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Definitions of Terms

• Management
• Leadership
• Administration
• Personnel Management
• Human Resource Management
-is a universal in the modern industrial world. Every organization requires
the making of decisions, the coordinating of activities , the handling of people
and the evaluation of performance directed toward group objectives.
Functions of Management
1.Decision Making – the process by which a course of action is consciously chosen
from available alternatives for the purpose of achieving a
desired result.
2. Organizing- the process by which the structure and allocation of jobs are
3. Staffing – the process by which managers select, train, promote, and retire
4.Planning- the process by which a manager anticipates the future and discovers
alternative courses of action open to him.
5. Controlling- the process that measures current performance and guides it toward
some predetermined goal.
6. Communicating- the process by which ideas are transmitted to others for the
purpose of affecting a desired result.
7. Directing- the process by which actual performance of subordinates is guided
toward common goals. Supervising is one aspects of this function at
lower levels where physical overseeing of work is possible.
-Involves personal qualities which enable one person to induce others to follow.
- It is about mobilizing people to tackle the toughest problems and to do their best work.
Leadership is embedded in every one of us, but the key is to unlock our
personal passion which will give us the courage to do things that appear difficult, uncertain or even

You must have an honest understanding of who you are, what you know, and what you
can do.

Different people require different styles of leadership. For example, a new hire requires
more supervision than an experienced employee does. A person who lacks motivation
requires a different approach than one with a high degree of motivation. You must
know your people! The fundamental starting point is having a good understanding of
human nature, such as needs, emotions, and motivation. You must come to know your
employees' be, know, and do attributes.
You lead through two-way communication. Much of it is nonverbal. For instance,
when you “set the example,” that communicates to your people that you would not ask
them to perform anything that you would not be willing to do. What and how you
communicate either builds or harms the relationship between you and your employees.

All situations are different. What you do inone situation will not always work in
another. You must use your judgment to decide the best course of action and the
leadership style needed for each situation. For example, you may need to confront an
employee for inappropriate behavior, but if the confrontation is too late or too early,
too harsh or too weak, then the results may prove ineffective
Principles of Leadership

1. Know yourself and seek self-improvement- In order to know yourself, you have to understand
your be, know,and do,attributes. Seeking self-improvement means continually strengthening
your attributes. This can be accomplished through self-study, formal classes, reflection, and
interacting with others.
2. Be technically proficient- As a leader, you must know your job and have a solid familiarity with
your employees' tasks.
3. Seek responsibility and take responsibility for your actions- Search for ways to guide your
organization to new heights. And when things go wrong, as they often tend to do sooner or later —
do not blame others. Analyze the situation, take corrective action, and move on to the next challenge.
4. Make sound and timely decisions- Use good problem solving, decision making, and planning
5. Set the example- Be a good role model for your employees. They must not only hear what they
are expected to do, but also see. We must become the change we want to see- Mahatma Gandhi
6. Know your people and lookout for their well-being- Know human nature and the importance of
sincerely caring for your workers.
7. Keep your workers informed- Know how to communicate with not only
them, but also seniors and other key people.
8. Develop a sense of responsibility in your workers- Help to develop good character traits that
will help them carryout their professional responsibilities.
9. Ensure that tasks are understood, supervised, and accomplished- Communication is the key
to this responsibility.

-is a component part of management.

-is the function in industry concerned with determination of the corporate policy, the
coordination of finance,
production and distribution, the settlement of compass of the organization under the
ultimate control of the
Personnel Management

Personnel Management
• Personal management to procure right type of people for right jobs
• To train and develop human resources
• To develop personnel policies
• To establish desirable working relationship
• To ensure satisfaction of the needs of the employees

Personnel Management is the Planning, Organizing, Directing and

Controlling of the Procurement, Development, Compensation, Integration,
Maintenance & Separation Of human resources to the end that individual,
organizational, and societal objectives are accomplished.
Human Resource Management

-Human resource management, as a discipline and practice in the

management of people in an organization, has evolved and developed into
different areas. These disciplines and practices have gone through a process
of trial and error, theory building and testing of various concepts by
practicing managers and academics.
The underlying forces behind the evolution and development of human
resource management have been (and still are) mainly environmental, and
the quest for knowledge of better ways of acquiring
and utilizing labor. The changing organizational environment in the
marketplace pushed managers to improve efficiency in the production and
service delivery processes by increasing their ability to use the best
practices of people management at the time.

-Is a discipline and practice in the

management of people in an organization.
-A department within an organization
that deals with the people who work for
that organization.

-Is the planning , organizing, directing and

controlling of the procurement,
development, compensation, integration,
maintenance and separation of human
resources to the end that individual,
organizational, and societal objectives are

Hiring the right type of people for right jobs.

Training and develop human resources.

Developing personal policies.

Establishing desirable working relationship.

Ensuring satisfaction of the needs of employees.

Presented by:


-Said to be the framework of many activities taking

place in view of goal available in a concern.
-Can be called as a physical framework of various
interrelated activities.
-In personnel management, a manager has therefore
to understand the importance of organizational

-Tells the people the activities to be performed

in an organization.
-It is said that the goals of an organization can
be achieved only through the functional
department in it.

-The presence of manpower becomes vital in an

organizational structure (where the main aim is
to achieve the goals).
-People with different skills are appointed.
- People form the most important element because:

The organizational structure is meaningless without it.

It helps to achieve the goals of the organization.

It helps in manning the functional areas.

It helps in achieving the functional departmental goals.

They make the organization operational.

They give life to a physical organization.

-The are different types of people which are
generally required in a concern are:

Physically Fit
Creative People Intellectual People

Proficient and
Technical People
Skilled People
-In personnel management, a personnel manager has to
understand the relationship of the three (3) elements and their
importance in organization. He has to understand basically the
three (3) relationships:
Helps making a job
ORGANIZATION effective and significant.

Helps give due importance

to organizational structure PEOPLE
and role of people in it.

Helps make the job itself

JOB important.