Hrm & personnel management
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Personnel management views workers as tools that can be manipulated and replaced, while human resource management views employees as assets of the organization. Human resource management has a wider scope than personnel management and considers mutuality between employees and organizational goals. Additionally, human resource management is a concern of all managers in an organization, whereas personnel management is mainly the concern of personnel managers.
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Human resource and Personnel management
The document discusses key aspects of human resource management including its purpose, objectives, challenges, and functions. The purpose of HRM is to improve employee contribution to the organization in a strategic, ethical, and socially responsible manner. The HR department helps managers achieve organizational objectives while also addressing societal and personal employee objectives. Some challenges include workforce diversity, technological changes, and government regulations. The main functions of HRM are recruitment and selection, training and development, performance evaluation, compensation and benefits administration, and employee relations.
Personnel and human resource management
Human resource management involves acquiring, training, evaluating, and compensating employees. It is a matching process where all managers are responsible for human resources and employees are the most important organizational assets. The first step is procuring personnel by preparing job descriptions and specifications which define responsibilities, minimum qualifications, and relationships through analyzing positions and collecting data. Key human resource functions then include recruitment, compensation, performance evaluation, training, career development, and labor relations.
Difference between hrm and pm on aug 03
Personnel management involves obtaining, using, and maintaining a satisfied workforce. It responds to demands and concerns as they arise and includes administrative tasks. By contrast, human resource management is proactive and strategic, aiming to continuously develop policies and functions to improve the workforce. A key difference is that personnel management is often a separate function, while human resource management is integrated into overall company operations. The goal of human resources is to enable maximum employee efficiency for organizational benefit.
Personnel management
Personnel management focuses on administrative functions like hiring, developing, and retaining employees to benefit the company. It involves obtaining and maintaining a satisfied workforce. Personnel management exists to advise managers on personnel issues and help employees develop their full potential through effective incentive plans.
Human resource management takes a more strategic approach that integrates personnel functions with other activities to enhance employee and organizational efficiency. It determines human resource needs, formulates policies to harmonize individual and organizational interests, and regards people as a valuable resource through open communication and team-based job design. The result is commitment from human resources and satisfaction for both employers and employees.
Personnel management
Personnel management involves obtaining, using, and maintaining a satisfied workforce. It includes functions like employment, development, and compensation. Personnel management exists to advise line managers on personnel matters. A key part of personnel management is training employees to contribute to organizational and individual goals. Training enhances employee skills, capabilities, and knowledge for performing jobs effectively. It improves employee morale, productivity, and promotes less supervision and fewer accidents. Common training methods include on-the-job and off-the-job training.
Personnel management
Personnel management involves establishing policies and programs to maximize both employee and organizational goals. It aims to develop human resources through retention, training, and strengthening employer-employee relationships. Personnel management covers all employee levels and categories across both public and private sector organizations. It is a responsibility of both line and staff managers to optimize employee skills and ensure cooperation to achieve organizational objectives.
Performance appraisal
This document discusses performance appraisals, including their definition, purpose, objectives, elements, and methods. Performance appraisals are used to evaluate employee performance, provide feedback, identify training needs, and form the basis for personnel decisions. Traditional methods include essay, ranking, and checklist appraisals, while modern methods include assessment centers, human resource accounting, and 360-degree feedback from multiple raters. The goal is to conduct appraisals systematically and impartially to improve employee development and organizational effectiveness.
Functions of hrm
The document discusses the functions of human resource management which include planning, organizing, staffing, directing, and controlling as managerial functions and employment, human resource development, compensation management, and employee relations as operational functions. It also outlines the roles of HR executives as service providers, administrative experts, facilitators, consultants, auditors, change agents, and employee advocates.
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Human resource and Personnel management
The document discusses key aspects of human resource management including its purpose, objectives, challenges, and functions. The purpose of HRM is to improve employee contribution to the organization in a strategic, ethical, and socially responsible manner. The HR department helps managers achieve organizational objectives while also addressing societal and personal employee objectives. Some challenges include workforce diversity, technological changes, and government regulations. The main functions of HRM are recruitment and selection, training and development, performance evaluation, compensation and benefits administration, and employee relations.
