Personnel Management free essay sample

?I. 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 â€Å"human resource management† and â€Å"human resources† (HR) have largely replaced the term â€Å"personnel management† as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, 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. We will write a custom essay sample on Personnel Management or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 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 methodology of the evaluation process itself. Having said this, evaluation has been 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 parts 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 objects merit and worth (Stufflebeam). 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 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. 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 RESOURCE PLANNING 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 planning 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 organizations 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 a 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 candidates to job requirements and screening individuals using testing (skills or 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 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. 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. I-O 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 resumes (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 assessment criteria, employers are likely to recognize the value of candidates who encompass soft skills such as interpersonal or team leadership, and have the ability to 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. III. 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 strategy, 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 an employer brand which includes an employee offering. 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. 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 questions, 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 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. 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.

Ecosystem Essays - Social Psychology, Empathy, Philip Zimbardo

Ecosystem Essays - Social Psychology, Empathy, Philip Zimbardo Ecosystem Have you ever changed a strongly held attitude? What caused the change for you? During high school days, I was so bad and hated essay writing. I am good at mathematics but totally dislike any subjects that require writing pages upon pages. I believe since my major in college was going to be engineering, I do not have to focus on English that much. My grades were nothing to be proud about, since I never paid attention to my teachers when I was being thought. I later learnt about essay during my final year in high school when I went to another school since my military parents were moved everywhere. Through constant and relentless encouragement, I changed my attitude and came to realize that even if I do not become an engineer, essays is needed to build my skills especially that of communication. Do you believe that you are free of prejudice? After reading this chapter, which of the many factors that cause prejudice do you think is most important to change? Prejudice is an opinion that is often formed without any knowledge of the situation. Most people are prejudice because they are afraid, scared, and ignorant. People can be prejudice to peoples culture, religion, holiday celebration, accents and many more and this is because they do not know about the culture, they tend to form their own opinion. It is important to change the prejudice against peoples culture, if a person has a different culture than me, I will rather learn, than forming a wrong impression about them. How do Milgram's results?particularly the finding that the remoteness of the victim affected obedience?relate to some aspects of modern warfare? I believe there is a willingness to fight other nation, as long as it is safer for the citizens of our own country. As long as we do not suffer from the consequences. We do not even have to send in our military soldiers, all we need to do is by pushing one button to send a missile down to the enemies? territory. All this is just to be sure a life that does not need to be killed are safe. What are some of the similarities between Zimbardo's prison study and the abuses at the Abu Ghraib prison in Iraq? The main difference of these two is that the Ghraib?s guard does not want any lengthy interaction with the prisoners while the Zimbardo?s wanted to increase the relationship and communication time with the prisoners. The zimbardo?s initially take roll call not spending more than ten minutes, but it?s been increased to about an hour because the staff chit chat with the prisoners. Have you ever done something in a group that you would not have done if you were alone? What happened? How did you feel? What have you learned from this chapter that might help you avoid this behavior in the future? During my teenage years, I went out with seven of my friends and a man was harassing one of us, not in a bad way, he was just making passes at one of us and someone in the group got mad. We pushed him and beat him till he begged and swore never to harass us again. I would not have done this alone, I would have replied him politely that I am not interested. The lesson is that we should either go out alone and know your best friends with morals than associating yourself with the popular kids in school because we were reported and suspended for month. Can you think of situations when the egoistic model of altruism seems most likely correct? What about the empathy-altruism hypothesis? The empathy altruism hypothesis claims that empathy or emotion felt for other people by showing compassion and interest produces an altruistic act with the main goal of other peoples welfare. The motivation behind altruistic act is within human range. Empathic concern does not feel sorry for itself; it can feel empathy for other people, as long as their welfare is valued. Empathy seems like an automatic response to other peoples issue.

