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What are ways in which personnel management can be used in an organization?
Wiki User
∙ 6y ago
The responsibility of personnel department deals particularly with searching and recruiting the right candidate, placing for utilization in the organization and training for maintaining effective work force that will support in achieving the organizational objectives. Moreover personnel management is significant to stay competitive through the developments and providing required training for employees to stay state-of-the-art on their jobs by encouraging employees to carry on their education by subsidizing education costs and notifying employees of seminars that would help in the development of job skills. The main target of human resources professionals is to retain the employee in the competitive business contexts while providing successful pay and benefits package to attract employees, ensure carrier advancement and interactive performance evaluation process to maximize the potential. Effective personnel management creates strong bonds between the employer and employee. Also encourages employees to expand sense of teamwork by learning together and respect the others in the company during the process of decision making.
Wiki User
∙ 6y ago
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Why do you need to study personnel management?
Studying personnel management is important because it provides the foundation for managing a successful workforce. Personnel management involves the development of strategies and policies that relate to the recruitment, selection, training, development, and performance appraisal of employees. It also covers the management of employee benefit systems and labor relations. Studying personnel management provides a comprehensive understanding of the key principles and practices related to effective personnel management.Understanding the principles and practices of personnel management can be beneficial in the following ways: It helps to ensure that a company's personnel policies are in compliance with applicable laws and regulations. It enables managers to develop and implement effective recruitment, selection, and training programs. It helps to ensure that employees are treated fairly and equitably. It helps to improve communication between management and employees. It helps to create a positive and productive work environment.Studying personnel management can help to ensure that a company is able to attract and retain the best talent, as well as create an environment where employees are able to perform at their highest level.
How human resources management evolved from personnel management?
In what several ways human resource manages can have a direct impact on organizational performance.
What is the difference between Human Resource Management and Personnel Management?
There is not a really big difference between Human Resource Management and Personnel Management, in actual fact "Human Resources" have largely replaced the term "Personnel Management". Human Resource Management is basically much broader in scope than Personnel Management. Human Resource Management could be described in two ways. Strategic and Proactive. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organisations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce. Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand. Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented. Personnel Management could also be seen as a independent way of managing. It is a sole responsibility of the organisation. Quoted: "When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce. Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization's personnel department. With human resources, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks. As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators."
What is the difference between personnel management and human resource management?
There is not a really big difference between Human Resource Management and Personnel Management, in actual fact "Human Resources" have largely replaced the term "Personnel Management". Human Resource Management is basically much broader in scope than Personnel Management. Human Resource Management could be described in two ways. Strategic and Proactive. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organisations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce. Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand. Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented. Personnel Management could also be seen as a independent way of managing. It is a sole responsibility of the organisation. Quoted: "When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce. Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization's personnel department. With human resources, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks. As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators."
Would a project management organization be different from an organization for regular manufacturing in what ways?
The approach may vary based on their product and market focus.
How human resource management evolved from personnel management?
In what several ways human resource manages can have a direct impact on organizational performance?
Ways in which information can be used to assist medicinal personnel?
to check patient if there are sick
State two ways in which management can resolve conflict within organization?
communicate to the workers encourage workes to work as a team
What are the facilitate the growth and development of organization?
examine the various ways and means by which control management is utilised to facilitate the growth and development of organisation
What are management's roles and responsibilities in decision implementation?
Management's roles and responsibilities in decision implementation is very critical in any organization. It is the duty of management to find practical ways of implementing decisions without interfering with normal output in an organization.
What are 3 ways of organizing data?
There are various ways to organize data. Chronological or data management via a measure of time that runs either forward or backward is often used. Value and size, in which items are measured based on either largest of smallest size comparisons is another method of data organization. Deductive organization states the conclusions with clearly stated information.
What are merits and demerits of management accounting?
Merits of Management AccountingManagement Accounting helps in Budgeting by classifying and calculating costs and estimating the costs and revenues for the future. Management Accounting plays a major role in the internal decision making for the organization. Management accountants also find ways to manage the organization's resources in a better way by doing cost savings. Management Accounting makes it possible for the management to understand the needs of the organization and those of the different departments.Using Management Accounting is very important because it helps in managing the internal operations of an organization. Just as Financial accounting is vital for external investors and creditors, Management Accounting is important for the internal managers.
