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PREPARED BY:
ANTONIO B. ESTIPONA JR.
PART I:

PERSONNEL    MANAGEMENT/ADMINISTRATION
DEFINED
  PART II:
PERSONNEL MANAGEMENT: A SCIENCE AND AN
ART
  PART III:
OTHER SCIENCES NEEDED IN THE STUDY OF
PERSONNEL MANAGEMENT
“The efficient use of the material resources of
  any organization depends on how well it is
  utilized by its Personnel or Manpower.”
  (Martinez et. al, 1993:215)
Defined as the function of management

    concerned with promoting and enhancing the
    development of work effectiveness and
    advancement of the human resources in the
    organization           through          proper
    planning, organizing, directing, coordinating,
     and controlling of activities related to
    procurement, development, motivation, and
    compensation of employees to achieve the
    goals of the enterprise. (Sison,1991:30)
A code of the ways of organization and

    treating individual at work so that they will
    each get the greatest possible realization of
    their intrinsic abilities, thus attaining
    maximum efficiency for themselves and their
    group , and thereby giving to the enterprise
    of which they are a part its determining
    competitive advantage and its optimum
    result. (Spates,1944:9)
The field of management which has to do

    with planning, organizing, directing, and
    controlling various operative functions of
    procuring, developing, maintaining, and
    utilizing a labor force such as: a) objectives
    for which the company is established are
    attained economically and effectively; b)
    objectives of all levels of personnel are served
    to the highest possible degree; c) objectives
    of the community are duly considered and
    served. (Jucius, 123)
The phase of management concerned with

    the engagement and effective utilization of
    manpower to obtain optimum efficiency of
    human resources. (Webster, 1687)
From    the     definition   cited,   Personnel
Management               is    the     effective
recruitment, selection, placement, development
, maintenance, and utilization of the manpower
resources of an organization.
Equal opportunity for advancement in any

    organization;
    Reward employees for efficient performance

    Motivate who failed to reached standards as

    regards time, cost, quantity, and quality in
    the performance of their work.
BASIC    FUNCTIONS     –   management      of

    enterprise
    OPERATIVE FUNCTIONS – covers the details   of

    the responsibilities and tasks necessary   to
    carry out policies and programs related    to
    personnel.
1.1 PLANNING – refers to the job of determining a
  proposed mode of action based upon a full
  understanding of the factors involved, and directed at
  specific objectives which take into consideration the
  priorities desired by management. (Sison,1991:30)
  The outlining of things to be accomplished and the
  methods     necessary    for    the  accomplishment.
  (Miranda-Miranda,2002:11) A logical and systematic
  approach of formulating the objectives, programs,
  policies, procedures, budgets, rules and regulations,
  and other types of plan. (Ińigo,2000:74)
Create favorable climate for human resources

    in the organization;
    Determine in advance the anticipated

    difficulties     and       thus,      facilitate
    accomplishment of objectives/goals;
    Ability to analyze the projected programs and

    policies ;
    Improve working relationships.

1.2 ORGANIZING – refers to the arrangement and
  relationship of jobs and position which are necessary
  to carry out the personnel programs as determined by
  top      management.       (Sison,1991:30-31)     the
  establishment of formal structure of authority
  (Miranda-Miranda,2002:11)
1.3 DIRECTING – is concerned with the guidance of all
  efforts toward a stated objectives. (Sison,1991:31)
  making decisions and giving order (Miranda-
  Miranda,2002:12)
1.4 COORDINATING – is a method of getting people in
  an organization to work together harmoniously to
  achieve a common goal with minimum expenditure of
  effort and materials. (Sison,1991:31) bringing
  together the various processes of work (Miranda-
  Miranda,2002:12)
1.5 CONTROLLING – is concerned with keeping all
  efforts   within   the    channels   prescribed    by
  management in the pursuit of personnel plan for the
  entire organization to ensure that the organization is
  accomplishing its purpose. (Sison,1991:31) involves
  the checking or evaluation and measurement of work
  performance and comparing it with planned goals or
  objectives and making the necessary corrective
  actions so that work is accomplished as planned.
Ensure smooth operation of the various

