Introduction
Personnel management also referred to as Human resource management is a body based on cautious management of affairs among persons at work. It aims at setting policies, developing them to better sets and maintaining them to enable workers to be efficient so that the organization can deriver utmost benefit in terms of efficiency and performance (Sisson 9).
The function of a personnel manager focuses on selecting and interviewing people, with an aim to placing individuals with the appropriate skill combination in the right sector within the company. In addition, the personnel manager may also supervise and be directly involved in the formation of admission level training programs, as well as education chances for the company’s staff. Determining company procedures (policies) and managing the health care program as they relate to personnel manager is another significant part of for the personnel management responsibility.
Main body
One important aspect of a corporation organization that absolutely needs the effort of an efficient personnel manager is the drafting of a corporation handbook. These requires establishing procedural policies and measures, requirements for employees, recommendation and disciplinary measures, guiding principles for dismissals and promotions and basic principle such as dress policy which is compared with state and federal rules before the handbook is released to the company in general. Personnel managers therefore best suited for drafting and reviewing the company handbook (Sisson 14).
An ideal association between the groups working for the company, the managers and employees, is an essential part of the personnel management as it strives to achieve maximum effectiveness and further yield the best benefits to the organization.
This division of management touches each and every part of management and is one of the major constituent key in managerial achievement and success. For a company to be successful there is a need for cooperation and warm relationship amongst workers, effective management of employees and the personnel manager. This is a mammoth task and thus the Personnel management is the nut and bolt of every organization. Therefore personnel management has to accommodate two difficult tasks that require coordination and competence and that are workers and work. The effective cooperation of workers exclusively depends on the thriving management of the organization (Gruguilis 3 – 7)
In the modern world, personnel management is gaining more and more significance. This is because of the extraordinary nature of the human aspect of production and also due to the rapid transformation in the management process and other technical advancements. It further plays a central responsibility in building a sound organization of any organization. As a result Personnel management is referred to as “All-Encompassing” that is, it is so dynamical body which is born with the organization, moves on with the organization and come up to an end with the organization, when the organization is dissolved or is wound up.
Conclusion
The number of personnel management will depend on the size of the organization. Thus, in a small organization it may be practicable for one personnel manager to handle all the functions alone. However as a company grows, it may be require to expand from a solitary human resource manager to a full-fledged management team that has more than three qualified personnel managers. By understanding the requirements of the corporation at each point in its development, the administration can readily see the need to increase the number of personnel management team over time.
Works Cited
Gruguilis I. “Putting skills to work: employment and learning at the start of the century.” Human Resource Management Journal 13.2 (2003): 3-12.
Sisson and Bach S. Personnel Management: A Complete Guide to Theory and Practice. Oxford: Blackwell, 2000.