The document discusses personnel management, defining it as the process of obtaining, using, and maintaining a satisfied workforce to achieve organizational goals. It describes the role of personnel managers, including their responsibilities in assisting top management, advising line managers, and addressing employee grievances. Key functions of personnel management, such as manpower planning, recruitment, and employee selection processes, are also outlined.

1. Sky Star Engineering Training Centre
Personnel Management
Approved Centre No. 836055
Daw Saw Sandar Oo
ME (Civil - Transportation )

2. What is Personnel Management ?
•It is defined as obtaining, using and maintaining a
satisfied workforce.
•It is the planning, organizing, compensation,
integration and maintenance of people for the
purpose of contributing to organizational,
individual and societal goals.
•It is that part which is primarily concerned with
human resource of organization.

3. Elements of Personnel Management
Organization
Organization is said to be the framework of many activities taking
place in view of goals available in a concern. An organization can be
called as a physical framework of various interrelated activities.
Job
The second element, i.e., jobs tell us the activities to be performed in
the organization. It is said that the goals of an enterprise can be
achieved only through the functional department in it.
People
The last and foremost element in personnel management is people.
In a organizational structure, where the main aim is to achieve the
goals, the presence of manpower becomes vital.

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

5. Roles of a Personnel Manager
Personnel manager provides assistance to top management
The top management are the people who decide and frame the
primary policies of the concern. All kinds of policies related to
personnel or workforce can be framed out effectively by the
personnel manager.
He advices the line manager as a staff specialist
Personnel manager acts like a staff advisor and assists the line
managers in dealing with various personnel matters.

6. Roles of a Personnel Manager
As a counselor
Personnel manager attends problems and grievances of employees and
guides them. He tries to solve them in best of his capacity.
As a mediator
He is a linking pin between management and workers.
As a spokesman
Since he is in direct contact with the employees, he is required to act as
representative of organization in committees appointed by government. He
represents company in training programs.

7. Personnel Management Functions
1) Manpower Planning
2) Recruitment
3) Employee Selection
4) Training

8. Manpower Planning
• is also called as Human Resource Planning
• consists of putting the right number of people, the right
kind of people at the right place, at the right time, doing
the right things for which they are suited for the
achievement of goals of the organization.

9. Recruitment
Types of Recruitment
Internal Recruitment
• is a recruitment which takes place within the concern or
organization. Internal sources of recruitment are readily
available to an organization.
Internal recruitment sources are primarily :
• Transfers
• Promotions (through Internal Job Postings)
• Re-employment of ex-employees

11. • External Recruitment
External sources of recruitment have to be solicited from
outside the organization.

12. Some external recruitment sources are :
• Employment Agencies
• Educational Institutions
• Recommendations
• Labor Contractors
• Advertisements
• Unsolicited applications and resumes
• Internet recruiting
• Executive search firms
• Professional organizations
• Labor unions
• Public employment agencies
• Private employment agencies
• Temporary help agencies

13. Employee Selection
• It is the process of putting right men on the right job. It is a procedure
of matching organizational requirements with the skills and
qualifications of people.
• Effective selection can be done only when there is effective matching.
By selecting best candidate for the required job, the organization will
get quality performance of employees.

14. Employee Selection Process

15. Preliminary Interview
It is used to eliminate those candidates who do not
meet the minimum eligibility criteria laid down by the
organization.

16. Written Tests
Various written tests conducted during selection
procedure are aptitude test, intelligence test, reasoning
test, personality test, etc. These tests are used to
objectively assess the potential candidate.

17. Numerical and verbal reasoning tests.
Ability tests fall into two categories:
attainment tests (which assess the skills a candidate already
possesses, such as typing skills), and
aptitude tests (which assess the likely ability of candidates to
acquire new skills).

18. Ability, aptitude and personality questionnaires are used
mainly for managerial posts, while literacy and numeracy
tests are more popular for clerical and secretarial positions.
A 'personality test' is a method of assessing human
personality constructs.
Most personality assessment instruments are in fact
introspective self-report questionnaire measures or reports
of others such as rating scales.
Personality tests

19. Employment Interviews
• It is a one to one interaction between the interviewer
and the potential candidate. It is used to find whether
the candidate is best suited for the required job or not.

20. Cognitive ability tests are a form of psychometric
assessment designed to measure general intelligence.
The tests are widely used by organisations as part of the
recruitment process in order to assess a candidate's
competence and suitability for the role, and to predict future
performance.
Cognitive ability tests

21. Candidate is placed in a situation that they are likely
to face in the job itself
Work sample tests/job simulation tests

22. QUESTION:
It is the night before your scheduled vacation. You are all packed and ready to go. Just
before you get into bed, you receive a phone call from the plant. A problem has arisen
that only you can handle. You are asked to come in to take care of things. What would
you do in this situation?
RECORD ANSWER:
SCORING GUIDE:
Good: “I would go in to work and make certain that everything is O.K.
Then I would go on vacation.”
Good: “There are no problems that only I can handle. I would make certain that
someone qualified was there to handle things.”
Fair: “I would try to find someone else to deal with the problem.”
Fair: “I would go on vacation.”
Sample Situational Interview
Question

23. Medical examination
Medical tests are conducted to ensure physical
fitness of the potential employee. It will decrease
chances of employee absenteeism.

24. Interview
• Do your homework
• Put the interview at ease
• Remain focused on your objective
• Keep the initiative
• Ask the right question
• Keep the interviewee talking
• Be aware of legal issues
• Take Notes
• Analyse and act on your information

25. Appointment Letter
• A reference check is made about the candidate selected
and then finally he is appointed by giving a formal
appointment letter.

27. Let’s Begin