    activities required in achieving the
    objectives, i.e., to get the work done at the
    specified time, to utilize the best means to
    conserve effort, to increase understanding
    and to motivate employee in the tasks at
    hand.
2.1 PROCUREMENT OF EMPLOYEES – is concerned with
    recruitment, selection, hiring, and placement of
    employees. (Sison,1991:31)
2.2 PLACEMENT AND UTILIZATION OF EMPLOYEES – after
    an employee is hired and trained, he is expected to
    contribute the maximum of his abilities towards
    attaining the productivity objectives of the company.
    (Sison,1991:32)
2.3 TRAINING AND DEVELOPMENT OF EMPLOYEES – refers to
    the employee’s acquisition of knowledge, development of
    skill in the job, and proper work attitudes.
    (Sison,1991:32)
2.4 MOTIVATING EMPLOYEES – means by which employees
    are inspired to work to achieve the objectives of the
    organization effectively. (Sison,1991:32)
2.5 COMPENSATING – the objectives of a good compensation
    plan are to attract and retain well qualified employees in
    the organization and to reward them for good
    performance. (Sison,1991:32) Satisfaction of three
    requirements of basic human motivation: (1) economic
    needs; (2) psychological feeling; and (3) extra reward
    (incentive)
HUMAN RESOURCES MANAGEMENT – is the main

    function and responsibility of management
    specifically line supervisors and managers since
    it comprise “people” who are responsible for
    planning, organizing, directing, controlling, and
    coordinating of work to the subordinate to attain
    the desired objectives.
    HUMAN RESOURCES DEPARTMENT – is an

    organizational unit or service unit known as
    “staff” that established by top management to
    assist the other units in the organization in their
    performance       of    personnel    management
    functions.
SCIENCE – is defined as the systematic

    accumulation        of      facts     (such  as
    surveys,      statistics,     interviews,   and
    observations),        their      analysis   and
    interpretation, and their use to arrive at a
    satisfactory conclusion. (Sison,1991:35)
    ART – is proficiency in the practical

    application of knowledge acquired through
    study, experience, or observation since it
    involves the making of sound decisions.
    (Sison,1991:35)
Sir Harry Pilkington stated: “Management is a
science but not only a science – it is highly
individual, a matter of perception and
imagination at least as much of first
principles; it deals with human beings all the
time and in it is an Art, an art requiring
qualities of heart and of judgement , at least
as much as of intellect. All those qualities are
required to the full if management is really to
play its part in the shaping of mankind’s
future.” (Pilkington, 1964:27)
PSYCHOLOGY – the science of psychology deals with

    the mind and the study of behavior in relation to the
    physical and social environment. (Sison,1991:36)
    ECONOMICS – the Personnel manager’s function

    involves the human element in the business
    enterprise which is set up to produce and distribute
    goods and services for profit. (Sison,1991:36)
    LAW – the Personnel manager need not to be lawyer

    in order to perform his functions effectively, he must
    have a working knowledge of the various laws
    affecting    employee-employer       relationship   as
    prescribed in Labor Code and Implementing rules and
    regulations as well as court decisions pertaining
    Labor-Management relations. (Sison,1991:36-37)
SOCIOLOGY – a fairly good working

    knowledge of sociology is important in
    understanding group behaviort as influenced
    by cultural patterns and traditional modes of
    thinking. (Sison,1991:37)
    RESEARCH AND STATISTICS – research also

    plays an important role in effective personnel
    management        and      labor     relations.
    (Sison,1991:37)
PERSONNEL MANAGEMENT – sometimes use as

    “Employee        relations”      or      “Personnel
    administration”          refers       to        the
    handling, directing, and controlling of individual
    employees as a group. (Sison,1991:34)
    LABOR      RELATIONS       –    deals   with    the

    management’s relationships with employees as
    members of the labor union that represents
    them. (Sison,1991:34)
    INDUSTRIAL RELATIONS – is a broad term

    covering all that personnel management and
    labor relations generally include. (Sison,1991:34)
PERSONNEL ADMINISTRATION – is used for

    implementation of personnel policies and
    programs      namely    administrative   functions
    performed by Personnel Management, Labor
    Relations, and Public Relations.
    HUMAN RESOURCES MANAGEMENT – is a new

    term sometimes being used in place of
    manpower management or industrial relations
    management        or    personnel     management.
    (Sison,1991:35)
    PUBLIC RELATIONS – covers the personnel

    manager’s contracts with employees whether or
    not the latter are unionized. (Sison,1991:35)
Sison, Perfecto S. “Personnek and Human Resources

    Management,        6th      Edition”.   Rex     Printing
    Company, Mandaluyong Metro Manila, 1991.
    Spates, Thomas G. “An Objective Scrutiny of

    Personnel Admnistration, Personnel Series No.
    75, American Management Association, 1944.
    Jucius, Michael J. “Personnel Management, 5th

    Edition”. Homewoos, Illinois: Richard D. Irwin, Inc.
    Webster’s Third New International Dictionary.

