Definition of Personnel Management
Personnel Management - Definition, Arrangement, Benefits, Objectives, Functions, Duties, Development, Experts: Personnel management is the management section that pays attention to people in the organization, which is one of the sub-management systems.
Personnel Management
Definition of Personnel Management
Personnel management is the study of how to provide facilities for development, employment and also the sense of work participation in an activity or activity.
Personnel management is the part of management that pays attention to people in the organization, which is one of the sub-systems of management. Where the word organization is generally used in relation to every group of people, jobs, thoughts, or facts arranged and arranged so that the combination of the combinations in each case form a meaningful whole.
From the personal management objectives, it explains how to efficiently utilize employees and work together with a quantity that can be accounted for, create, maintain and develop a pleasant work atmosphere between individuals who work together.
Definition of Personnel Management According to Experts
The following is the Definition of Personnel Management According to Experts.
Ranupandojo and Husnan (2002)
Personnel management is a plan, distribution of compensation, interpretation, development, and maintenance of the workforce with a view to being able to help achieve a company, individual and community goals.
Manullang (2001: 156)
states that personnel management is a science that studies how to provide a facility for development, employment and also a sense of work participation in an activity or activity.
Nitisemito (1996: 143)
Personnel management is an art to be able to carry out, among others, planning, organizing, monitoring, so that the effectiveness and efficiency of personnel can be increased as much as possible in achieving goals.
Personnel Management
Following in order the process of structuring personnel is:
Plan employee needs
Withdrawals, the value of announcing employee needs, selecting (reqruitment)
Placement (placement in accordance with formation)
Using labor includes stimulating workplace passion by creating good working conditions or conditions
Maintaining employee welfare in the form of salaries, incentives, holidays and leave, family meetings and other forms of welfare
Manage promotions and other salary increases
Improving the quality of employees both through education and other opportunities such as attending education (Incentive Training), upgrading, scientific discussions, workshops, upgrading, magazine and newspaper subscriptions, becoming members of professional associations and so on.
Carry out assessments of employee work performance to obtain data in order to increase employee rank
Arranging termination of employment with employees.
Benefits of Personnel Management
More broadly that good personnel management will produce the following benefits:
Can improve the utilization of human resources.
Can efficiently adjust human resource activities and future needs.
Able to improve the effectiveness and efficiency of HR utilization.
Able to improve efficiency in attracting new employees.
Can complement human resource information that can help human resource activities and other organizational units.
Purpose of Personnel Management
The purpose of personnel management is related to the company's goals in general. That is because the company's management strives to bring about efficiency in the field of labor as profit efficiency and continuity.
Manullang, 2001: 165, The objectives of personnel management are of 2 (two) types, namely:
Minded Production (efficiency and usability);
People Minded (Collaboration).
Therefore this personnel management involves an effort to be able to create conditions where each employee is encouraged to be able to make the best possible contribution to his superiors, because he cannot expect maximum efficiency without the full cooperation of his members.
The personnel management function consists of:
Planning
The plan means determining a personnel program that will be able to help achieve the company's stated goals. These objectives require active participation from the personnel manager.
Organizing
If the company has determined the functions that must be carried out by its members, the personnel manager must form an organization by designing the arrangement of the various relationships between personnel positions and physical factors. The organization is a tool to achieve a goal.
Briefing
If the manager already has a plan and already has an organization to carry out the plan, the next function is to provide direction to the work. That function means getting the employees to work together effectively.
Supervision
Supervision is observing (observing) and also comparing the implementation with a planned and also correct it if there is a deviation. In other words, supervision is a function that involves a matter of regulating various types of activities or activities in accordance with the personnel plan that has been formulated as a basis for analysis of the objectives of a fundamental organization.