2. Personal Management for project managment.pptx

personnel management

1. Sky Star Engineering Training Centre Personnel Management Approved Centre No. 836055 Daw Saw Sandar Oo ME (Civil - Transportation )

2. What is Personnel Management ? It is defined as obtaining, using and maintaining a satisfied workforce. It is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals. It is that part which is primarily concerned with human resource of organization.

3. Elements of Personnel Management Organization Organization is said to be the framework of many activities taking place in view of goals available in a concern. An organization can be called as a physical framework of various interrelated activities. Job The second element, i.e., jobs tell us the activities to be performed in the organization. It is said that the goals of an enterprise can be achieved only through the functional department in it. People The last and foremost element in personnel management is people. In a organizational structure, where the main aim is to achieve the goals, the presence of manpower becomes vital.

4. Personnel Manager Personnel manager is the head of personnel department. He performs both managerial and operative functions of management.

5. Roles of a Personnel Manager Personnel manager provides assistance to top management The top management are the people who decide and frame the primary policies of the concern. All kinds of policies related to personnel or workforce can be framed out effectively by the personnel manager. He advices the line manager as a staff specialist Personnel manager acts like a staff advisor and assists the line managers in dealing with various personnel matters.

6. Roles of a Personnel Manager As a counselor Personnel manager attends problems and grievances of employees and guides them. He tries to solve them in best of his capacity. As a mediator He is a linking pin between management and workers. As a spokesman Since he is in direct contact with the employees, he is required to act as representative of organization in committees appointed by government. He represents company in training programs.

7. Personnel Management Functions Manpower Planning Recruitment Employee Selection Training

8. Manpower Planning is also called as Human Resource Planning consists of putting the right number of people, the right kind of people at the right place, at the right time, doing the right things for which they are suited for the achievement of goals of the organization.

9. Recruitment Types of Recruitment Internal Recruitment is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal recruitment sources are primarily : Transfers Promotions (through Internal Job Postings) Re-employment of ex-employees

10. External Recruitment External sources of recruitment have to be solicited from outside the organization.

11. Some external recruitment sources are : Employment Agencies Educational Institutions Recommendations Labor Contractors Advertisements Unsolicited applications and resumes Internet recruiting Executive search firms Professional organizations Labor unions Public employment agencies Private employment agencies Temporary help agencies

12. Employee Selection It is the process of putting right men on the right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees.

13. Employee Selection Process

14. Preliminary Interview It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization.

15. Written Tests Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate.

16. Numerical and verbal reasoning tests. Ability tests fall into two categories: attainment tests (which assess the skills a candidate already possesses, such as typing skills), and aptitude tests (which assess the likely ability of candidates to acquire new skills).

17. Ability, aptitude and personality questionnaires are used mainly for managerial posts, while literacy and numeracy tests are more popular for clerical and secretarial positions. A 'personality test' is a method of assessing human personality constructs. Most personality assessment instruments are in fact introspective self-report questionnaire measures or reports of others such as rating scales. Personality tests

18. Employment Interviews It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not.

19. Cognitive ability tests are a form of psychometric assessment designed to measure general intelligence. The tests are widely used by organisations as part of the recruitment process in order to assess a candidate's competence and suitability for the role, and to predict future performance. Cognitive ability tests

20. Candidate is placed in a situation that they are likely to face in the job itself Work sample tests/job simulation tests

21. QUESTION: It is the night before your scheduled vacation. You are all packed and ready to go. Just before you get into bed, you receive a phone call from the plant. A problem has arisen that only you can handle. You are asked to come in to take care of things. What would you do in this situation? RECORD ANSWER: SCORING GUIDE: Good: “I would go in to work and make certain that everything is O.K. Then I would go on vacation.” Good: “There are no problems that only I can handle. I would make certain that someone qualified was there to handle things.” Fair: “I would try to find someone else to deal with the problem.” Fair: “I would go on vacation.” Sample Situational Interview Question

22. Medical examination Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.

23. Interview Do your homework Put the interview at ease Remain focused on your objective Keep the initiative Ask the right question Keep the interviewee talking Be aware of legal issues Take Notes Analyse and act on your information

24. Appointment Letter A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

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