Transfer
 Promotion
 demotion
 Termination of employment
Redundancy Dismissal
Retirement Resignation

11. Performance
Appraisal
systematic evaluation of the
performance of the employees
Training
enhancing skills, capabilities and
knowledge of employees
Executive
Development
learning opportunities for
managers/leaders
Career Planning
and
Development
improve managerial
performance
Implementation of career plans
Planning of one’s career
understand the abilities of a
person for further growth
Molds the thinking of employees
and leads to quality performance
Development

12. Motivation
Job
Satisfaction
Grievance
Handling
Conflict
Management
Collective
Bargaining
Discipline
Participation
of
Employees
Integration Individual
Societal and organizational

13. level of efficiency
•financial and
•non-financial incentives
Measure of a worker's happiness
•Specific features or facets of the job
•Nature of the work or supervision.
Any aspect
•salary
• hours, or working conditions

14. Process of management
•Labor unions

15. force that motivates a person
•Rules,
•Regulations,
• Procedures

16.  Concerned with protecting and promoting the
physical and mental well being of employees
MAINTENANCE
 Health
 Safety
 Welfare scheme
 Human resource record
 Human resource research
 Human audit

17. Health  Medical check-up
Safety  Safety measures to the employees
Welfare
scheme
 Medical facilities
 Insurance
 Housing program
 Education for kids

18. Human
resource
audit
Human
resource
research
 Research that support understanding the satisfaction
of employees
 Involves the periodical assessment and appraisal of
employees performance
Human
resource
record
 Maintains the records of the employees