The document discusses various aspects of personnel management in facilities. It covers topics like personnel training, hiring practices, job descriptions, employee manuals, supervision, motivation, evaluation, and managing conflict. The goal is to outline best practices for training employees, maintaining standards, resolving issues, and fostering a positive work environment.

1. PERSONNEL MANAGEMENT Personnel are a major factor in determining the quality of experience a visitor receives “ You can dream, create, design and build the most wonderful place in the world… but it takes people to make the dream a reality” Walt Disney

2. Personnel Training should accomplish the following Train the employees to be friendly and courteous Give employees basic knowledge of facility features and programmes Introduce the employees to the visitor and his problems and needs Train the employees to be alert to situations where they can help visitors Make employees aware of the image projected both by themselves and the facility

3. Human Resource functions Traditional Hiring Recruiting Selecting Training Supervising Modern Leadership Instructional strategies Crisis confrontation and intervention

4. The goal of hiring The goal of filling the vacant position is not to fill the position, it is to fill the position with the right person

5. JOB DESCRIPTION Thorough and accurate job description must be prepared for each position in your organization from the frontline personnel to middle level managers to top level managers

6. What is included in job description ? Title Listing responsibilities and functions Required knowledge and skills Minimum acceptable educational level and previous experience Physical or medical standards

7. RULES AND CONDUCT Dress and appearance Employee cooperation Reporting for duty

8. Relations between employee-department-community Employee –administration relation Employee community relation Solicitation of funds Management of funds Publicity releases

9. EMPLOYEE MANUALS A good employee manual will not just include personnel policies but will also serve as a reference with details of more complicated or less frequently performed tasks It will present a numbered sequence of operations ,in order for each of these tasks

10. SUPERVISION Role as a coach: Pass along your experience and knowledge Role as a counselor : Employing encouragement, criticism and a range or techniques to deal with possible problems in the work environment, interpersonal difficulties or other emotional or social problems that may occur

11. Guidelines for effective counseling Listen patiently – without interrupting Refrain from criticizing or offering hasty advice Never argue with employees while counseling them Give them your undivided attention while they are talking Look beyond the mere words of what they are talking If the problem is minor, simply helping the employees burden himself/herself may lead to a solution If the problem is more severe recommend a counselor- trained professional in that subject

12. EMPLOYEE MOTIVATION Reinforcement techniques - positive reinforcers ..add something good to employee’s life - negative reinforcers .. Remove something unpleasant, such as distasteful task or schedule, from the employee’s life

13. EMPLOYEE MOTIVATION - Punishers or deterrents.. add something unpleasant or removes something good Reinforcement techniques are considered to be far superior in producing lasting behavioral change

14. EVALUATION It is essential that supervision regularly rate employees on criteria such as personality traits, degree of responsibility, enthusiasm, initiative, human relations skills, appearance, specific job related skills and overall level of performance

15. Behavioural competencies are those critical to success in the role Leadership People Management Initiative Commitment Teamwork Judgment Flexibility Interpersonal Skills Creativity Problem Solving Examples Key Success Factors

16. Training & Development In today’s world, if training and development opportunities are not made available to your employees, you will lose them. Access to training and development has become a fundamental expectation of today’s workforce.

17. Employee participation in management "" Paricipation in management has three important stages viz- . 1. Information sharing.. Notice boards, House bullettins etc.

18. 2. Joint consultations .. Where Unions and Management sit together, and views exchanged .

19. Participation becomes possible when both Union and mamagement are matured in their relationships and the level of TRUST is at the optimum .

20. 3. Participation.. when both, the union and management sit together and take consensus decision

21. Managing Conflict

22. Conflict Conflict is derived from the Latin word Confligere, i.e., to strike together.

23. Defining Conflict Conflict is the sharp disagreement and opposition of ideas. Conflict is the general word we use for a contest, a struggle, a quarrel. Conflict is the emotional disturbance resulting from a clash of interests. Conflict can be a storm in the workplace.

24. Common Ways to Deal With Conflict Violence Avoidance Adjudication Negotiation Mediation

25. The Truth About Workplace Conflict You can’t avoid it You can’t eliminate it You can’t wish it away You can only understand it and manage it

26. Don’t Be Afraid of Conflict Conflicts are like office gifts: Conflicts can open lines of communication. Conflicts can be viewed as symptoms of larger workplace problems. Conflicts can let you address issues before they become problems.

27. Some Causes of Workplace Conflict Workplace Stress Workplace Negativity Communication Obstacles Lack of Community

28. Defining Stress Stress is a force exerted upon a body that tends to strain or deform its shape. Stress manifests itself as mental or physical tension or strain.

29. Defining Stress Physical expression of a psychological need that has not been met. Simply not having one’s needs met.

30. Workplace Stress Relievers Take a short break Go on vacation Take a stress class Do exercises at work Eat lunch with a friend Get active in work committees Volunteer for team assignments Talk to your EAP Counselor

31. Negativity in the Workplace Negativity is an attitude of doubt, question, and anger. Negativity is just like the flu . . . it spreads quickly to peers, customers and clients.

