Personnel and human resource management
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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.
Personnel and human resource management
- 2. A management function devoted to acquiring, training, appraising, and compensating employees. Three Principles of HRM: 1. All managers are human resource managers. 2. Employees are more important assets than buildings or equipments. 3. Human resource management is a matching process.
- 3. The first logical step in Human Resource Management is to procure or acquire personnel to execute the work of the organization.
- 4. Position - Consist of responsibilities and duties of an individual. Job – Group of positions that are similar in their duties. Occupation – Group of jobs that are similar as to kind of work and are found throughout the industry. Job Analysis – The procedure used for determining and collecting information relating to the operations and responsibilities of a specific job. Job Description – Organized, factual statements of the duties and responsibilities of a specific job.
- 5. Job specifications- A written explanation of the minimum acceptable human qualities necessary for effective performance on a given job. Job Evaluation – Systematic and orderly process of determining the worth of a job in relation to other jobs
- 6. 1. Preparing the Job description and writing the job specification. 2. Recruitment and Selection. 3. Determining the Rate of Compensation 4. Performance Appraisal 5. Training 6. Career Planning and Development 7. Safety 8. Labor Relations
- 7. 1. Interview. 2. Observation. 3. Questionnaires 4. Employee Recording/Diary/Log
- 8. Examine the total organization Prepare job analysis Use information from steps 1-6 for the HRM functions Determine the purpose of job analysis Select job Prepare job analysis Collect Data
- 9. 1. Job Identification – job title, department, division, plant and code number of job. 2. Job Summary – purpose of the job and expected outputs from job incumbents. 3. Working relationship, Responsibilities, and Duties Performed. EXAMPLE: Job Title: Reports to: Supervises: Coordinates with:
- 10. Authority of the incumbent – limit of authority, Working Conditions – location of job, and other relevant characteristics.
- 11. THREE CATEGORIES: 1. General Qualification Requirements 2. Educational Requirements 3. Knowledge, Skills, and Abilities.