New York Metropolitan Area Facts

New York Metropolitan Area Facts The New York-Newark-Bridgeport, NY-NJ-CT-PA Combined Statistical Area is the new official federal government name and definition for the greater New York City metropolitan area. It huge and encompasses thirty counties in the greater New York City region consists of the following Metropolitan and Micropolitan areas: Bridgeport-Stamford-Norwalk, CT Metropolitan Statistical AreaKingston, NY Metropolitan Statistical AreaNew Haven-Milford, CT Metropolitan Statistical AreaNew York-Northern New Jersey-Long Island, NY-NJ-PA Metropolitan Statistical AreaPoughkeepsie-Newburgh-Middletown, NY Metropolitan Statistical AreaTorrington, CT Micropolitan Statistical AreaTrenton-Ewing, NJ Metropolitan Statistical Area New York City Region Descriptions Below, you will find descriptions of each of the seven above areas and how they are defined. The Bridgeport-Stamford-Norwalk, CT Metropolitan Statistical Area consists of Fairfield County (including the principal cities of Bridgeport, Stamford, Norwalk, Danbury, and Stratford) The Kingston, NY Metropolitan Statistical Area consists of Ulster County. The New Haven-Milford, CT Metropolitan Statistical Area consists of New Haven County. The New York-Northern New Jersey-Long Island, NY-NJ-PA Metropolitan Statistical Area consists of the principal cities of New York, NY; Newark, NJ; Edison, NJ; White Plains, NY; Union, NJ; and Wayne, NJ. Officially, the New York-Northern New Jersey-Long Island, NY-NJ-PA Metropolitan Statistical Area is subdivided into the: Edison, NJ Metropolitan Division (Middlesex County, Monmouth County, Ocean County, and Somerset County)Nassau-Suffolk, NY Metropolitan Division (Nassau County and Suffolk County)Newark-Union, NJ-PA Metropolitan Division (Essex County, NJ; Hunterdon County, NJ; Morris County, NJ; Sussex County, NJ; Union County, NJ; and Pike County, PA)New York-White Plains-Wayne, NY-NJ Metropolitan Division (Bergen County, NJ; Hudson County, NJ; Passaic County, NJ; Bronx County, NY; Kings County, NY; New York County, NY; Putnam County, NY; Queens County, NY; Richmond County, NY; Rockland County, NY; and Westchester County, NY) The Torrington, CT Micropolitan Statistical Area consists of Litchfield County. The Trenton-Ewing, NJ Metropolitan Statistical Area consists of Mercer County.

Organisations succeed when they develop competitive advantages Essay

Organisations succeed when they develop competitive advantages - Essay Example Competitive advantage is gained when companies can provide a better quality of products than other players in the same industry. Companies should consider strategies to deal with the markets that involve new routine and tact. Strategies like setting trend don’t are not likely to kick off well if there are other companies in the market already while imitating the already existing trends may not work especially if other organizations have turned to differentiating their own products. Depending on the specific products an organization is bringing into the market, it is important to realize other companies with the same product and differentiate them. Differentiating products by branding and advertising is a major step in peering through competition (Coker, 2000). It is also important to look into the different ways of expanding on the same product a firm is creating to be at a level ahead of the competition; for example when an aviation company extends to creating a school of avi ation to offer courses and training that is especially for their firm. It is also useful to consider taking your consumers’ needs into account and seeking their expectations, for example how they like to have their coffee, with creamer or not. This will enhance on further differentiation of products according to customers’ needs and aids with winning their loyalty. ... Organizations should also take advantage of public documents like analysts reports for public companies and into market analysis. When other rival companies experience certain challenges, they become opportunities for these companies. When those companies makes successes they yet open an opportunity to think of better unexploited chances that may extend from those of their counterparts. In strategizing, it is important to come up with a plan that works around your competitor’s weaknesses as well as their strengths. One should identify other companies’ weaknesses to make adjustments to them so they can be a step ahead and give their customers a reason to prefer their products. Knowing your counterparts strengths on the other hand, helps you realize how further than them you can get ahead when you use those strengths and upgrade them where you can. They should work around what the other firm is selling, what their resources are and how easy they obtain those resources. In situations where the resource availability is not favorable to the competitors for example raw material location favors your own company. This would be an opportunity to trade with your competitor and gain a little control over them. In other situations where companies have sole control of resources that are either rare or are delicate to handle or are too expensive to manage for example while dealing with precious stones like gold and diamond (Adcock, 2000). It is also important to consider the population of the market, how many people are being targeted for a particular product. If possible a large population of consumers only improve on the quantity of units sold and helps the companies establish a base of consumer loyalty. This base allows

