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...drew attention to the way in which people management was organized. Specifically, this meant a critical review of the functions of personnel management.
Personnel management has been a recognized function in the USA since NCR opened a personnel office in the 1890s. In other countries the function arrived more slowly and came through a variety of routes. This excerpt from Human Resource Management in a Business Context looks at Personnel management from a historical perspective.
Further notes: Traditional Personnel Functions
Recruitment - advertising for new employees and liaising with employment agencies.
Selection - determining the best candidates from those who apply, arranging interviews, tests, references.
Promotion - running similar selection procedures to determine progression within the organization.
Pay - a minor or major role in pay negotiation, determination and administration.
Performance assessment - co-ordinating staff appraisal and counselling systems to evaluate individual employee performance.
Grading structures - as a basis for pay or development, comparing the relative difficulty and importance of functions.
Training and development - co-ordinating or delivering programmes to fit people for the roles required by the organisation now and in the future.
Welfare - providing or liaising with specialists in a staff care or counselling role for people with personal or domestic problems affecting their work.
Communication - providing internal information service, perhaps in the form of staff newspapers or magazines, handouts, booklets, videos.
Employee Relations - handling disputes, grievances and industrial action, often dealing with unions or staff representatives.
Dismissal - on an individual basis as a result of failure to meet requirements or as part of a redundancy, downsizing or closure exercise,...
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