32. The Garden of Negativity Negativity: Like weeds in a garden- it will not go away by itself. Change and stress help to fertilize the negativity in your workplace.

33. Some Causes of Negativity Experiencing increased change Feeling a lack of control Hearing rumors Having work helplessness Experiencing jealousy, self-doubt and fear Feelings of isolation Having no work focus or agency mission

34. Tips for Dealing With the Chronic Complainer Listen and acknowledge Don’t get caught in the “never” or “always” cycle Don’t agree with the complaint Avoid the blame and justify State facts without apology Ask for solutions Show the list of complaints

35. Tips for Dealing With the Chronic Worrier Listen to concerns Address the easy issues Suggest a mentor Enroll in stress reduction classes Push teamwork Refer to EAP

36. Tips for Dealing With Angry Employees Don’t get angry Diffuse the anger Don’t agree Let the person talk Move toward problem-solving Refer to EAP

37. Tips for Dealing With Difficult Managers Avoid negative attitude transference to boss Expect rough days Don’t nurse a small gripe into a huge issue Select the right time to approach the boss Don’t go over the boss’ head without communicating first Don’t let the boss intimidate

38. Tips for Dealing With Difficult Managers Your boss is not your buddy If you make a mistake, clear the air quickly Not all bosses enjoy being the boss If possible, make the boss your mentor Maintain open and honest communication with your boss Don’t be negative with others about the boss

39. Coping With Difficult Situations Assess the situation – am I dealing with a difficult person or a difficult situation? What am I willing to accept about this person or situation? Should I put some distance between me and the person or situation?

40. Deal With Workplace Negativity Negativity: Wastes time Damages relationships Destroys productivity Negativity also: Damages creativity and innovation Diminishes workplace morale Defeats empowerment-”that is not my job”

41. How to Channel Negative Energy Suggestion boxes Team group awards Quality groups Websites Management feedback Employee concerns program Community improvement awards

42. “ Positivity” in the Workplace “ Positivity” is as contagious as negativity Better communication decreases negativity and increases “positivity” in your workforce Work toward creating a positive attitude among your peers, employees, customers and clients

43. “ Positivity” in the Workplace Be likeable Be respectful Don’t aggravate the situation Don’t force people to be defensive Don’t always try to find fault Be willing to lose a battle to win a war Be patient Smile

44. Tips For Building a Positive Work Attitude Build a positive attitude in another environment Talk about positive things Look for good things in the people you work with Look for good things in your organization Avoid financial problems Avoid negative attitude traps of fellow workers Make frequent self-assessments

45. Be Careful of Too Much “Positivity”

46. Why Care About Work Conflicts Decreased Performance Increased Turnover Decreased Ability to Recruit Increased Grievances and Complaints Decreased Ability to Manage Leave Programs Increased Violence in the Workplace

47. Chinese Philosopher Lao Tzu Said Always we hope someone else has the answer. Some other place will be better. Some other time it will all turn out.. No one else has the answer. No other place will be better, and it has already turned out. At the center of your being you have the answer… Search your heart and see the way to do is to be.

48. Positive Work Environment A Happy and Productive Workforce doesn’t happen by itself . . . It takes a lot of hard work and a great deal of effort by everyone. The reward is worth the effort.

49. Conflicts Can Be Managed

50. BOSS To LEADER BOSS Drives the team Instills fear Say “Do” Makes work drudgery Relies upon authority Says “I” LEADER Guides the team Inspires confidence Say “Let’s Do” Makes work interesting Relies upon cooperation Says “WE”

51. Who is a Team Leader Contact point for communication between team and management Full-fledged team member Assists the team by immediately implementing changes that are within the bounds of the team

52. “ There’s no ‘I’ in ‘ Team’, but there is a ‘Me’ if you look hard enough” David Brent

53. give your people a damn good listening to

54. “ The best engineers sometimes come in bodies that can’t talk .” nolan bushnell, founder of atari

55. take action, not notes

56. “ Vision without action is hallucination” Andy Law, St.Lukes

57. “ take the first step in faith. You do not have to see the whole staircase. Just take the first step.” Martin Luther King

58. don’t just stand there….. do something! dick dastardly

59. Ten Commandments To Feel Good Every Day

60. BE A KID AGAIN

61. EXPAND YOUR HORIZONS

62. LIST FIVE OF YOUR STRENGTHS

63. HELP SOME ONE WITHOUT TELLING THEM

64. CHANGE SOMETHING ABOUT YOURSELF

65. ACCOMPLISH SOMETHING SMALL THAT YOU HAVE BEEN AVOIDING

66. TALK WITH A GOOD FRIEND

67. GET SOME REGULAR EXERCISES

68. GET IN TOUCH WITH YOUR SPIRITUAL SIDE

69. “ RELAX VEV

70. THANK YOU THANK YOU

71. Dr.R.PRAKASH MSc(Ag), MBA, PhD Professor&Project cordinator Agricultural Extension and Development studies Kerala Agricultural University College of Agriculture,Vellayani P O Thiruvananthapuram – 695522 [email_address] 9446331825 (M)