Personnel and human resource management
Human resource management involves acquiring, training, evaluating, and compensating employees. It is a matching process where all managers are responsible for human resources and employees are the most important organizational assets. The first step is procuring personnel by preparing job descriptions and specifications which define responsibilities, minimum qualifications, and relationships through analyzing positions and collecting data. Key human resource functions then include recruitment, compensation, performance evaluation, training, career development, and labor relations.
Difference between hrm and pm on aug 03
Personnel management involves obtaining, using, and maintaining a satisfied workforce. It responds to demands and concerns as they arise and includes administrative tasks. By contrast, human resource management is proactive and strategic, aiming to continuously develop policies and functions to improve the workforce. A key difference is that personnel management is often a separate function, while human resource management is integrated into overall company operations. The goal of human resources is to enable maximum employee efficiency for organizational benefit.
Personnel management
Personnel management focuses on administrative functions like hiring, developing, and retaining employees to benefit the company. It involves obtaining and maintaining a satisfied workforce. Personnel management exists to advise managers on personnel issues and help employees develop their full potential through effective incentive plans.
Human resource management takes a more strategic approach that integrates personnel functions with other activities to enhance employee and organizational efficiency. It determines human resource needs, formulates policies to harmonize individual and organizational interests, and regards people as a valuable resource through open communication and team-based job design. The result is commitment from human resources and satisfaction for both employers and employees.
Personnel management
Personnel management involves obtaining, using, and maintaining a satisfied workforce. It includes functions like employment, development, and compensation. Personnel management exists to advise line managers on personnel matters. A key part of personnel management is training employees to contribute to organizational and individual goals. Training enhances employee skills, capabilities, and knowledge for performing jobs effectively. It improves employee morale, productivity, and promotes less supervision and fewer accidents. Common training methods include on-the-job and off-the-job training.
Personnel management
Personnel management involves establishing policies and programs to maximize both employee and organizational goals. It aims to develop human resources through retention, training, and strengthening employer-employee relationships. Personnel management covers all employee levels and categories across both public and private sector organizations. It is a responsibility of both line and staff managers to optimize employee skills and ensure cooperation to achieve organizational objectives.
Performance appraisal
This document discusses performance appraisals, including their definition, purpose, objectives, elements, and methods. Performance appraisals are used to evaluate employee performance, provide feedback, identify training needs, and form the basis for personnel decisions. Traditional methods include essay, ranking, and checklist appraisals, while modern methods include assessment centers, human resource accounting, and 360-degree feedback from multiple raters. The goal is to conduct appraisals systematically and impartially to improve employee development and organizational effectiveness.
Functions of hrm
The document discusses the functions of human resource management which include planning, organizing, staffing, directing, and controlling as managerial functions and employment, human resource development, compensation management, and employee relations as operational functions. It also outlines the roles of HR executives as service providers, administrative experts, facilitators, consultants, auditors, change agents, and employee advocates.
Functions of hrm
The document outlines the key functions of human resource management (HRM) which include managerial functions, operative functions, and advisory functions. Managerial functions involve planning, organizing, directing, and controlling human resources. Operative functions encompass recruitment, job analysis, training, compensation, and separation. Advisory functions include advising top management and departmental heads on personnel programs, policies, and maintaining employee morale.
Human resource-management
This document provides an introduction to the syllabus of a course on human resource management. It outlines the key topics to be covered, including acquiring human resources through recruitment and selection, developing human resources through training and career development, enhancing performance through reward systems and ensuring health and safety, and managing employee separation. It also lists the required textbooks and reference books for the course. The evaluation scheme includes components like mid-term examinations, quizzes, assignments, class participation and their respective weightages.
