UNIT IV
Personnel Management
Q1) Define Personnel management.
A1) Human resources management can be defined as acquiring, using, and maintaining a satisfying workforce. This is an important part of management related to relationships between employees in the workplace and within the organization.
According to Flippo, "Human Resources is the planning, organization, compensation, integration, and maintenance of people with the goal of contributing to organizational, personal, and social goals."
According to Brech, "Human resources management is primarily a part of the organization's human resources."
Q2) What are the features of Personnel management?
A2) The Nature of Personnel Management-
Q3) What is the Human Resources Manager Role?
A3) The HR manager is the HR manager. He performs both administrative and operational functions of management. His role can be summarized as follows:
Q4) What is the use of computers in business?
A4) Here are some common use cases for computers (from small businesses to large businesses):
Q5) State the Importance of computer applications in business.
A5) In this modern age, business cannot run smoothly without a computer and an internet connection. From restaurants to banks, from simple farms to plumbers, from lawyers to tax service providers every business in this world needs to use computer applications to improve their business ROI.
There are several areas where computers are usually useful for business –
1. Self-sufficiency
The application of computers has made businesses more self-sufficient in staff and businesses. This is to allow the computer to perform tasks that previously had to be outsourced. For example, companies can now use office software to prepare materials for employee training.
Desktop publishing software helps businesses create marketing materials. An online tax and accounting program allows businesses to prepare their own taxes. As a result, the company can carry out its dominant business.
This can be done while staying within the company, making the company more independent and less susceptible to errors. The error can be committed by an outside party. However, computers limit such opportunities.
2. Cost effective
Emerging technologies open up new tools and services. Services will be more affordable and companies will be able to save on staff salaries and office equipment.
By applying computers, people can work faster and more efficiently. It is possible for a company to hire fewer staff and save money. In addition, relatively inexpensive, networked computers allow businesses to store data more easily, saving on external file storage costs.
As a result, businesses no longer have to buy items such as copiers, fax machines, and typewriters that were used before the computer was no longer in use.
Correspondingly, you can launch potentially profitable businesses and spend less overhead. The email feature reduces shipping costs. Software applications reduce the need for large accounting departments. Computer applications enable efficient video conferencing, which in turn reduces the need for travel.
All the resources saved reach consumers more efficiently. The customer is then offered much more affordable products and services.
3. Speed
Computers help accelerate other business operations. This speed can be implemented in receiving consumer feedback, ordering raw materials, and inspecting products. As a result, using a computer is faster.
As a result, enterprises can operate much faster and produce better quality results.
4. Cheaper R & D
R & D, or R & D costs, is also significantly reduced by computer applications. Researchers can now conduct research using the Internet. Computer software applications help researchers develop and produce new products and services.
For example, instead of a company conducting or deciding on a direct focus group for a potential new product.
Companies can conduct extensive online research on what their target market is at a much lower cost.
In addition, new models of products can be manufactured online using virtual images and drawings, even if they are not hand-painted.
Created using software applications, these interactive models can make the product and its capabilities more feasible. This allows you to bring a product to life at a much lower cost than creating an actual physical model of a particular product.
5. Sale
Computers help increase the sales and profits of companies that use a company's website. Today, many companies use online media and operate 24 hours a day. This gives customers around the world the opportunity to purchase their products and services. List of popular business software and computer applications.
Apps and software vary from company to company and are difficult to get on the list.
Q6) Write short note on Computer for General Business.
A6) In an office with a computer network, you can communicate over your company intranet or the Internet. Intranet is very valuable. You can process sensitive information within your company's network without worrying about unauthorized users accessing your organization's private network. Computers are also needed for organizations that have teleworkers or remotely located employees. In these situations, the computer issued to the remote employee remains the property of the company and is returned when the employee leaves the company. To protect corporate information, businesses may implement policies that prohibit the personal use of company-issued computers.
Business computers are used to create communications, handle accounting tasks, and perform research functions. A huge number of software applications are available for organizations or business processes of virtually any size. There are many advantages of computers for conducting common commerce, one of which is to improve the accuracy of the functions previously performed by staff.
Q7) What is the impact of computers on small businesses?
A7) Computers have had a major impact on the operation of small and medium-sized enterprises. The growth of personal computers and computer networks continues to impact large and small businesses. The abundance and accessibility of data available online means virtually anyone can start a little business with just a computer and an online connection. Computers also affect the way small businesses do business.