    Miranda, Gregorio S. and Carmelita M. Miranda.

    “Management Principles and Practices”. L&G Business
    House, 2002.
    Pilkington, Sir Harry. “International Management”. Vol.

    XIX, January 1964.

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Personnel Management

  • 1. PREPARED BY: ANTONIO B. ESTIPONA JR.
  • 2. PART I:  PERSONNEL MANAGEMENT/ADMINISTRATION DEFINED  PART II: PERSONNEL MANAGEMENT: A SCIENCE AND AN ART  PART III: OTHER SCIENCES NEEDED IN THE STUDY OF PERSONNEL MANAGEMENT
  • 3. “The efficient use of the material resources of any organization depends on how well it is utilized by its Personnel or Manpower.” (Martinez et. al, 1993:215)
  • 4. Defined as the function of management  concerned with promoting and enhancing the development of work effectiveness and advancement of the human resources in the organization through proper planning, organizing, directing, coordinating, and controlling of activities related to procurement, development, motivation, and compensation of employees to achieve the goals of the enterprise. (Sison,1991:30)
  • 5. A code of the ways of organization and  treating individual at work so that they will each get the greatest possible realization of their intrinsic abilities, thus attaining maximum efficiency for themselves and their group , and thereby giving to the enterprise of which they are a part its determining competitive advantage and its optimum result. (Spates,1944:9)
  • 6. The field of management which has to do  with planning, organizing, directing, and controlling various operative functions of procuring, developing, maintaining, and utilizing a labor force such as: a) objectives for which the company is established are attained economically and effectively; b) objectives of all levels of personnel are served to the highest possible degree; c) objectives of the community are duly considered and served. (Jucius, 123)
  • 7. The phase of management concerned with  the engagement and effective utilization of manpower to obtain optimum efficiency of human resources. (Webster, 1687)
  • 8. From the definition cited, Personnel Management is the effective recruitment, selection, placement, development , maintenance, and utilization of the manpower resources of an organization.
  • 9. Equal opportunity for advancement in any  organization; Reward employees for efficient performance  Motivate who failed to reached standards as  regards time, cost, quantity, and quality in the performance of their work.
  • 10. BASIC FUNCTIONS – management of  enterprise OPERATIVE FUNCTIONS – covers the details of  the responsibilities and tasks necessary to carry out policies and programs related to personnel.
  • 11. 1.1 PLANNING – refers to the job of determining a proposed mode of action based upon a full understanding of the factors involved, and directed at specific objectives which take into consideration the priorities desired by management. (Sison,1991:30) The outlining of things to be accomplished and the methods necessary for the accomplishment. (Miranda-Miranda,2002:11) A logical and systematic approach of formulating the objectives, programs, policies, procedures, budgets, rules and regulations, and other types of plan. (Ińigo,2000:74)
  • 12. Create favorable climate for human resources  in the organization; Determine in advance the anticipated  difficulties and thus, facilitate accomplishment of objectives/goals; Ability to analyze the projected programs and  policies ; Improve working relationships. 
  • 13. 1.2 ORGANIZING – refers to the arrangement and relationship of jobs and position which are necessary to carry out the personnel programs as determined by top management. (Sison,1991:30-31) the establishment of formal structure of authority (Miranda-Miranda,2002:11)
  • 14. 1.3 DIRECTING – is concerned with the guidance of all efforts toward a stated objectives. (Sison,1991:31) making decisions and giving order (Miranda- Miranda,2002:12)
  • 15. 1.4 COORDINATING – is a method of getting people in an organization to work together harmoniously to achieve a common goal with minimum expenditure of effort and materials. (Sison,1991:31) bringing together the various processes of work (Miranda- Miranda,2002:12)
  • 16. 1.5 CONTROLLING – is concerned with keeping all efforts within the channels prescribed by management in the pursuit of personnel plan for the entire organization to ensure that the organization is accomplishing its purpose. (Sison,1991:31) involves the checking or evaluation and measurement of work performance and comparing it with planned goals or objectives and making the necessary corrective actions so that work is accomplished as planned.
  • 17. Ensure smooth operation of the various  activities required in achieving the objectives, i.e., to get the work done at the specified time, to utilize the best means to conserve effort, to increase understanding and to motivate employee in the tasks at hand.
