Personnel Management

l. INTRODUCTION Personnel management also known as Human resource management (HRM) is the strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms “human resource management” and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations.

In simple sense, HRM means employing people, developing their esources, utilizing, maintaining and compensating their services in tune with the Job and organizational requirement. It is the administrative discipline of hiring and developing employees so that they become more valuable to the organization.

It includes (1) conducting Job analysis, (2) planning personnel needs, and recruitment, (3) selecting the right people for the Job, (4) orienting and training, (5) determining and managing wages and salaries, (6)providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels. II. DISCUSSION THE EVALUATION OF TESTING PROGRAM Evaluation is the structured interpretation and giving of meaning to predicted or actual impacts of proposals or results.

It looks at original objectives, and at what are either predicted or what was accomplished and how it was accomplished. So evaluation can be formative that is taking place during the development of a concept or proposal, project or organization, with the intention of improving the value or effectiveness of the proposal, project, or organization. It can also be summative, drawing lessons from a completed action or project or an organization at a later point in time or circumstance.

Evaluation is inherently a theoretically informed approach (whether explicitly or not), and consequently any particular definition of evaluation would have be tailored to its context – the theory, approach, needs, purpose, and defined as: A systematic, rigorous, and meticulous application of scientific methods to assess the design, implementation, improvement, or outcomes of a program. It is a resource-intensive process, frequently requiring resources, such as, evaluator expertise, labour, time, and a sizeable budget. The critical assessment, in as objective a manner as possible, of the degree to which a service or its component arts fulfils stated goals’ (St Leger and Walsworth-Bell). [4] The focus of this definition is on attaining objective knowledge, and scientifically or quantitatively measuring predetermined and external concepts. ‘A study designed to assist some audience to assess an object’s merit and worth’ (Stuffebeam).

In this definition the focus is on facts as well as value laden Judgements of the programs outcomes and worth. Program evaluation is a systematic method for collecting, analyzing, and using information to answer questions about projects, policies and programs, particularly about their effectiveness and efficiency. In both the public and private sectors, stakeholders often want to know whether the programs they are funding, implementing, voting for, receiving or objecting to are producing the intended effect.

While program evaluation first focuses around this definition, important considerations often include how much the program costs per participant, how the program could be improved, whether the program is worthwhile, whether there are better alternatives, if there are unintended outcomes, and whether the program goals are appropriate and useful. Evaluators help to answer these questions, but the est way to answer the questions is for the evaluation to be a Joint project between evaluators and stakeholders.

The process of evaluation is considered to be a relatively recent phenomenon. However, planned social evaluation has been documented as dating as far back as 2200BC (Shadish, Cook & Lentish, 1991) Evaluation became particularly relevant in the U. S. in the 1960s during the period of the Great Society social programs associated with the Kennedy and Johnson administrations. Extraordinary sums were invested in social programs, but the impacts of these investments were largely unknown.

Program evaluations can involve both quantitative and qualitative methods of social research. People who do program evaluation come from many different backgrounds, such as sociology, psychology, economics, and social work. Some graduate schools also have specific training programs for program evaluation. Human resources planning are a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization.

Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning. Human resource planning is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labor and evaluate the size, nature and sources of supply which will be required to meet the demand.

Human resource lanning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, and recruitment and selection strategy. The ongoing process of systematic planning is to achieve optimum use of an organization’s most valuable asset – its human resources. The objective of human resource (HR) planning is to ensure the best fit between employees and Jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.

PERSONNEL RECRUITMENT Personnel selection is the process used to hire (or, less commonly, promote) individuals. Although the term can apply to all aspects of the process (recruitment, selection, hiring, acculturation, etc. ) the most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of choosing the person who will be the most successful and make the most valuable contributions to the organization.

Recruitment refers to the process of attracting, screening, selecting, and on boarding a qualified person for Job. At the strategic level it may involve the development of an employer brand which includes an “employee offering”. The stages of the recruitment process include: Job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching personality assessment); assessment of candidates’ motivations and their fit with organizational requirements by interviewing and other assessment techniques.

The recruitment process also includes the making and finalizing of Job offers and the induction and on boarding of new employees. Depending on the size and culture of the organization, recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies. PERSONNEL SELECTION AND HIRING and make the most valuable contributions to the organization.