HRM FUNCTIONS BY SATHYA BHUPATHI
Human resource management involves key functions like staffing, training, performance appraisal, and compensation management. Staffing includes human resource planning, recruitment, selection, placement, and onboarding processes. Training and development aims to improve employee performance through learning opportunities. Performance is evaluated through performance appraisal. Compensation management determines pay and benefits to attract and retain talent. Employee welfare programs enhance quality of life. Together, these HR functions manage the employee lifecycle from hiring to retirement.
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The document discusses various aspects of human resource management including definitions, scope, and key functions like recruitment, selection, and training. It defines HRM as concerned with procuring, developing and maintaining a firm's workforce. Recruitment aims to attract suitable candidates while selection differentiates applicants to identify the best fit. Training helps develop employees' skills and align them with organizational objectives.
Role of Personnel Management
The document discusses the role of human resources in an organization. It describes how human resource management involves attracting, developing, and retaining quality employees. It also outlines the importance of human resources in areas like recruitment, training, employee welfare, workplace safety, and awareness of legislation. The document further discusses the functions of human resource management like planning, organizing, staffing, directing, and controlling. It also provides an overview of the People Management Association of the Philippines and the history of personnel management in the country.
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This document discusses career planning and performance appraisals. It provides definitions of career, career planning, and career development. It outlines common employee concerns regarding career advancement and what employees want from career planning like equity, supervision, opportunities awareness and satisfaction. It also discusses individual career development factors and benefits of career planning. The document then discusses performance appraisals including definitions, uses, challenges and past oriented appraisal methods. Finally, it covers wages, salaries and compensation objectives and phases including job analysis, evaluation, surveys and compensation management.
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The document discusses key aspects of human resource management including:
1. Human resource planning involves forecasting staffing needs, analyzing jobs, and matching supply and demand.
2. The staffing process includes recruitment, selection, and orienting new employees.
3. Developing employees involves training, performance appraisal, and promotion or transfer opportunities.
4. Compensation and benefits include direct pay, indirect benefits, and motivation theories like Maslow's hierarchy of needs.
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This document provides an overview of human resource management (HRM). It discusses the key terms, functions, evolution and challenges of HRM. Specifically, it outlines the four main functions of HRM as staffing, training and development, motivation, and maintenance. For each function, it describes the objectives and components. It also discusses the roles of HR managers and common challenges faced, such as economic changes, workforce issues, and organizational restructuring.
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HRM Short notes - Taqi Hassan
CHAPTER 8 - Socializing, Orienting, and Developing Employees
Chapter 9 - Managing Careers
Chapter 10 - Establishing the Performance Management System
Chapter 11- Establishing Rewards and Pay Plans
Chapter 13 - Ensuring a Safe and Healthy Work Environment
Chapter 14 - Understanding Labor Relations and Collective Bargaining
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ITFT-Hrm
This document outlines the key elements of human resource management (HRM), including definitions, objectives, functions, and scope. It discusses core HRM activities like recruitment, selection, and training. Recruitment involves identifying job vacancies and notifying potential employees, while selection assesses candidates and appoints a post holder through methods like interviews, testing, and exercises. Training provides new skills, keeps employees up-to-date, and improves efficiency through external courses or in-house programs. The document stresses that future HRM must be involved in strategic planning and that managers need business understanding to help their organizations.
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Human resource management involves supporting and managing an organization's employees and processes related to the employer-employee relationship. It includes recruiting and developing employees to become more valuable to the organization over time. Some key aspects of HR are training, development, recruitment, employee relations, and benefits. HR functions include planning, organizing, staffing, directing, and controlling personnel; and recruitment, training, compensation, performance appraisal, and professional development.
ABEGAIL-DUMAGUING-PERSONNEL-AND-HUMAN-RESOURCE-MANAGEMENT-REPORT.pptx
Personnel management deals with recruiting, hiring, developing, and compensating employees to achieve organizational objectives. Its functions include operative and managerial roles. Human resource management is the specialized branch of management concerned with acquiring, maintaining, developing, utilizing, and coordinating employees to maximize their contribution to the enterprise. It involves planning human resource needs, selecting, training, evaluating performance, and compensating staff. Originally called personnel management, human resource management is now a formal way of strategically managing people as a key organizational asset.