Getting Started
Computers make it easier to start out a little business. With just a computer and an internet connection, you can start a business like writing a blog or buying or selling goods at home. You can also perform administrative tasks such as paying business invoices, keeping tax records, managing payroll on your computer, and marketing your business online.
Mobility
Computers increase the opportunities for places where you can run your business. If you own a laptop pc with wireless internet capabilities, you'll do business in an airport lounge, bedroom, library, or Wi-Fi cafe. This type of mobility also means that your business is not restricted to normal business hours, giving you greater flexibility.
Productivity
Computers can have a positive and negative impact on the productivity of small businesses. 24/7 access to the internet means you can increase your working hours, and tools like email and instant messaging allow for easy communication. However, the Internet offers the temptation of browsing, not work, which can be distracting for you and your employees.
Need for training
Questia Media America states that proper training in computing system applications and usage is critical to the successful use of computers in small businesses. As a result, employers or employees who have difficulty learning a new computer system or are reluctant to implement it may require additional training or coaching. This learning curve can temporarily reduce business productivity and service levels.
Employee flexibility
The Yale-New Haven Teachers Institute reports that the development of computer technology has increased the number of work functions that can be performed from home. For small business owners who are directly competing with large companies for talented workers, offering telecommuting options can provide a competitive advantage in hiring and retaining workers. I can do it.
Q7) How is computer employed for communication?
A7) Computers are a crucial tool when it involves establishing contact with clients. They’re important when it involves maintaining that contact. this is often a really important computer application in your business, enabling you to speak together with your clients via email, IM, Skype, collaboration software, and a spread of other communication solutions that your enterprise may use.
If a corporation can stay in-tuned with its customers, it'll be easier for them to contact them and invite more information about the services and products they provide. It also makes it easier for businesses to supply customer support to their clients during a timely and efficient manner. Businesses also can keep their clients up-to-date on new developments about their business.
Communication goes beyond corporate clients. Companies also got to communicate with their employees, and computers play a crucial role. Rather than dalliance one-on-one with employees, managers can simply email employees or send messages on other acceptable communication platforms. This protects time and improves internal business communication.
Q8) What is the definition of employee relationship?
A8) The definition of employee relationships refers to the organization's efforts to build and maintain positive relationships with employees. The organization wants to maintain employee loyalty and work involvement by maintaining positive and constructive employee relationships. The human resources department of an organization usually manages the efforts of relationships with employees. However, some organizations may have the role of a dedicated employee relationship manager. The typical responsibilities of an employee relationship manager are to act as a liaison or intermediary between the employee and the manager, as well as fair compensation, beneficial benefits, proper work-life balance, and rational includes advice on creating or creating policies on employee issues such as working hours. When it comes to relationships with employees, the HR department has two main functions. First, human resources can help prevent and resolve issues and disputes between employees and management. Second, we help create and implement policies that are fair and consistent for everyone in the workplace.
To maintain good relationships with employees, organizations must first consider them to be stakeholders and contributors to the company, not just paid workers. This perspective encourages managers and executives to seek employee feedback, appreciate their opinions, and consider employee experience in making decisions that affect the entire company.
Q9) Why relationships with employees are important?
A9) A company that has a good relationship with its employees has many benefits. In general, employee involvement, motivation, understanding, and maintenance are easy.
Here are just a couple of benefits of building a positive employee-related workplace.
Employee Involvement
According to a survey of employee involvement, 90% of leaders understand how important employee involvement is. However, only 50% know how to deal with this issue.
Relationships with employees play an important role here. Companies with good employee communication have proven to have a much higher employee involvement rate.
Here are some tips for improving employee communication and increasing employee engagement.
Q10) How to implement an employee relationship plan?
A10) The first step towards planning and implementing a successful employee relationship strategy is to have a well-written set of policies in place.
Employee relationship policies should explain employer philosophies, rules, and procedures for dealing with employee-related issues and resolving workplace issues.
In addition, it is important to understand that employee relationships programs are not a one-size-fits-all solution.
What works for a company with 100 employees in the United States may not work for a company with 5,000 employees in China. In other words, employee relationships programs depend on the size, location, industry, culture, and many other factors of the company.
However, every good employee relationship plan has some characteristics.
Q11) What do employee-related professionals do?
A11) Especially in large companies, it is important to have employee-related professionals to improve communication with employees.
