√ Definition of Personnel Management, Functions, Objectives, Activities & Duties
Definition of Personnel Management, Functions, Objectives, Activities & Duties – In this discussion we will explain about Personnel Management. The discussion includes the notion of personnel management, the functions of personnel management, the objectives and tasks of personnel management which will be explained in full and easy to understand.
Definition of Personnel Management, Functions, Objectives, Activities & Duties
For more details, see the review below carefully.
Definition of Personnel Management According to Experts
Below is the definition of personnel management according to experts.
1. Nitisemito (1996: 143)
The definition of Personnel Management according to Nitisemito is an art science to be able to carry out, among others, planning, organizing, supervising, so that the effectiveness and efficiency of personnel can be maximized within achieving goals.
2. Manullang (2001: 156)
The definition of Personnel Management according to Manullang is a science that studies how to give a facility for development, work and also a sense of work participation in an activity or activity.
3. John Soeprihanto
The definition of Personnel Management according to Joh Soeprihanto is supervision of the functions of procurement, withdrawal, development and provision of compensation, integration and maintenance with assistants to achieve organizational goals company.
4. Heidjrachman Ranupandojo and Suad Husnan
The definition of Personnel Management according to Heidjrachman Ranupandojo and Suad Husnan is planning, organizing, directing and supervision of the provision of compensation, integration and maintenance of the workforce with a view to achieving goals company.
5. Prof. Edwin B. Flippo
Definition of Personnel Management according to Prof. B. Flippo is the planning, organizing, directing and controlling of labor procurement, development, compensation, integration, maintenance and termination of employment with human resources to achieve individual, organizational, and goals public.
Personnel Management Function
Personnel management has the following functions:
Planning Function
In the planning function, it means that personnel management functions to determine personnel programs that can help the company to achieve the goals that have been made or set. These goals require the active participation of the personnel manager.
Organizing Function
Organizing function if the company has determined the functions to be carried out by its members, then the personnel manager It is obligatory to shape the organization by designing the arrangement of various relationships between personnel positions and factors physique. Organization is a tool to achieve a goal.
Directing Function
The directive function applies if the manager already has a plan and already has an organization to carry out the plan, then the next step is to direct the work. This function seeks to ensure that employees work together effectively.
Oversight function
Supervision is an observation (observation) and also compares the implementation with the plan and also corrects it if there is a deviation. In other words, supervision is a function that involves a problem of regulating various types of activities or activities in accordance with the personnel plan that has been formulated as the basis for the analysis of the goals of an organization fundamentals.
Based on the operational personnel management has functions consisting of:
-
Procurement
Namely preparing a certain number of employees as well as the type of expertise needed in order to achieve a company goal. This goal is related to a problem of meeting the needs of the workforce, the selection process and also the placement of work. -
Employee Development
Employees who have been accepted by way of training that aims to be able to develop the skills they have. -
Compensation
That is an appreciation or award that is fair and also appropriate to the employees in accordance with the contribution of the members of the employees in achieving a company goal. -
Integration
That is something that involves adjusting the desires of each individual with the organization so that employees can work together to achieve organizational goals. -
Maintenance
That is an effort to maintain the physical condition of employees who have a relationship with employee services.
Personnel Management Objectives
The objectives of personnel management in general have a relationship with the goals of the company. Because the company's management is trying to increase efficiency in the field of labor, namely profit efficiency and continuity.
According to Manullang (2001), the objectives of personnel management are as follows:
- Production Minded (efficiency and usability)
- People Minded (Cooperation)
Therefore the purpose of personnel management is related to an effort to be able to create conditions when every employee is encouraged to be able to give donate as best as possible to his superiors, because one cannot expect maximum efficiency without full cooperation from the staff its members.
Personnel Activities
To achieve labor productivity that is in accordance with what the company wants, it must be supported by activities in the personnel department of the company. Following are the activities of the personnel department, among others:
Human Resource Planning
The purpose of human resource planning is to create synergy between the entire company with the available human resource conditions or in other words, with the existence of a human resource plan, human resource activities will always be consistent with the direction and purpose company.
In preparing the human resource plan, personnel management must make an environmental analysis and organizational assessment. This analysis is intended so that management can anticipate any changes that may occur in the future.
Job Analysis And Design
In the personnel analysis and job design section, it is prepared with the intention of examining a job, the conditions and environment in which the work is carried out. A job is composed of a set of tasks, assignments, obligations and responsibilities. Job analysis is determined based on observations, studies, and information relating to the nature of a particular job. It can be concluded that, job analysis is the process of collecting and examining the main work activities in a position and the qualifications needed to carry out these activities.
Job analysis is a process of collecting and examining the main work activities in a position and the qualifications needed to carry out these activities.
Withdrawal of Labor (Recruitment)
Before the company carries out workforce recruitment, the first step is to predict the need for labor in the short term. This can be done by seeking information about workload and workforce. Workload analysis and work force analysis can determine the exact quality and quantity of the workforce needed.
Labor Selection
If the workforce recruitment process has succeeded in providing potential prospective workers, then the selection process is activity to select from a group of applicants who best meet the selection criteria to be placed in the position need.
Workforce Training and Development Orientation
After the workforce is accepted and passes the selection, then the next stage is, the workforce carries out orientation and induction. Orientation is an activity to introduce the workforce/company, regarding functions, duties and personnel. Then after that the induction stage is carried out, namely the activities of new employees to learn the history of the company, organizational structure, types of products produced, labor regulations, compensation and benefits as well as the employees involved company.
Performance assessment
Employee performance is the level at which employees achieve job requirements. This assessment includes qualitative and quantitative aspects of the implementation of the work.
The benefits of performance appraisal are:
- Provide information that can assist in decisions related to issues of promotion, salary increase, transfer or termination of employment.
- Can be used as a motivator for employees to develop.
Compensation
Companies can provide rewards to employees in the form of financial or non-financial. Financial awards can be in the form of salary/wages, benefits, insurance guarantees, profit sharing bonuses and pensions. While non-financial rewards include good working conditions, awards or achievements. The purpose of providing compensation is to attract employees to work harder, retain employees so they don't change jobs, and provide motivation.
Labor Maintenance
A manager as a motivator must be smart in providing direction so that the gap can be resolved reduced or can be eliminated, so in this case an operational function is needed, namely maintaining employee.

Personnel Management Duties
The main task of the personnel department is to provide labor in the quality and quantity needed by each part of a company.
According to Manullang, the duties of personnel management are as follows:
- Create the necessary labor budget
- Make job analysis, job descriptions and job specifications
- Determine and provide sources of labor
- Manage and develop the educational process and educators
- Manage workforce selection
- Dealing with termination (retirement)
- Take care of welfare.
Thus has been explained about Definition of Personnel Management, Functions, Objectives, Activities & Duties. Hopefully it can add to your insight and knowledge. Thank you for visiting.
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