General Personnel Administration Process - Coggle Diagram
General Personnel Administration Process
procedure: formulation of the job application, preliminary selection interview, tests, background investigation, in-depth selection interview, medical examination, job offer
Training and development
Purpose: maintain or improve job performance
Hacer planes para
The needs of the future, how many people and with what skills will the organization need?
Un equilibrio futuro
Reclutar empleados o desperdicios
Formar a los empleados
Purpose: To form a pool of candidates so that managers can choose the qualified employees they need
Performance evaluation and remuneration
Informal evaluation: provides information to employees on how well they are doing their job, can be done day after day
Formal evaluation, objectives: It allows employees to know what rating their current performance deserves, identify employees who deserve increases based on merit. Locate employees who need further training, identify candidates for promotions
General information on the daily work routine, a summary of the organization's history, purpose and operation, detailed presentation of the organization's policies, labor rules and benefits for employees
Movement of personnel within the organization
They are the most significant way to recognize good performance, based on merit and not favoritism.
They have various purposes for people to gain more work experience, to fill vacant positions, to keep promotion grades open and interested in their work
They go through a series of steps, warning, punishment, provisional separation, suspension, disciplinary transfer, demotion and dismissal, until the problem is resolved or eliminated.
They are applied when an employee violates company policy
Proceso dedicado a conseguir, mantener y mejorar el talento, el esfuerzo, las experiencias, la salud, los conocimientos, las habilidades, etc de los miembros de una organización
Management policies regarding costs in terms of wages, staff turnover, absenteeism, strikes and similar factors.
How committed are employees to their work and their organization?
How competent are employees at their job? Do they need more training?
Is there congruence or agreement between the philosophy and the basic goals between the company and its employees?