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This document provides an introduction to the syllabus of a course on human resource management. It outlines the key topics to be covered, including acquiring human resources through recruitment and selection, developing human resources through training and career development, enhancing performance through reward systems and ensuring health and safety, and managing employee separation. It also lists the required textbooks and reference books for the course. The evaluation scheme includes components like mid-term examinations, quizzes, assignments, class participation and their respective weightages.
HRM FUNCTIONS BY SATHYA BHUPATHI
Human resource management involves key functions like staffing, training, performance appraisal, and compensation management. Staffing includes human resource planning, recruitment, selection, placement, and onboarding processes. Training and development aims to improve employee performance through learning opportunities. Performance is evaluated through performance appraisal. Compensation management determines pay and benefits to attract and retain talent. Employee welfare programs enhance quality of life. Together, these HR functions manage the employee lifecycle from hiring to retirement.
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The document discusses various aspects of human resource management including definitions, scope, and key functions like recruitment, selection, and training. It defines HRM as concerned with procuring, developing and maintaining a firm's workforce. Recruitment aims to attract suitable candidates while selection differentiates applicants to identify the best fit. Training helps develop employees' skills and align them with organizational objectives.
Role of Personnel Management
The document discusses the role of human resources in an organization. It describes how human resource management involves attracting, developing, and retaining quality employees. It also outlines the importance of human resources in areas like recruitment, training, employee welfare, workplace safety, and awareness of legislation. The document further discusses the functions of human resource management like planning, organizing, staffing, directing, and controlling. It also provides an overview of the People Management Association of the Philippines and the history of personnel management in the country.
Hrm short notes
This document discusses career planning and performance appraisals. It provides definitions of career, career planning, and career development. It outlines common employee concerns regarding career advancement and what employees want from career planning like equity, supervision, opportunities awareness and satisfaction. It also discusses individual career development factors and benefits of career planning. The document then discusses performance appraisals including definitions, uses, challenges and past oriented appraisal methods. Finally, it covers wages, salaries and compensation objectives and phases including job analysis, evaluation, surveys and compensation management.
06-Human Resource Management
The document discusses key aspects of human resource management including:
1. Human resource planning involves forecasting staffing needs, analyzing jobs, and matching supply and demand.
2. The staffing process includes recruitment, selection, and orienting new employees.
3. Developing employees involves training, performance appraisal, and promotion or transfer opportunities.
4. Compensation and benefits include direct pay, indirect benefits, and motivation theories like Maslow's hierarchy of needs.
HUMAN RESOURCE
This document provides an overview of human resource management (HRM). It discusses the key terms, functions, evolution and challenges of HRM. Specifically, it outlines the four main functions of HRM as staffing, training and development, motivation, and maintenance. For each function, it describes the objectives and components. It also discusses the roles of HR managers and common challenges faced, such as economic changes, workforce issues, and organizational restructuring.
HRM Function By Sonu Choudhary
This document discusses fundamentals of strategic human resource management. It outlines four core HRM functions: staffing, training and development, motivation, and maintenance. It also discusses four areas of an HR department: employment, training, compensation, and employee relations. External influences on HRM include the dynamic environment, laws and regulations, labor unions, and management thought. Quality HRM programs focus on rewarding productive work, offering a flexible environment, properly recruiting and retaining employees, and effective communication. Careers in HR include assistant, generalist, specialist, and executive positions.
Overview of Human Resource Management
Human resource management involves several key functions including recruitment, selection, employment legislation, discipline, development, training, rewards systems, and motivation. Recruitment involves identifying job vacancies and notifying potential candidates. Selection is the process of assessing candidates and appointing a post holder using methods like interviews, tests, and exercises. Employment legislation regulates many aspects of hiring and managing employees and aims to prevent discrimination. Development, training, and rewards are used to motivate employees and help them fulfill their potential within an organization.
