This is cover the introduction of Personnel Management

1. PREPARED BY:
ANTONIO B. ESTIPONA JR.

2. PART I:

PERSONNEL MANAGEMENT/ADMINISTRATION
DEFINED
 PART II:
PERSONNEL MANAGEMENT: A SCIENCE AND AN
ART
 PART III:
OTHER SCIENCES NEEDED IN THE STUDY OF
PERSONNEL MANAGEMENT

3. “The efficient use of the material resources of
any organization depends on how well it is
utilized by its Personnel or Manpower.”
(Martinez et. al, 1993:215)

4. 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 through proper
planning, organizing, directing, coordinating,
and controlling of activities related to
procurement, development, motivation, and
compensation of employees to achieve the
goals of the enterprise. (Sison,1991:30)

5. A code of the ways of organization and

treating individual at work so that they will
each get the greatest possible realization of
their intrinsic abilities, thus attaining
maximum efficiency for themselves and their
group , and thereby giving to the enterprise
of which they are a part its determining
competitive advantage and its optimum
result. (Spates,1944:9)

6. The field of management which has to do

with planning, organizing, directing, and
controlling various operative functions of
procuring, developing, maintaining, and
utilizing a labor force such as: a) objectives
for which the company is established are
attained economically and effectively; b)
objectives of all levels of personnel are served
to the highest possible degree; c) objectives
of the community are duly considered and
served. (Jucius, 123)

7. The phase of management concerned with

the engagement and effective utilization of
manpower to obtain optimum efficiency of
human resources. (Webster, 1687)

8. From the definition cited, Personnel
Management is the effective
recruitment, selection, placement, development
, maintenance, and utilization of the manpower
resources of an organization.

9. Equal opportunity for advancement in any

organization;
Reward employees for efficient performance

Motivate who failed to reached standards as

regards time, cost, quantity, and quality in
the performance of their work.

10. BASIC FUNCTIONS – management of

enterprise
OPERATIVE FUNCTIONS – covers the details of

the responsibilities and tasks necessary to
carry out policies and programs related to
personnel.

11. 1.1 PLANNING – refers to the job of determining a
proposed mode of action based upon a full
understanding of the factors involved, and directed at
specific objectives which take into consideration the
priorities desired by management. (Sison,1991:30)
The outlining of things to be accomplished and the
methods necessary for the accomplishment.
(Miranda-Miranda,2002:11) A logical and systematic
approach of formulating the objectives, programs,
policies, procedures, budgets, rules and regulations,
and other types of plan. (Ińigo,2000:74)

12. Create favorable climate for human resources

in the organization;
Determine in advance the anticipated

difficulties and thus, facilitate
accomplishment of objectives/goals;
Ability to analyze the projected programs and

policies ;
Improve working relationships.


13. 1.2 ORGANIZING – refers to the arrangement and
relationship of jobs and position which are necessary
to carry out the personnel programs as determined by
top management. (Sison,1991:30-31) the
establishment of formal structure of authority
(Miranda-Miranda,2002:11)

14. 1.3 DIRECTING – is concerned with the guidance of all
efforts toward a stated objectives. (Sison,1991:31)
making decisions and giving order (Miranda-
Miranda,2002:12)

15. 1.4 COORDINATING – is a method of getting people in
an organization to work together harmoniously to
achieve a common goal with minimum expenditure of
effort and materials. (Sison,1991:31) bringing
together the various processes of work (Miranda-
Miranda,2002:12)

16. 1.5 CONTROLLING – is concerned with keeping all
efforts within the channels prescribed by
management in the pursuit of personnel plan for the
entire organization to ensure that the organization is
accomplishing its purpose. (Sison,1991:31) involves
the checking or evaluation and measurement of work
performance and comparing it with planned goals or
objectives and making the necessary corrective
actions so that work is accomplished as planned.

17. Ensure smooth operation of the various

activities required in achieving the
objectives, i.e., to get the work done at the
specified time, to utilize the best means to
conserve effort, to increase understanding
and to motivate employee in the tasks at
hand.

