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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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