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STAFF ADMINISTRATION - Coggle Diagram
STAFF ADMINISTRATION
UNIT 4: THE PERSONNEL ADMINISTRATION PROCESS - PART C
Disciplinary Measures, Releases and Dismissals
Disciplinary measures
Disciplinary action applies when an employee violates company policy or fails to meet job expectations, and managers must take steps to remedy the situation.
If demotion or transfer is not feasible, firing is often more advisable than allowing an unsuccessful person to continue on the job.
The Four "Cs" Model - Anger. Part
Compromise
To find out how committed employees are to their work and their organization, surveys can be carried out through interviews and questionnaires.
Competency
Performance appraisals by managers can help the company determine the talents available to it.
Promotions, Transfers, Releases and Layoffs
Transferences
.It is used for people to gain more work experiences, as part of their development, and to fill vacant positions when they present themselves
Ascensions
Promotions are the most significant way to recognize good performance.
The Four "Cs" - 2nd. Part
Congruence
When there is little congruence there is little trust and common purpose, and tension as well as pressure between employees and managers can increase.
Effective Costs
Are personnel management policies cost effective in terms of wages, staff turnover, absenteeism, strikes, and the like?
UNIT 2: THE PERSONNEL ADMINISTRATION PROCESS - PART A
Recruitment
The purpose of recruiting is to build a pool of candidates large enough so that managers can select the qualified employees they need.
Manager Selection
The experienced manager usually goes through several interviews before being rehired.
The inexperienced manager usually joins the organization when he leaves college.
Human Resources Planning
Planning Procedure
Make plans for the needs of the future.
Make plans to recruit employees or waste.
Make plans for a future balance.
Make plans to train employees.
Selection
Steps in the Selection Process
Background investigation
In-depth selection interview.
Tests
Medical exam.
Prior selection interview.
Job offer.
Formulation of the job application.
UNIT 3: THE PERSONNEL ADMINISTRATION PROCESS - PART B
Training and Development
Training programs are intended to maintain or improve current job performance.
Development programs aim to develop skills for future jobs.
Performance Evaluation and Remuneration
Informal Evaluation
It is the ongoing process that provides information to employees about how well they are doing in the organization.
Systematic Formal Evaluation
The formal systematic evaluation is usually biannual or annual.
It has 4 basic objectives:
Identify employees who deserve merit raises.
Locate employees who need further training.
Letting employees know what qualifications their current performance deserves.
Identify candidates for promotion.
Orientation or Socialization
They are designed to give new employees the information they need to function.
Remuneration
The remuneration has been linked to a particular job or job description. However, the new compensation is a strategic approach to total compensation, which implies a base salary.
UNIT 1: THE ADMINISTRATION OR MANAGEMENT OF PERSONNEL
1.2. Personnel Administration
It is a process dedicated to obtaining, maintaining and improving the talent, effort, experiences, health, knowledge, skills, etc., of the members of an organization.
Human Resources Administration
The selection is for the purpose of evaluating and selecting the candidates who will be presented to the managers, who will select and hire the candidate.
Training and development seek to increase the capabilities of employees, in order to increase the effectiveness of the organization.
Performance appraisal compares the person's job performance with the parameters or goals set for that person's position.
Recruitment deals with developing a series of job candidates, according to the human resources plan.
Promotions, transfers, demotions, and layoffs reflect the employee's value to the organization.
Human Resources Planning serves to ensure that the necessary personnel are constantly and adequately available.
Socialization (orientation) serves to help selected individuals adjust to the organization.
1.3. The Importance of Personnel Management
As the organization grows, the personnel department becomes more important and complex.
1.4. Executives, Generalists and Personnel Specialists
A generalist is an executive who performs tasks in many areas related to human resources.
A specialist can be a manager or director of one of the eight functional areas of human resource management.
Executives are high-level managers who report directly to the chief executive officer of the company or the director of a major division.
1.1. They are not Workers ... They are People
Managing people to an innovative process of managing minds or more specifically: managing human talent.