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Personnel Management

This document summarizes the roles and functions of a personnel manager in an organization. It discusses the varied roles they play such as supervisor, advisor, and employee counselor. It outlines the basic functions of personnel management like planning, organizing, coordinating, and controlling. It also covers the operative functions such as recruitment, training, performance management, and employee relations. Finally, it discusses how the organizational structure of a personnel department can vary depending on factors like the size and nature of the organization.

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Ashari Alawi
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93 views33 pages

Personnel Management

This document summarizes the roles and functions of a personnel manager in an organization. It discusses the varied roles they play such as supervisor, advisor, and employee counselor. It outlines the basic functions of personnel management like planning, organizing, coordinating, and controlling. It also covers the operative functions such as recruitment, training, performance management, and employee relations. Finally, it discusses how the organizational structure of a personnel department can vary depending on factors like the size and nature of the organization.

Uploaded by

Ashari Alawi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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PERSONNEL MANAGEMENT:

It’s Functions and Roles in


the Organization

Prepared by:

JHAHARAH DIAMOND C. BARRAT


MAED-FIRST YEAR
VARIED ROLES OF A PERSONNEL MANAGER
• Supervisor
• Administrative Official
• Advisor
• Coordinator
• Negotiator
• Educator
• Service Provider
• Employee Counselor
• Public Relations Man
In Human Resources Management embraces two functions:
1) The basic functions in general management of the
enterprise which are PLANNING, ORGANIZING,
COORDINATING and CONTROLLING.
2 The operative functions which cover the daily
activities of the business such as procurement,
placement and utilization of the employees,
motivating, and compensating employees.

Management Functions:
PLANNING:
-refers to job of determining a proposed mode of action based on a full
understanding of the factors involved, and directed at specific objectives.
-Enters in the formulation of personnel policies, programs and activities directed to
achieve goals of the enterprise.
ORGANIZING:
-refers to arrangement and relationships of jobs and position, which are necessary to
carry out the personnel program as determined by the top management
DIRECTING:
-refers to concerned with the guidance of all efforts toward a stated objectives. It
provides means of putting plans into action through effective supervision. Work rules
and procedure.
COORDINATING:
-refers to method of getting people in an organization to work together harmoniously
to achieve a common goal with minimum expenditure of effort and materials
CONTROLLING:
-refers to concerned with keeping all efforts within the channels prescribed by
management as shown in the personnel plan for the entire organization
Cover the following areas:
• Man Power Planning
• Recruitment, induction, and personnel
movement
• Appraisal
• Training and Development
• Rewards and recognition
• Employee relation

Operative Functions
S
• The organizational structure of a personnel department varies from
one company to another, primarily because every company has
unique requirements in terms of human resources. Some of the
factors to be considered are the nature of enterprise, the scope of
services and the size of the organization

• Large Organization: The Vice President for HR or Personnel usually


heads the department. Under him are several managers with their
corresponding staff (Recruitment Manager, Manpower Planning
Manager, Compensation/Benefits Manager, Labor Relations
Manager, Training and Development Manager and Safety and Health
Manager)
• Small Organization: the top position in the personnel department is
usually the Personnel or HR Director. 3 Managers report to him, they
are as follows: Labor Relations Manager, Training and Development
Manger and Administrative Manager.

ORGANIZATIONAL STRUCTURE OF A
PERSONNEL DEPARTMENT
Personnel Management: A
science and an Art
• Personnel Management is a science because it involves the
systematic gathering of data derived from surveys, statistics,
interviews and observation. It is an applied science because it utilizes
scientific principles in analyzing and interpreting data for application
in the management of people at work
• As a specialist, the PM applies the findings of social sciences just as
an educator applies the laws of learning and a doctor uses the
findings of medical sciences in the practice of his profession
• Art on the other is a proficiency in the practice application ok
knowledge acquired through study, experience or observational.

Other fields of study in Personnel Management


• Several field of study have contributed to the development of PM
especially in understanding people at work and in meeting their
problems. One who is getting into personnel work should be
acquainted with basic knowledge in related study fields such as
psychology, economics, law, labor economics, sociology, research,
statistics especially in the behavioral and social sciences.
THANK YOU☺

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