Personnel selection systems employ evidence-based practices to determine the most qualified candidates and involve both the newly hired and those individuals who can be promoted from within the organization. Common selection tools include ability tests (e. g. , cognitive, physical, or psychomotor), knowledge tests, personality tests, structured interviews, the systematic collection of biographical data, and work samples. Development and implementation of such screening methods is sometimes done by human resources departments; larger organizations hire consultants or firms that specialize in developing personnel selection systems. -0 psychologists must evaluate evidence regarding the extent to which selection tools predict Job performance, evidence that bears on the validity of selection tools. These procedures are usually validated (shown to be Job relevant), using one or more of the following types of validity: content, construct validity, and/or criterion-related validity. Suitability for a Job is typically assessed by looking for relevant skills, knowledge, aptitude, qualifications and educational or Job related experience. These can be determined via: screening r?©sum?©s (also known as CVs); Job applications; interviews.

More proactive identification methods include performance assessments, psychological, aptitude, numeracy, physical and literacy testing. Many recruiters and agencies use applicant tracking systems to perform the filtering process, along with software tools for psychometric testing and performance based assessment. Performance based assessment is a process to find out if Job applicants perform the responsibilities for which they are applying. In many countries, employers are legally mandated to ensure their screening and selection processes meet equal opportunity and ethical standards.

In addition to the above selection encompass “soft skills” such as interpersonal or team leadership, and have the ability o reinforce the company brand through behavior and attitude portrayal to customers and suppliers. Multinational organizations and those that recruit from a range of nationalities are also concerned candidates will fit into the prevailing company culture. PERSONNEL PLACEMENT Personnel placement is an aspect of personnel management and concerns the appropriate appointment of individuals into positions that are suitable for them in terms of the Job knowledge and performance.

This involves skills in matching employees to the Jobs available. Ill. SYNTHESIS/SUMMARY This summarizes that decision making is vital and necessary. This is a thought process of selecting a logical choice from the available options. When trying to make a good decision, a person must weigh the positives and negatives of each option, and consider all the alternatives. For effective decision making, a person must be able to forecast the outcome of each option as well, and based on all these items, determine which option is the best for that particular situation.

Evaluation is the structured interpretation and giving of meaning to predicted or actual impacts of proposals or results. It looks at original objectives, and at what are either predicted or what was accomplished and how it was accomplished. Human resource planning is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labor and evaluate the size, nature and sources of supply which will be required to meet the demand.

Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility trategy, talent management strategy, and recruitment and selection strategy. Recruitment refers to the process of attracting, screening, selecting, and on boarding a qualified person for a Job. At the strategic level it may involve the development of process used to hire (or, less commonly, promote) individuals. Although the term can apply to all aspects of the process (recruitment, selection, hiring, acculturation, etc. the most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of hoosing the person who will be the most successful and make the most valuable contributions to the organization. And, personnel placement is an aspect of personnel management and concerns the appropriate appointment of individuals into positions that are suitable for them in terms of the Job knowledge and performance.

This involves skills in matching employees to the Jobs available. IV. CONCLUSION This study has shown that Program evaluation is a systematic method for collecting, analyzing, and using information to answer questions about projects, policies and programs, particularly about their effectiveness and efficiency. In both the public and private sectors, stakeholders often want to know whether the programs they are funding, implementing, voting for, receiving or objecting to are producing the intended effect.

While program evaluation first focuses around this definition, important considerations often include how much the program costs per participant, how the program could be improved, whether the program is worthwhile, whether there are better alternatives, if there are unintended outcomes, and whether the program goals are appropriate and useful. Evaluators help to answer these uestions, but the best way to answer the questions is for the evaluation to be a Joint project between evaluators and stakeholders. The process of evaluation is considered to be a relatively recent phenomenon.

Program evaluations can involve evaluation come from many different backgrounds, such as sociology, psychology, economics, and social work. Some graduate schools also have specific training programs for program evaluation. Alongside with this is human resources planning. It is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization.

Personnel selection is the process used to hire individuals. Although the term can apply to all aspects of the process, the most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of choosing the person who will be the most successful and make the most valuable contributions to the organization. V. REFERENCE 1 . Evaluation. (2012). Retrieved November 26, 2013, from http://en. wikipedia. org/wiki/ Evaluation 2. Human Resource Management. (2011).

Retrieved November 26, 2013, Retrieved November 26, 2013, from http://psychology. wikia. com/wiki/ Personnel_management 4. Personnel placement. (2007). Retrieved November 27, 2013, from http://psychology. wikia. com/wiki/personnel_placement 5. Personnel selection. (2012). Retrieved November 27, 2013, from http://en. wikipedia. org/wiki/ Personnel_selection 6. Program Evaluation. (2010). Retrieved November 27, 2013, from http://en. wikipedia. org/wiki/program_evaluation 7. Recruitment. (2012). Retrieved November 27, 2013, from http://en. wikipedia. org/wiki/Recruitment

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