Assignment 9: Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words)
Regarding this task, I chose as my interviewee the administrative officer V of the Personnel Section of the Administrative Division of The Department of Education Regional Office XI.
Asked about her concept about human resource management, from its nature and scope to its role in their firm, the following are her answers based on her own insights and the views of the firm she involved in.
Human Resource Management
Nature
It is about managing the employees of the organization. It includes the keeping track of records their attendance, their benefits, their concerns, trainings of different office divisions. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
Scope
As she mentioned, the regional office consists of five divisions namely the Elementary Division, Secondary Division, Administrative Division, Budget and Finance, and Alternative Learning System. The Administrative Division classifies different sections which include Legal, Cashier, Supply, Record and the Personnel Section. The Personnel Section is considered as their Human Resource Management. The Human Resources Management (HRM) function includes a variety of activities including managing your approach to employee benefits and compensation, employee records and personnel policies. Aside from managing the office’s employees, The Dep Ed XI also caters the needs of the divisions of Region XI, from the divisions down to the districts and from the districts down to the schools in the said region.
Their management however is limited to some aspects. Of course, they are not ones who manage the office’s supplies, budget and finance. From the word itself, one can understand their scope of management. They only manage the important matters of their “employees” as great resource in their organization. It also includes the records of the employees as opposed to the function of the record section which keeps the records of the regional office.
Role
In all organizations, there should be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources (HR).
Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company. Workforce planning, Recruitment (sometimes separated into attraction and selection)
Induction and Orientation, Skills management, Training and development, Personnel administration, Compensation in wage or salary, Time management, Travel management (sometimes assigned to accounting rather than HRM), Payroll (sometimes assigned to accounting rather than HRM), Employee benefits administration, Personnel cost planning and Performance appraisal.
Human resource management serves these key functions: Recruitment & Selection, Training and Development (People or Organization), Performance Evaluation and Management, Promotions/Transfer, Redundancy, Industrial and Employee Relations, Record keeping of all personal data., Compensation, pensions, bonuses etc in liaison with Payroll, Confidential advice to internal 'customers' in relation to problems at work , Career development , Competency Mapping (Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role.) , Time motion study is related to HR Function, and Performance Appraisal.
Is her concept similar to that of the organization?
Based on the answers of the interviewee, it is then concluded that her concepts and the organization’s are similar to each other. On previous discussions, it is realized that personnel management and human resource management are just synonymous to some organization while the other distinguished their differences. Dep Ed XI Personnel Section allows the similarity to take in the context of managing their workforce. It is evident in our visit. When we asked to be sent to the human resource department, we end up in their personnel section.
Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels.
It is stated that the term means an administrative discipline in the company which provides the specific needs of the people ware so as their benefits and incentives and other programs. Additionally, this discipline is merely concerned on the processes with regards to the "EMPLOYEES" in the company.
Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.
This definition is generally meant for all the people, their skills, and its development in their respective organizations. Personnel management is the discipline which manages all of the processes concerned in the people of the organization. These processes start in the hiring of the employees to their development or growth and also to the level of managing tensions that arises among the employees.
Source. http://www.zeromillion.com/business/personnel/personnel-mangement.html#ixzz0QfaMPmTf
Nature
It is about managing the employees of the organization. It includes the keeping track of records their attendance, their benefits, their concerns, trainings of different office divisions. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
Scope
As she mentioned, the regional office consists of five divisions namely the Elementary Division, Secondary Division, Administrative Division, Budget and Finance, and Alternative Learning System. The Administrative Division classifies different sections which include Legal, Cashier, Supply, Record and the Personnel Section. The Personnel Section is considered as their Human Resource Management. The Human Resources Management (HRM) function includes a variety of activities including managing your approach to employee benefits and compensation, employee records and personnel policies. Aside from managing the office’s employees, The Dep Ed XI also caters the needs of the divisions of Region XI, from the divisions down to the districts and from the districts down to the schools in the said region.
Their management however is limited to some aspects. Of course, they are not ones who manage the office’s supplies, budget and finance. From the word itself, one can understand their scope of management. They only manage the important matters of their “employees” as great resource in their organization. It also includes the records of the employees as opposed to the function of the record section which keeps the records of the regional office.
Role
In all organizations, there should be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources (HR).
Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company. Workforce planning, Recruitment (sometimes separated into attraction and selection)
Induction and Orientation, Skills management, Training and development, Personnel administration, Compensation in wage or salary, Time management, Travel management (sometimes assigned to accounting rather than HRM), Payroll (sometimes assigned to accounting rather than HRM), Employee benefits administration, Personnel cost planning and Performance appraisal.
Human resource management serves these key functions: Recruitment & Selection, Training and Development (People or Organization), Performance Evaluation and Management, Promotions/Transfer, Redundancy, Industrial and Employee Relations, Record keeping of all personal data., Compensation, pensions, bonuses etc in liaison with Payroll, Confidential advice to internal 'customers' in relation to problems at work , Career development , Competency Mapping (Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role.) , Time motion study is related to HR Function, and Performance Appraisal.
Is her concept similar to that of the organization?
Based on the answers of the interviewee, it is then concluded that her concepts and the organization’s are similar to each other. On previous discussions, it is realized that personnel management and human resource management are just synonymous to some organization while the other distinguished their differences. Dep Ed XI Personnel Section allows the similarity to take in the context of managing their workforce. It is evident in our visit. When we asked to be sent to the human resource department, we end up in their personnel section.
Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels.
It is stated that the term means an administrative discipline in the company which provides the specific needs of the people ware so as their benefits and incentives and other programs. Additionally, this discipline is merely concerned on the processes with regards to the "EMPLOYEES" in the company.
Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.
This definition is generally meant for all the people, their skills, and its development in their respective organizations. Personnel management is the discipline which manages all of the processes concerned in the people of the organization. These processes start in the hiring of the employees to their development or growth and also to the level of managing tensions that arises among the employees.
Source. http://www.zeromillion.com/business/personnel/personnel-mangement.html#ixzz0QfaMPmTf
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ReplyDeleteCompetency Mapping Process