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    Niel Vincent Catapang
    This document discusses personnel management and its functions within an organization. It outlines key responsibilities of human resources departments, including hiring and training employees, managing compensation and benefits, handling employee relations, and ensuring legal compliance. The goals of human resource management are also discussed, such as maintaining productivity, developing training programs, increasing employee engagement, and creating HR policies. Issues specific to international human resource management are also covered, such as developing local talent through training, offering competitive compensation globally, and challenges with performance evaluations across borders.

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    8.reporter em 206

    Uploaded by

    Niel Vincent Catapang
    120 views35 pages
    This document discusses personnel management and its functions within an organization. It outlines key responsibilities of human resources departments, including hiring and training employees, managing compensation and benefits, handling employee relations, and ensuring legal compliance. The goals of human resource management are also discussed, such as maintaining productivity, developing training programs, increasing employee engagement, and creating HR policies. Issues specific to international human resource management are also covered, such as developing local talent through training, offering competitive compensation globally, and challenges with performance evaluations across borders.

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    Personnel Management

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    8.REPORTER EM 206

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    This document discusses personnel management and its functions within an organization. It outlines key responsibilities of human resources departments, including hiring and training employees, managing compensation and benefits, handling employee relations, and ensuring legal compliance. The goals of human resource management are also discussed, such as maintaining productivity, developing training programs, increasing employee engagement, and creating HR policies. Issues specific to international human resource management are also covered, such as developing local talent through training, offering competitive compensation globally, and challenges with performance evaluations across borders.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    120 views35 pages

    8.reporter em 206

    Uploaded by

    Niel Vincent Catapang
    This document discusses personnel management and its functions within an organization. It outlines key responsibilities of human resources departments, including hiring and training employees, managing compensation and benefits, handling employee relations, and ensuring legal compliance. The goals of human resource management are also discussed, such as maintaining productivity, developing training programs, increasing employee engagement, and creating HR policies. Issues specific to international human resource management are also covered, such as developing local talent through training, offering competitive compensation globally, and challenges with performance evaluations across borders.

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    of 35

    PERSONNEL MANAGEMENT: ITS FUNCTIONS

    AND ROLES IN THE ORGANIZATION

     Personnel Programs, Policies and their Administration


     Goals of Human Resource Department
     Responsibilities of Human Resource Department
     Specific Human Resource Issues in Internatonal Business
     Domestic Issues in International Human Resource
    Management

    JASMIN M. AMANTE
    Reporter
    A personnel policy is a preplanned
    course of action establishing a guide
    to work toward acceptable
    outcomes and objectives. Personnel
    policies are the rules that govern
    how to deal with a human resources
    or personnel related situation.
    Personnel administration is
    another term for a human
    resources (HR) job. Duties of
    a personnel
    administrator include hiring and
    training employees, carrying out
    evaluations and handling employee
    grievances
    Personnel management is defined
    as an administrative specialization
    that focuses on hiring and
    developing employees to become
    more valuable to the company. It
    is sometimes considered to be a
    sub-category of human resources
    that only focuses on
    administration.
    Personnel policies help
    implement a consistent approach
    to management. According to
    Gregorio Billikopf at the University
    of California, Berkeley, “Policies
    can be a fine tool in
    reducing perceptions of arbitrary
    treatment of employees.”
    Personnel policies provide a
    framework for uniform and
    consistent administration. They help
    employees understand the
    reasoning behind decisions and
    prevent favoritism--real or
    perceived.
    Personnel policies outline the hiring
    procedure, including whether they
    should be tested first, information
    about a trial period or other training
    matters. They also outline pay
    functions, including salaries,
    commission and bonuses so that
    employees have a clear goal and
    method of reward.
    A good personnel policy will help
    match each employee in the
    correct position and make your
    company into an organized and
    coordinated team. It outlines job
    training for each position, and
    following the guidelines should
    make every employee fully
    prepared for their work.
    Personnel policies create security
    within the opportunity, and provide
    incentive and recognition. Explicit
    policies help your employees
    perform their jobs at their best and
    work toward career goals and the
    future.
    Your personnel policies should
    cover three areas: employer
    expectations, employee
    expectations and administrative
    issues, and should all be included in
    your employee handbook or other
    training or procedural materials.
    Employer expectations include:

    attendance
    punctuality
    time off
    job requirements
    and possibly Internet or drug
    policies.
    Employee expectations include:

