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    Personal Management: Functions in Organization

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    Ej Cardenas
    Personal management involves functions like human resource management, staffing, and managing human capital. The objectives of staffing and personnel management are to procure the right employees, train them, develop policies, ensure satisfaction, and establish work relationships. Human resource activities include determining staffing needs, recruiting, supervision, and managing employee relations. The role of the human resource manager includes maintaining personnel records, benefits, compensation, research, and motivation. Human resource planning and management use tools like social media, management information systems, and policies to achieve strategic goals.

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    Personal Management: Functions in Organization

    Uploaded by

    Ej Cardenas
    40 views6 pages
    Personal management involves functions like human resource management, staffing, and managing human capital. The objectives of staffing and personnel management are to procure the right employees, train them, develop policies, ensure satisfaction, and establish work relationships. Human resource activities include determining staffing needs, recruiting, supervision, and managing employee relations. The role of the human resource manager includes maintaining personnel records, benefits, compensation, research, and motivation. Human resource planning and management use tools like social media, management information systems, and policies to achieve strategic goals.

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    Personal Management

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    Personal management involves functions like human resource management, staffing, and managing human capital. The objectives of staffing and personnel management are to procure the right employees, train them, develop policies, ensure satisfaction, and establish work relationships. Human resource activities include determining staffing needs, recruiting, supervision, and managing employee relations. The role of the human resource manager includes maintaining personnel records, benefits, compensation, research, and motivation. Human resource planning and management use tools like social media, management information systems, and policies to achieve strategic goals.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    40 views6 pages

    Personal Management: Functions in Organization

    Uploaded by

    Ej Cardenas
    Personal management involves functions like human resource management, staffing, and managing human capital. The objectives of staffing and personnel management are to procure the right employees, train them, develop policies, ensure satisfaction, and establish work relationships. Human resource activities include determining staffing needs, recruiting, supervision, and managing employee relations. The role of the human resource manager includes maintaining personnel records, benefits, compensation, research, and motivation. Human resource planning and management use tools like social media, management information systems, and policies to achieve strategic goals.

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    © All Rights Reserved
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    of 6

    Personal Management

    Functions in Organization
    Managerial Functions
    Operative Functions

    Human Resource Management


    Managing Human Resource
    Maximization of the performances and manages the human capital of a firm

    Staffing or Personnel Management


    Process of Hiring, positioning in an organization

    Human resources
    are the people who makes the workforce of an organization
     Human Capital
     Talent
     Labour
     Personnel

    Managerial Functions
    -Planning
    -Organizing
    -Directing
    -Controlling

    Operative Functions
    -Employment
    -Training and Development
    -Remuneration
    -Working Conditions
    -Motivation
    -Personnel Records
    -Industrial Relations
    -Morale studies & Personnel Research

    Objectives of Staffing & Personnel Management


    -To Procure the right type of people
    -To train and develop
    -To develop Personnel Policies
    -To establish desirable working relationships
    -To ensure satisfaction of the needs of the employees
    HR activities
    - Determine needs if the staff
    - Determine to use temporary staff or hire employees to fill this need
    - Recruit or train the best employees
    - Supervise the work
    - Manage employee relations, unions, and collective bargaining
    - Prepare employee records and personnel policies
    - Ensure high performance

    The Role of the Human Resource Manager


    -Personnel records
    -Insurance Benefits
    -Unemployment compensations
    -Personnel research
    -Motivation

    ManPower Planning
    -is a process of determining and ensuring that the organization will have an
    adequate number of qualified personnel.
    Significance:
    -Shortage and surplus will be revealed
    -Manpower forecasting
    -Reducing the labour cost
    -To identifying talents
    Job analysis
    is a systematic collection and compilation of data about each job in the organization
    to redesign each job in such a manner so as to distinguish it from the other jobs

    Job Specification
    -A statement of qualifications required to perform a specific job.
    -It is a document which states the minimum acceptable human qualities to perform
    a job properly. These may relate to:
    -Educational Qualification
    -Training and Experience
    -Physique and health
    -Personality
    -Mental abilities
    -Maturity
    -Creativity
    -Aptitude

    Planning & Process of Human Resource Management

    Competencies
    are defined as observable abilities, skills, knowledge, motivations or traits defined
    in terms of the behaviors needed for successful job performance

    Human resource
    planning is a process that identifies current and future human resources needs for
    an organization to achieve its goals.

    Competitive Market
    - The so-called war talent has driven a mark increase of attention and investment in the
    talent management space as new vendors continue to enter to support an ever-growing
    demand for strategic human resources application.

    Human resource planning


    is a process that identifies current and future human resources needs for an
    organization to achieve its goals.

    Tools and Technologies


    Human resources use various tools and technologies to achieve goals, especially
    when it comes to strategic planning.

    Social Media
    - This discipline emphasizes harnessing social media for effective human resource
    management.

    Management Information Systems (MIS)


    - Systems designed to support the activities of company or organizational management.

    Policy
    Policies are set to assist in SHRP.

    Common Policies
    Equal Employment Opportunity Policies
    Employees Classifications
    Workdays, Paydays, and Pay Advances
    Overtime Compensation
    Meal Periods and Break Periods
    Payroll Deductions
    Vacation Policies
    Holidays
    Slick Days and Personal Leave
    Performance Evaluations and Salary Increase
    Performance Importance
    Termination Policies

    BEHAVIORAL SCIENCE
    - Behavioral Science is the scientific study of human behavior.

    THEORIES

    Strategic Human Resource Management


    - “Critical importance of human resources to strategy, organizational capability to adapt
    to change and the goals of the organization”

    Resource Dependency Theory


    - The that organizations are not self sustaining there thy must depend on outside
    resources to stay functioning.

    History
    - High-commitment management firms are designed by their founders or transformational
    chief executives sustained high commitment from employers.

    Self-Directed Work Teams


    - “the individual became a team and the team gave itself wholeheartedly and spontaneously
    to cooperation”.

    Interview Programs
    - It is discovered that the interview program set up by the study inherently gave the
    employees a sense of higher purpose.

    Problem-Solving Teams
    - Teams working without coercion form above or limitation from below could astonish even
    their own expectation of themselves.

    Cross Training
    - It is discovered that the training brought the employees together and formed a
    connection in which all the employees were dedicated to the company’s mission.

    Difference from Other Management Strategies


    - High commitment practices assume natural theories of motivation rather than
    considerably different rational theories of motivation.

    Employee Motivation
    - Practices and strategies from rational system management are extreme. The rational
    system focuses on either punishment or incentives.

    Employee Control
    - The rational system of management discourages job autonomy, believing that such
    freedom will only lower productivity because employees will elect not to work.

    Influence on Corporate Structure


    - Institutions with rational management tend to have a steep hierarchy with many ranks
    between floor-workers and executives.

    Human Resource Accounting


    is the process of identifying and reporting investments made in human resource of
    an organization that are presently unaccounted for in the conventional accounting practice.
    Methods

    Cost Approach
    - This method is also called an acquisition model. This method measure the organization’s
    investment in employees using five parameters; recruiting, acquisition, formal training and
    familiarization, informal training and familiarization, and experience and development.

    Replacement Cost Approach


    - This approach measures the cost of replacing an employee.

    Present Value of Future Earnings


    - This method helps in determining what an employee’s future contribution is worth today.

    Value of The Organization


    - When an organization had several divisions seeking the same employee, the employee
    should be allocated to the highest bidder and the bid price incorporated into that
    division’s investment base.
    Expense Model
    - This model focuses on attaching dollar estimates to the behavioral outcomes produced
    by working in an organization.

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