DEFINITION

EDWARD FLIPPO STATES ;

P.M is the planning, organising, directing and controlling of the procurement, development, compensation, integration, maintenace, and separation of human resources to the end that individuals, oraganizational and social objectives are accomplished.

Dimensions
Personal aspects
Welfare aspects Industrial relation aspects

Functions
-Managerial -Planning -Organizing -Motivating -Controlling

Operative Functions -Procurement - Development - Compensation -Integration -Maintenance -Records, research & audit

Evolution & growth

Role of Personnel Manager

Personnel Role
Welfare role Administrative role Fire fighting legal role

HUMAN RESOURCE PLANNING

Human resource planning is one of the most important elements in a successful organization ensures that it has the right number and kinds of people at the right place, at the right time.
Whenever an organization is in the process of determing its human resource needs. It is engaged in a process we call Human Resource Planning.

JOB ANALYSIS
A job analysis is a systematic exploration of the activities within a job. It is a technical procedure. this analysis involves the identification and description of what is happening on the job.
DEFINITION Job Analysis is the process of getting information about job specially what the worker does, how he gets it done ,why he does it : skill, education and training required: relationship to other jobs: physical demands : environmental conditions.

METHODS
OBSERVATION METHOD
INDIVIDUAL INTERVIEW METHOD GROUP INTERVIEW METHOD TECHNICAL METHOD DIARY METHOD

Mission Objectives & goals Strategy

Structure

People

STEPS IN A JOB ANALYSIS

Understanding the purpose of job analysis Understand the role of jobs in the organization Review draft with supervision Develop draft Benchmark positions Determine how to collect job analysis information

Seek classification

PURPOSE OF JOB ANALYSIS

Job Description : is the written statement of what the job holder does, how it is done under what conditions it is done and why it is done. Job Specification : states the minimum acceptable qualifications that the incumbent must posses to perform the job successfully.
Job Evaluation : contributes toward that the end by specifying the relative value of each job in the organization.

DESIGNING JOB
JOB DESIGN : Answer of how the job is to be performed, who is to perform it and where it is to performed.
DEFINITION It is the division of the total task to be performed into the manageable and efficient units, positions, departments and divisions and to provide for their proper integration.

APPROCHES TO JOB DESIGN

Engineering Approach :
Work should be scientifically studied Taylor advocated

fragmentation and routinisation of work to reap the advantages of specification. Work should be arranged so that workers can be efficient. Employee selected for work should be matched to the demand of the job. Employee should be trained to perform the job. Monetary compensation should be used to reward successful performance of the job.

APPROCHES
Human Relations Approach (Herzberg)
The Job Characteristics Approach ( Hackman and Oldham )

Skill variety Task identity Task significance Autonomy Feedback

TECHNIQUES FOR DESIGNING JOBS

Job Simplification ; is a design method whereby jobs are divided into smaller components and subsequently assigned to workers as a whole jobs.

Job Enlargement : expands job horizontally. It increases

job scope; that is , it increases the number of different operations required in a job and the frequency with which the job cycle is repeated.

Job Rotation : refers to the movement of an employee

from one job to another.

 Job Enrichment : requires that the workers do increased planning and controlling of their work, Usually with less supervision and more selfevaluation.
Job Specification : A profile of the human characteristics ( knowledge, skills, and abilities) needed by a person doing a job.

RECRUITMENT
The discovering of potential applicants for actual or anticipated organizational vacancies.

Recruiting sources :
Internal source
External source- Advertisements, employment agencies,

schools, colleges and universities, professional organization, cyber space, unsolicited Applicants.

Job analysis

Personnel planning

Recruitment Constraints Poor image Unattractive job Government policy Pool of Qualified applicants

Inducements
Compensation Career opportunities Image Reputation

Selection