    Compensation
    salary
    benefits
    sexual harassment
    privacy rights
    equal opportunity employment
    and any grievance procedures
    Administrative issues include
    any disclaimers or changes to the
    handbook or other policies.
    The human resources department
    handles a range of different functions
    within an organization. The department
    is responsible for:

     Hiring and Recruiting


     Training and Development
     Handling Compensation
     Employee Benefits
     Employee Relations
     Legal Responsibilities
    Hiring and Recruiting
    The department actively recruits, screens,
    interviews and hires qualified candidates for
    open positions. The department administers
    skills assessment and personality tests to
    match candidates with the right job within the
    company. The human resources department
    also develops employee handbooks that
    explain company policies and procedures to
    new hires.
    Training and Development

    The human resources department handles the


    training and development of staff within an
    organization. It creates training programs and
    conducts training for new hires and existing
    employees. The human resources department
    also works in conjunction with department
    managers and supervisors to determine the
    training needs of employees. They are also
    responsible for contracts with training
    providers and monitoring training budgets.
    Handling Compensation

    The human resources department is


    responsible for various aspects of employee
    compensation. The department typically
    handles employee payroll and ensures
    employees are paid accurately and on time,
    with the correct deductions made. Human
    resources departments also manage
    compensation programs that include pensions
    and other fringe benefits offered by the
    employer.
    Employee Benefits

    The human resources department manages all


    aspects of employee benefits, including health
    and dental insurance, long-term care or
    disability programs as well as employee
    assistance and wellness programs. The
    department keeps track of employee absences
    and job-protected leave, such as family medical
    leave. Human resources department
    representatives ensure employees receive the
    proper disclosures regarding benefit eligibility
    or if benefits are no longer available because
    of a layoff or termination.
    Employee Relations

    The human resources department handles employee


    relations matters within an organization. Employee
    relations involves employee participation in different
    aspects of organizational activities. The department
    maintains the relationship between employees and
    management by promoting communication and
    fairness within the company. The department also
    handles disputes between employees and
    management, as well as disputes between the
    company and labor unions or employee rights
    organizations.
    Legal Responsibilities

    The human resources department is


    responsible for interpreting and enforcing
    employment and labor laws such as equal
    employment opportunity, fair labor standards,
    benefits and wages, and work hour
    requirements. The department also
    investigates harassment and discrimination
    complaints and ensures company officials
    remain compliant with United States
    Department of Labor regulations.
    Goals of Human Resource
    Management

    1. Maintain Productivity with


    workplace Planning
    2. Develop Evaluation Processes
    and Training Programs
    3. Increasing Employee Engagement
    4. Policy Creation and Education
    According to
    BerniePortal's 2019 HR survey
    report, “HR Today and
    Tomorrow,”
    most HR professionals are
    planning to focus on increased
    adoption of technology to
    automate more tasks in 2019 so
    to focus more on strategic
    organizational goals
    Domestic HRM is the process of
    procuring, allocating and effectively
    utilising the human resources in
    local countries. By the name
    itself,you should already have an
    idea that IHRMs work
    internationally or beyond national
    borders,whereas
    its domestic counterpart works
    within the set,local,national borders.
    International Human Resource Management –
    Issues
    There are basically three ways to meet the
    requirements of manpower in foreign ventures. First,
    a foreign company may send persons of its home
    country to manage its affairs in the host country.
    Second, it can hire people of the host countries to
    meet its human resource requirements there. Third, it
    can also utilise the services of third country nationals.
    International HRM is now accepted as the key source
    of competitive advantage for international business.
    2.Training and Development
    (T&D):
    Training and Development is an important
    area which calls for special attention in
    international human resource management.
    Although a sufficient number of qualified
    people with requisite academic background is
    available in India, they need suitable training to
    develop skills and capabilities commensurate
    with requirements of jobs assigned to them.
    3. Compensation:
    In international human resource
    management, compensation issues are
    of vital importance. Companies
    engaged in foreign businesses must
    offer lucrative compensation packages
    to all categories of employees in order
    to attract and retain talented and
    competent personnel.
    4. Performance Appraisal:
    Regular performance appraisal of various
    categories of functionaries in foreign
    business is also important in international
    human resource management. It is rather
    very difficult for the home- country
    management to evaluate performance of
    employees working abroad. The task of
    performance appraisal of such employees
    may be entrusted to competent appraisers
    of the host country.

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