These professionals are part of the Communications or Human Resources department. Their main task is to inform employees and ensure that company policies and procedures are followed.
Employee Relations Specialist Duties and Responsibilities
Here are some of the most important obligations and responsibilities of employee relationship managers and specialists:
Q12) State the importance of supervision.
A12) The importance of supervision is often explained as follows.
1. Issuing orders and instructions:
Workers need supervisory guidance at every stage. He answers their doubts and tells them the right way to get the job done. Subordinates can improve their performance if they know what they need to do.
2. Work planning and organization:
The boss acts as a planner and guide for his subordinates. He creates a work schedule so that the work flow is uniform and stable. Supervisors set production targets for workers and determine methods and procedures for performing their work.
3. it’s important at all levels:
Supervision means supervising and monitoring subordinates. Top management spends only 20% of his time overseeing, but the overseer (or overseer or overseer or overseer or section chief) spends about 80% of his time overseeing. Top management oversees managers and supervisors oversee workers. Supervision on the front line or firing line is of utmost importance, as the actual work is done at that level.
4. Important links between workers and managers:
The supervisor is the representative of the management and is a very important person from the worker's point of view. He communicates management policies to workers (downward communication) and provides feedback to management about what is happening at the lowest level (upward communication).
5. Motivate your subordinates:
The supervisor is the leader of the lowest rung of the management ladder. He serves as a guide to friends, philosophers, and workers. He stimulates teamwork and ensures maximum cooperation from employees. He is the one who can help you get the most out of your manpower.
6. Feedback to workers:
The supervisor compares the worker's actual performance to established standards, identifies the worker's weaknesses, and proposes corrective actions to overcome them. In this way, workers can improve their performance in the future.
7. Appropriate assignment of work:
Supervisors systematically coordinate the activities and resources of the group. He assigns work to each worker and delegate’s authority to the worker. Workers are frustrated when the work they are doing is not properly placed. If jobs are not properly assigned, some workers may be idle and others may be overloaded.
Q13) State the role and function of director.
A13) Roles and functions-
1. as a key man in management:
Supervisors are key figures in the organization to make decisions, manage work, and interpret managerial policies to workers. He / she represent the manager to the workers. Therefore, management is judged to be judged by the workers. He / she are also the protagonist to get the job done. But in reality, he / she is less than the key number.
2. The person in the middle:
In this view, supervisors must work between two forces: management and workers. There are many technical and production-oriented expectations from managers, and many compensation-oriented expectations from workers.
3. Supervisor as a marginal person:
According to this sociological concept, the supervisor is excluded from the main activity and influences his department, or he / she is just at the limit.
4. Supervisor as another worker:
From this perspective, a boss is like a worker who feels unauthorized and not a manager. Only his / her designation will change.
5. Supervisor as a Relationship Specialist:
In this view, the supervisor is considered to be a relationship expert who takes care of the human side of the business.
Function
The supervisor should do the following:
1. Help his / her workers develop their innate qualities to improve their performance.
2. Help subordinates adapt to work requirements and grow.
3. Make workers loyal to the organization.
4. Provide expertise, skills, knowledge and experience to encourage workers to learn without fear or hesitation.
5. Encourage free communication.
6. Develop employee potential to the extent that supervision is not required.
7. Cooperate with other supervisors.
8. Prove a good connection between management and workers.
9. Solve personal problems of subordinates as much as possible.
10. Maintain discipline.
11. Correct the mistakes of subordinates.
12. Explore new areas of knowledge.
13. Introducing new, useful and scientific methods of production and management.
14. Have a clear understanding of his / her action plan.
15. Know his / her work, obligations, responsibilities, authority, accountability, etc.
16. Reasonably and scientifically share responsibilities and obligations to subordinates.
17. Listen to and investigate the dissatisfaction of your subordinates.
18. Delegate authority and win their trust.
Q14) What is the role of director?
A14) The role of the director tells us very little about the broad aspects of the director and the factors that govern effective director performance. The Supervisor Performance Survey shows the following factors that explain the best supervisor performance:
(1) Preferred working environment:
The best supervisors create and maintain high performance standards in a comfortable working environment. He is goal-oriented and strives to achieve the expected results by adopting the right type of leadership to stimulate confidence and voluntary discipline from his people. A good working environment can ensure that he voluntarily accepts his authority from his people, so that obedience and loyalty can be easily ensured from the workers.