18. 2.1 PROCUREMENT OF EMPLOYEES – is concerned with
recruitment, selection, hiring, and placement of
employees. (Sison,1991:31)
2.2 PLACEMENT AND UTILIZATION OF EMPLOYEES – after
an employee is hired and trained, he is expected to
contribute the maximum of his abilities towards
attaining the productivity objectives of the company.
(Sison,1991:32)

19. 2.3 TRAINING AND DEVELOPMENT OF EMPLOYEES – refers to
the employee’s acquisition of knowledge, development of
skill in the job, and proper work attitudes.
(Sison,1991:32)
2.4 MOTIVATING EMPLOYEES – means by which employees
are inspired to work to achieve the objectives of the
organization effectively. (Sison,1991:32)
2.5 COMPENSATING – the objectives of a good compensation
plan are to attract and retain well qualified employees in
the organization and to reward them for good
performance. (Sison,1991:32) Satisfaction of three
requirements of basic human motivation: (1) economic
needs; (2) psychological feeling; and (3) extra reward
(incentive)

20. HUMAN RESOURCES MANAGEMENT – is the main

function and responsibility of management
specifically line supervisors and managers since
it comprise “people” who are responsible for
planning, organizing, directing, controlling, and
coordinating of work to the subordinate to attain
the desired objectives.
HUMAN RESOURCES DEPARTMENT – is an

organizational unit or service unit known as
“staff” that established by top management to
assist the other units in the organization in their
performance of personnel management
functions.

21. SCIENCE – is defined as the systematic

accumulation of facts (such as
surveys, statistics, interviews, and
observations), their analysis and
interpretation, and their use to arrive at a
satisfactory conclusion. (Sison,1991:35)
ART – is proficiency in the practical

application of knowledge acquired through
study, experience, or observation since it
involves the making of sound decisions.
(Sison,1991:35)

22. Sir Harry Pilkington stated: “Management is a
science but not only a science – it is highly
individual, a matter of perception and
imagination at least as much of first
principles; it deals with human beings all the
time and in it is an Art, an art requiring
qualities of heart and of judgement , at least
as much as of intellect. All those qualities are
required to the full if management is really to
play its part in the shaping of mankind’s
future.” (Pilkington, 1964:27)

23. PSYCHOLOGY – the science of psychology deals with

the mind and the study of behavior in relation to the
physical and social environment. (Sison,1991:36)
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. (Sison,1991:36)
LAW – the Personnel manager need not to be lawyer

in order to perform his functions effectively, he must
have a working knowledge of the various laws
affecting employee-employer relationship as
prescribed in Labor Code and Implementing rules and
regulations as well as court decisions pertaining
Labor-Management relations. (Sison,1991:36-37)

24. SOCIOLOGY – a fairly good working

knowledge of sociology is important in
understanding group behaviort as influenced
by cultural patterns and traditional modes of
thinking. (Sison,1991:37)
RESEARCH AND STATISTICS – research also

plays an important role in effective personnel
management and labor relations.
(Sison,1991:37)

25. PERSONNEL MANAGEMENT – sometimes use as

“Employee relations” or “Personnel
administration” refers to the
handling, directing, and controlling of individual
employees as a group. (Sison,1991:34)
LABOR RELATIONS – deals with the

management’s relationships with employees as
members of the labor union that represents
them. (Sison,1991:34)
INDUSTRIAL RELATIONS – is a broad term

covering all that personnel management and
labor relations generally include. (Sison,1991:34)

26. PERSONNEL ADMINISTRATION – is used for

implementation of personnel policies and
programs namely administrative functions
performed by Personnel Management, Labor
Relations, and Public Relations.
HUMAN RESOURCES MANAGEMENT – is a new

term sometimes being used in place of
manpower management or industrial relations
management or personnel management.
(Sison,1991:35)
PUBLIC RELATIONS – covers the personnel

manager’s contracts with employees whether or
not the latter are unionized. (Sison,1991:35)

27. Sison, Perfecto S. “Personnek and Human Resources

Management, 6th Edition”. Rex Printing
Company, Mandaluyong Metro Manila, 1991.
Spates, Thomas G. “An Objective Scrutiny of

Personnel Admnistration, Personnel Series No.
75, American Management Association, 1944.
Jucius, Michael J. “Personnel Management, 5th

Edition”. Homewoos, Illinois: Richard D. Irwin, Inc.
Webster’s Third New International Dictionary.

Miranda, Gregorio S. and Carmelita M. Miranda.

“Management Principles and Practices”. L&G Business
House, 2002.
Pilkington, Sir Harry. “International Management”. Vol.

XIX, January 1964.