  • 18. 2.1 PROCUREMENT OF EMPLOYEES – is concerned with recruitment, selection, hiring, and placement of employees. (Sison,1991:31) 2.2 PLACEMENT AND UTILIZATION OF EMPLOYEES – after an employee is hired and trained, he is expected to contribute the maximum of his abilities towards attaining the productivity objectives of the company. (Sison,1991:32)
  • 19. 2.3 TRAINING AND DEVELOPMENT OF EMPLOYEES – refers to the employee’s acquisition of knowledge, development of skill in the job, and proper work attitudes. (Sison,1991:32) 2.4 MOTIVATING EMPLOYEES – means by which employees are inspired to work to achieve the objectives of the organization effectively. (Sison,1991:32) 2.5 COMPENSATING – the objectives of a good compensation plan are to attract and retain well qualified employees in the organization and to reward them for good performance. (Sison,1991:32) Satisfaction of three requirements of basic human motivation: (1) economic needs; (2) psychological feeling; and (3) extra reward (incentive)
  • 20. HUMAN RESOURCES MANAGEMENT – is the main  function and responsibility of management specifically line supervisors and managers since it comprise “people” who are responsible for planning, organizing, directing, controlling, and coordinating of work to the subordinate to attain the desired objectives. HUMAN RESOURCES DEPARTMENT – is an  organizational unit or service unit known as “staff” that established by top management to assist the other units in the organization in their performance of personnel management functions.
  • 21. SCIENCE – is defined as the systematic  accumulation of facts (such as surveys, statistics, interviews, and observations), their analysis and interpretation, and their use to arrive at a satisfactory conclusion. (Sison,1991:35) ART – is proficiency in the practical  application of knowledge acquired through study, experience, or observation since it involves the making of sound decisions. (Sison,1991:35)
  • 22. Sir Harry Pilkington stated: “Management is a science but not only a science – it is highly individual, a matter of perception and imagination at least as much of first principles; it deals with human beings all the time and in it is an Art, an art requiring qualities of heart and of judgement , at least as much as of intellect. All those qualities are required to the full if management is really to play its part in the shaping of mankind’s future.” (Pilkington, 1964:27)
  • 23. PSYCHOLOGY – the science of psychology deals with  the mind and the study of behavior in relation to the physical and social environment. (Sison,1991:36) ECONOMICS – the Personnel manager’s function  involves the human element in the business enterprise which is set up to produce and distribute goods and services for profit. (Sison,1991:36) LAW – the Personnel manager need not to be lawyer  in order to perform his functions effectively, he must have a working knowledge of the various laws affecting employee-employer relationship as prescribed in Labor Code and Implementing rules and regulations as well as court decisions pertaining Labor-Management relations. (Sison,1991:36-37)
  • 24. SOCIOLOGY – a fairly good working  knowledge of sociology is important in understanding group behaviort as influenced by cultural patterns and traditional modes of thinking. (Sison,1991:37) RESEARCH AND STATISTICS – research also  plays an important role in effective personnel management and labor relations. (Sison,1991:37)
  • 25. PERSONNEL MANAGEMENT – sometimes use as  “Employee relations” or “Personnel administration” refers to the handling, directing, and controlling of individual employees as a group. (Sison,1991:34) LABOR RELATIONS – deals with the  management’s relationships with employees as members of the labor union that represents them. (Sison,1991:34) INDUSTRIAL RELATIONS – is a broad term  covering all that personnel management and labor relations generally include. (Sison,1991:34)
  • 26. PERSONNEL ADMINISTRATION – is used for  implementation of personnel policies and programs namely administrative functions performed by Personnel Management, Labor Relations, and Public Relations. HUMAN RESOURCES MANAGEMENT – is a new  term sometimes being used in place of manpower management or industrial relations management or personnel management. (Sison,1991:35) PUBLIC RELATIONS – covers the personnel  manager’s contracts with employees whether or not the latter are unionized. (Sison,1991:35)
  • 27. Sison, Perfecto S. “Personnek and Human Resources  Management, 6th Edition”. Rex Printing Company, Mandaluyong Metro Manila, 1991. Spates, Thomas G. “An Objective Scrutiny of  Personnel Admnistration, Personnel Series No. 75, American Management Association, 1944. Jucius, Michael J. “Personnel Management, 5th  Edition”. Homewoos, Illinois: Richard D. Irwin, Inc. Webster’s Third New International Dictionary.  Miranda, Gregorio S. and Carmelita M. Miranda.  “Management Principles and Practices”. L&G Business House, 2002. Pilkington, Sir Harry. “International Management”. Vol.  XIX, January 1964.