What Is Personnel Management?
Personnel management is generally defined as managing the human aspects of a commercial enterprise.
Personal management’s responsibility is to promote and encourage maximum productivity of its employees by allocating and supervising the employees’ actions under its supervision. Most businesses are highly reliant on employees.
What Is Personnel Management?
Personnel management is the role of a manager who manages people and their relationships within an organization.
A company’s personal management department facilitates the acquisition of more satisfied personnel, thus propelling the company to enormous heights.
Personnel management teams employ people based on the organization’s needs, provide them with the necessary training to improve their skills, maintain adequate working conditions, and promote a harmonious relationship between the workers and the management.
The ability to plan and organize employees in such a way to maximize both human and material resources has a huge impact on how well a company manages its resources.
Personal management offers powerful incentives that motivate and encourage full cooperation, and it is very easy to implement.
This company encourages its employees to work hard to develop their skills and potential.
What Are Functions of Personnel Management?
Personnel management tasks can be considered advisory because they recommend actions that benefit their employees. There are several different subheadings for these; for example-
1. Human Resources Planning
Personnel planning is regarded as one of the most important aspects of personal management, and it involves the placement of the right kind and amount of people in the right place and at the right time to make the organization as productive as possible.
Many steps are involved in the process of workforce planning, and they include the following:
- The current inventory should be reviewed, and note the types and numbers of departments and the number of people employed.
- Next, computers must be used to make future forecasts based on indexing, past projections, statistical analysis, and expert surveys.
- Develop an employment program that combines placement plans, selection procedures, and recruitment plans that meet the needs of employees based on an analysis of current stock and projections for the future.
- Developing training programs is the final step to expanding employees’ knowledge and abilities.
The following are examples of the significance of human resources planning:
- It is possible to achieve higher productivity levels through better human resource planning because it can reduce waste in terms of money, time, energy, and effort.
- The employee is communicated with and supervised effectively because of excellent workforce planning, which creates a positive working environment.
- The workforce planning process places a strong emphasis on motivating programs and other incentives to maximize the utilization and involvement of its personnel.
The following are some of the benefits of manpower planning:
- Providing stability to a company entity through good management of its human resources
- It is important to identify both surpluses and shortages to take action appropriately.
- Develops and implements training programs to enhance talent.
- Identifying the source of the overstaffing problem and reducing labor costs by doing so
- Using human resources to broaden the scope of a company’s operations.
2. Personal Development and Training
Most firms prioritize training their employees since it enhances their abilities to perform at their best.
Employees, both new and old, have the option of receiving training. The two types of training available are on-the-job training and off-the-job training.
The on-the-job training strategy involves interacting with employees while performing their regular duties through coaching, job rotation, and other methods.
Off-the-job training involves educating employees in separate workshops or conferences, or seminar sessions outside the workplace.
While this is an outlay of money, the organization sees long-term benefits.
The following are some of the benefits of providing employees with a training program:
- Enhancement of employees’ self-confidence – Training acts as a motivating force for employees, instills a sense of self-confidence, and improves morale.
- Productivity increases when employees are properly trained – they learn new skills to deal with the difficulties their companies face today. This reduces wastage while simultaneously increasing the productivity of the workforce.
- Training allows employees to improve their skills and knowledge, resulting in less wasted time and effort.
- It reduces the likelihood of accidents occurring – By enhancing the employee’s ability to perform their job functions, proper training minimizes the likelihood of accidents occurring.
- It increases your chances of receiving a raise or promotion – The additional skills and knowledge you gain with training make you more likely to receive a raise or promotion as you become qualified to take on more responsibilities.
3. Recruiting & Personnel Management
Personal management also has a role in the recruitment process, which is something else it does.
It is further separated into two sections, which are as follows:
Internal Recruitment
Promotions through internal job advertisements, transfers, and re-employment of individuals the organization previously employed are examples of the sources of the internal recruitment process.
External Recruitment
As the name implies, the sources of external recruitment are clearly outside the organization and include the following individuals:
There is a great deal of work on the industrial level.
It is feasible to post job openings outside the factory’s entrance gate on bulletin boards.
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There are many important sources of information for the external recruitment process, including newspapers, business journals, and social media sites.
Employment Agencies
Professional organizations aim to provide jobs or services to businesses that need employees or services.
The employment firms, which provide essential manpower, have emerged as one of the most significant sources of foreign recruitment in the last few years.
Employment Exchange
The government operates employment exchanges that help recruit candidates for government-owned companies.
Campus recruitment
Many educational institutions have set up recruitment cells to help new graduates get jobs after graduation.
Recommendations
It is also beneficial to receive recommendations from well-known or highly-placed sources when a company is recruiting from outside.
4. Employee Selection & Personal Management
Personal management is responsible for selecting the most qualified candidates for available positions.
The procedure is carried out systematically and involves the phases outlined below.
Preliminary Interview
A screening or preliminary interview is less formal than an interview conducted at the final stage of the process.
It is generally conducted to narrow down the number of candidates who meet the criteria set by the employer.
There is more formality in the final interview than screening or preliminary.
The interviewer evaluates candidates’ abilities, knowledge competencies, and credentials to determine which candidates are best suited to the position and should be allowed to move forward.
Application Blanks
Applicants who have completed the preliminary interview fill out this form with information regarding their qualifications, age, work experience, and reasons for leaving previous jobs.
Written Tests
An employee selection process uses written tests to evaluate a candidate’s potential, such as personality tests, intelligence tests, and aptitude tests.
Interview for Employment
Interviews with prospective employees are conducted one-on-one with the hiring management team members.
The purpose of the interview is to determine whether or not a candidate is suitable for the position in question.
An examination of the medical condition
A medical examination has become a standard part of the selection process for new employees, and it is done everywhere to determine that the applicant is physically fit for the position.
Letter of Appointment
Generally, an appointment letter expresses the employer’s intent to hire the applicant, and it is only sent after the applicant has navigated through all obstacles in his path.
What Are The Objectives of Personal Management?
Personal management aims to achieve the following:
- Improve the working conditions of employees to achieve the most efficient use of human resources.
- It is essential to have good working relationships amongst all employees in a firm.
- Training and education should be available to employees to grow and gain promotion.
- Employees’ levels of dedication, loyalty, and participation should be raised.
- Making a clear distinction between the accountability and obligation of each role
- By providing mental fulfillment, we may meet the demands of both groups and individuals. It is critical to ensure that an employee’s job security is ensured for him to be able to perform without feeling the undue strain.
- Monetary compensation is provided in the event of illness, death, or old age to ensure social and economic security.
- Keeping friction between employees, as well as between management and staff, to a minimum