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This document summarizes the key functions of human resource management (HRM). It discusses HRM activities like recruitment, selection, deployment, retention, and promotion. It outlines the main HRM functions as acquisition, development, performance and compensation, motivation and maintenance, and industrial relations. Acquisition involves HR planning, recruitment, selection, orientation, and training. Development includes performance appraisal and training programs. Performance and compensation refers to compensation systems and incentives. Motivation and maintenance covers benefits, health and safety, and worker relations. Industrial relations manages discipline, grievances, and disputes.
Role of hr
The document discusses different models of human resource management (HRM), including the contextual model, HR role framework, Michigan matching model, and Harvard model. It also examines the role of HR in different countries and contexts. Specifically, it explores the tensions between universal and country-specific approaches to HRM practices. Additionally, it analyzes the tradeoffs between centralized vs decentralized HR structures and the levels of integration with business strategy and devolvement to line managers.
Human resource managment
Human resource management involves selecting, training, developing, and compensating employees in a way that allows a firm to compete effectively and achieve its objectives. It concerns managing people in a way that benefits both the organization and individuals. Key functions of HRM include managerial functions like planning and organizing staff, as well as operative functions such as employment, development, compensation, maintenance of working conditions and welfare, motivation, industrial relations, and separation. HRM also serves advisory functions by providing counsel to top management on personnel programs and policies and advising departmental heads on issues related to labor planning and personnel processes.
HRM Short notes - Taqi Hassan
CHAPTER 8 - Socializing, Orienting, and Developing Employees
Chapter 9 - Managing Careers
Chapter 10 - Establishing the Performance Management System
Chapter 11- Establishing Rewards and Pay Plans
Chapter 13 - Ensuring a Safe and Healthy Work Environment
Chapter 14 - Understanding Labor Relations and Collective Bargaining
Purposes and objectives of human resource mangement
purposes of hrm with bullets and objectives in details in context of management and education both.meaning of hrm with conclusion and references
Performance Appraisal and Promotion
Meaning of performance appraisal
Method of performance appraisal
Principles of performance appraisal
Limitations of Performance appraisal
Meaning and definition of promotion
Important objectives of promotion
Advantages of promotion
Disadvantages of promotion
itft-personnel management
Personnel management involves establishing policies and programs to maximize organizational and employee goals. It defines the functions of personnel management as managerial activities like planning, organizing, directing, and controlling. It also outlines operative functions such as procurement, development, compensation, and record keeping. Finally, it lists qualities of a good personnel manager including being an advisor, mediator, counselor, spokesman, and leader.
Introduction of hrm
Human resource management (HRM) involves acquiring and maintaining human talent to achieve organizational goals. Key aspects of HRM include acquisition, development, motivation, and maintenance of employees. HRM aims to identify staffing needs, develop employee skills through training, motivate high performance, and ensure commitment to the organization. The goal is to utilize human resources optimally and reconcile personal and company objectives.
ITFT-Hrm
This document outlines the key elements of human resource management (HRM), including definitions, objectives, functions, and scope. It discusses core HRM activities like recruitment, selection, and training. Recruitment involves identifying job vacancies and notifying potential employees, while selection assesses candidates and appoints a post holder through methods like interviews, testing, and exercises. Training provides new skills, keeps employees up-to-date, and improves efficiency through external courses or in-house programs. The document stresses that future HRM must be involved in strategic planning and that managers need business understanding to help their organizations.
Human resource managment
Human resource management involves supporting and managing an organization's employees and processes related to the employer-employee relationship. It includes recruiting and developing employees to become more valuable to the organization over time. Some key aspects of HR are training, development, recruitment, employee relations, and benefits. HR functions include planning, organizing, staffing, directing, and controlling personnel; and recruitment, training, compensation, performance appraisal, and professional development.