(2) Individual maturity and sensitivity:
The best supervisors acquire personal maturity and emotional stability, empathy, sensitivity to the emotions of others, and the ability to understand the emotions and emotions of those who work under his command. He has the knack for saying the right thing at the right time, never losing control under pressure or tension, and showing a good sense of humor.
(3) Relationship Specialist:
The best supervisors are practitioners of industrial psychology. He recognizes individual differences and group spirits and harmonizes interpersonal relationships. As the leader of his section, he needs to harness human emotions, emotions and attitudes for maximum productivity without sacrificing employee satisfaction.
(4) Technical work knowledge:
The best supervisors are technically competent. He has sufficient knowledge and information to quickly understand technical problems and devise the best feasible solutions. He gets the job done easily.
(5) Self-development and subordinate development:
Effective supervisors are deeply interested in human resource development. He places equal emphasis on the growth of his personality and the growth of his subordinates. He is trying to assign an interesting and rewarding job to his subordinates. A purposeful job creates interest and vitality in the work and provides employees with job satisfaction. A rewarding job will help promote his subordinates.
(6) Knowledge and execution of company plans and policies:
The best supervisors are fully aware of management plans and policies and implement them thoroughly. He also keeps up with changes in corporate policies and procedures and provides complete information.
Q15) Define work measurement with its techniques.
A15) Work measurement is an implementation of a set of techniques designed to find the work content of a particular task or activity by ascertaining the actual time required for a qualified worker to perform the task can be defined t a given performance level.
The essence of work measurement is to see what the work of a particular activity is under consideration. It helps to:
Work Measurement Techniques
Work measurements techniques help create realistic work schedules by properly assessing human work. This helps check workers and avoid idle time by comparing the actual time spent by the worker with the time allowed.
Q16) What is the purpose of the performance standard?
A16) Before considering the purpose of the performance standard, let's take a step back and define performance management.
Q17) What are the three levels of performance?
A17) Performance management are often focused on the whole organization or its departments. What's more, it can emphasize the performance of individual employees. Therefore, there are three levels of performance management.
The purpose of this level is to achieve the goals of the entire organization. Therefore, this is the highest rank in your organization to use performance management standards.
To achieve these goals, company management strives to answer these questions.
Does this company have a strategy to reach that goal? If so, is the company implementing this strategy?
Is your organization producing the expected results?
Operational Performance Management
The purpose here is to achieve operational goals. This level focuses on processes within the organization, such as projects and activities. Therefore, the purpose is to see if these particular projects / activities are working.
Individual Performance Management
Finally, this level emphasizes the performance of every employee within the company. The process begins by setting work goals and criteria, reviewing employee performance, and improving each employee's learning skills.
To achieve these goals, company management needs to get answers to these questions.
When reviewing an employee's work, performance criteria are your reference point. These standards are very important because they analyze different areas of performance. Let's look at how to properly determine performance criteria and what to consider when doing so.
Q18) What should be considered when establishing performance standards?
A18) There are four points to consider ensuring that the criteria are suitable for a particular position.
Having motivational performance standards gives workers inspiration to do their jobs better. In addition, if you can see the progress within the project, this will be a driving force.
Q19) State the Purpose of Personnel Management.
A19) The main purpose of HR management is to be able to maintain and provide up-to-date and accurate HR data. This ensures optimal internal communication within the company. In addition, efficient management work is a prerequisite for smooth internal cooperation. In general, it is the task of HR managers to organize and simplify all processes related to company employees.
By performing tasks efficiently and accurately, HR can achieve the goal of establishing, maintaining, or expanding employee satisfaction. A high level of employee satisfaction and a functioning HR management system create a decisive advantage for the enterprise. When employees are happy, they work more productively and creatively, get sick less often, and become more loyal to their employers.
Q20) What is Human resources management task?
A20) HR management tasks can be divided into two categories: tasks for operational or legal reasons, or tasks for planning HR policies and strategic decisions. The latter includes key management statistics, performance comparisons, or employee survey assessments. Tasks that occur for operational reasons or are based on legal issues may be the processing of work time tracking systems, social security, wages, statistics, employee hiring or dismissal, and even employer references. there is.
As a general rule, companies use a personnel information system that helps their personnel department perform their tasks. The system records and collects personal data for each employee from a personnel file or manage payroll and time records, personnel statistics, travel expense accounting, and position plans.
Core HR management tasks: