The definition of personnel management is; the control or management of a workforce or employees within an organisation and keeping their satisfaction levels maintained as well as ensuring that personnel are fully able to comply with orders given.
Personnel management is a form of responsibility where the management of people as well as employees, specialists etc. are maintained and their levels of satisfaction are met. Personnel managers counsel, convey, and apply specific personnel policies such as recruitment, the conditions of employment, performance appraisals, training, etc. There are differing structures and frames of personnel management and an example of this is human resource management, which is a more recent form of the personnel management world of today
The activities carried out by an employee, and the orders he/she follows, is an example of personnel management being carried out or implemented. It displays an example of some form of activity being carried out by personnel/staff which has ultimately been ordered by the personnel manager. The manager, as mentioned before, controls the welfare, happiness, satisfaction and most obviously, the actual maintenance of his/her very own employees. The definition of personnel management can also be found in a differing context within a form of management called human resource management.
In regards to human resource management, it is a product of the human welfare movement from the early 20th century, when researchers began to document ways of creating business values through the calculated management of the labour force. The job was primarily dominated by transactional work such as salary and benefits direction but due to globalisation, business association, technological progressions, and further research, Human Resource Management now focuses on a strategic group of enterprises like unions and acquirements, this also has certain diversity around itself also. But in start-up companies, HRM duties may be performed by a minority of trained professionals or even by non-HRM staff this may be because larger, more industrialised companies usually house an entire well-designed group dedicated to the task, and with staff specialising in various HRM tasks and functional leadership engaging in strategic decision, this making creates impact throughout the whole business.
The roles of personnel managers vary in differing ways. They work within both authoritative functions as well as operational processes. A few examples can be found such as providing assistance towards higher management groups who are usually found to control the organisation itself or the key elements used to run it. At times, the personnel manager is found to be advising other managers who are within the same department as their own or in different departments. Sometimes, he/she is found to advise managers such as line managers or human resource managers as specialists or assistants or simply for another cause. At other times, they work as counsellors, mediators, spokesmen, representatives etc. in short, they can have duties and responsibilities which can extend towards many directions.
To reemphasise, the definition of personnel management is the control, advice, recruitment, creating performance appraisals, training and maintaining the welfare of employees or personnel.Do You Like This Post?