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Hypertension, also known as high blood pressure, is a serious medical condition that occurs when blood pressure in the body's arteries is consistently too high. Blood pressure is the force of blood pushing against the walls of blood vessels as the heart pumps it. Hypertension can increase the risk of heart disease, brain disease, kidney disease, and premature death.
Top Rated Massage Center In Ajman Chandrima Spa
The best massage spa Ajman is Chandrima Spa Ajman, which was founded in 2023 and is exclusively for men 24 hours a day. As of right now, our parent firm has been providing massage services to over 50,000+ clients in Ajman for the past 10 years. It has about 8+ branches. This demonstrates that Chandrima Spa Ajman is among the most reasonably priced spas in Ajman and the ideal place to unwind and rejuvenate. We provide a wide range of Spa massage treatments, including Indian, Pakistani, Kerala, Malayali, and body-to-body massages. Numerous massage techniques are available, including deep tissue, Swedish, Thai, Russian, and hot stone massages. Our massage therapists produce genuinely unique treatments that generate a revitalized sense of inner serenely by fusing modern techniques, the cleanest natural substances, and traditional holistic therapists.
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TEST BANK For Accounting Information Systems, 3rd Edition by Vernon Richardso...
TEST BANK For Accounting Information Systems, 3rd Edition by Vernon Richardso...rightmanforbloodline
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Chandrima Spa Ajman is one of the leading Massage Center in Ajman, which is open 24 hours exclusively for men. Being one of the most affordable Spa in Ajman, we offer Body to Body massage, Kerala Massage, Malayali Massage, Indian Massage, Pakistani Massage Russian massage, Thai massage, Swedish massage, Hot Stone Massage, Deep Tissue Massage, and many more. Indulge in the ultimate massage experience and book your appointment today. We are confident that you will leave our Massage spa feeling refreshed, rejuvenated, and ready to take on the world.
Visit : https://massagespaajman.com/
Call : 052 987 1315
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Top massage center in ajman chandrima Spa
We are one of the top Massage Spa Ajman Our highly skilled, experienced, and certified massage therapists from different corners of the world are committed to serving you with a soothing and relaxing experience. Luxuriate yourself at our spas in Sharjah and Ajman, which are indeed enriched with an ambiance of relaxation and tranquility. We could confidently claim that we are one of the most affordable Spa Ajman and Sharjah as well, where you can book the massage session of your choice for just 99 AED at any time as we are open 24 hours a day, 7 days a week.
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Can coffee help me lose weight? Yes, 25,422 users in the USA use it for that ...
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Hypertension and it's role of physiotherapy in it.
Hypertension and it's role of physiotherapy in it.
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Dr. David Greene R3 stem cell Breakthroughs: Stem Cell Therapy in Cardiology
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PrudentRx: A Resource for Patient Education and Engagement
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Hrm & personnel management
- 1. Difference between HRM and personnel Management The main difference between Personnel Management and Human Resource Management lies in their scope and orientation. While the scope of personnel management is limited and has an inverted (reverse) approach, wherein workers are viewed as tool. Here the behavior of the worker can be manipulated as per the core competencies of the organization and are replaced when they are worn-out.
- 2. • On the other hand, human resource management has a wider scope and considers employees as the asset to the organization. It promotes mutuality in terms of goals, responsibility, reward etc. that will help in enhancing the economic performance and high level of human resource development. • Human resource management must remain at the Centre of management itself, while personal management is one of the functional areas of management.
- 3. HRM is the concern of all manager from top to bottom organization , while personnel management is mainly the concern of the personnel manager. HRM makes efforts primarily to satisfy the needs of the people at work for the achievement of organizational goals and objective, but personnel management is concerned with formulation and administration of personnel policies and programmers.
- 4. • HRM concentrates more on motivation, moral boasting and job satisfaction, while personnel management is primarily concerned with selection, recruitment and appraisal of personnel. • HRD (human resource development) is at the Centre of HRM, while managing people for maximizing output is the basic job of personnel management