The effect of coffee and tea on dental erosion Research Paper

The effect of coffee and tea on dental erosion - Research Paper Example In order to have a healthy body, one must have clean teeth because they are the most visible internal part of the body. Teeth show up while an individual talks, eats, smiles and yawns. Clean teeth directly boost the confidence of an individual whereas stained teeth are a source of embarrassment for the individual who has them. The individual with clean teeth can socialize more confidently in comparison to an individual who has stained teeth, particularly at a very young age in life. In light of the relation of teeth hygiene with the confidence of an individual, it can be said that cleanliness of teeth is essential for good psychological health of an individual. Healthy psychology is essential for good personality, which is in turn essential for healthy society. Tea and coffee are beverages that are consumed by almost every single member of the society on a daily basis irrespective of age. People generally have a taste for both of them and these beverages are an essential part of the daily meal. In light of the immense consumption of both tea and coffee, it cam be said that this research applies to a vast majority of people in the society. This is a very useful research in that it would make them aware of the negative effects of an everyday beverage on their teeth.

Consumer Expectations Essay -- Businesses Papers

Consumer Expectations The summer following my junior year in high school I learned the harsh realities of business in the world of used cars. When I purchased my 1995 Honda Civic I was told the air conditioner needed a recharge after I asked about the malfunctioning unit; however, a mechanic soon informed me of the real problem-the absence of a full A/C unit. The dealership in fact replaced the A/C unit, but not until I signed a contract stating I could not file suit or request any other repairs for the car-that, of course, was to their benefit. Three months later, I found out that the engine had been improperly mounted and that the transmission needed $3,000 in work-all things they failed to tell me at the time of purchasing the car. After only four months of use, the car sat unusable for nine months. At first, I thought I had gotten a deal when they fixed my A/C; however, that deal-in the end-cost me about $5,000 in additional work. It bothered me that a company could manipulate people, especially me, into signing a contract-knowing of several other problems with the car. From this experience, my idea of business morphed into one of deception-a result of the untruthfulness of business practices I encountered. Behind deception rest secrecy and openness-two important but yet difficult to define ideas-where large conflicts arise. Sissela Bok's essay, "Secrecy and Moral Choices," seeks to explain these complexities of secrecy-how secrecy is both helpful and harmful to human existence. Bok scrutinizes not simply the idea of secrecy, but considers as well our ability to control secrecy. In discussing secrecy's inherent benefits to society, Bok presents its ability to grant "elements of human autonomy: identity, plan... ...s. Ed. Denice Martone and Pat C. Hoy II. Boston: Houghton Mifflin, 2002. 14-16. "Secrecy and Moral Choice." The Advanced College Essay: Business and Its Publics. Ed. Denice Martone and Pat C. Hoy II. Boston: Houghton Mifflin, 2002. 3-10. "The Perspective of the Liar." The Advanced College Essay: Business and Its Publics. Ed. Denice Martone and Pat C. Hoy II. Boston: Houghton Mifflin, 2002. 11-14. Carr, Albert Z.. "Is Business Bluffing Ethical?" The Advanced College Essay: Business and Its Publics. Ed. Denice Martone and Pat C. Hoy II. Boston: Houghton Mifflin, 2002. 17-21. Kim, Christopher Jr.. Personal interview. 6 Feb. 2002. Oppel, Richard A. Jr.. "Despite Warning, Enron Chief Urged Buying of Shares." The New York Times. 19 Jan. 2002. 26 Jan. 2002. Polonetsky, Jules. "Privacy in the Internet Age." Schimmel Auditorium, New York U. 4 Feb. 2002.

How the World Began Essay

There was no world yet and there were gods living in a great brightness in a circular space Magbabaya, Dadanyahan and Makabughaw were the three gods who first lived in order and balance Makabughaw created the first wind. Magbabaya created the earth from the soil coming from Dadanyahan’s mouth but it was dry and colorless. Dadanyahan sprinkled his saliva and blessed by Magbabaya and it was the first rain. When water washed over the earth it created different landforms and water forms. Vegetation also sprouted and grow. Magbabaya and Makabughaw scoped some soil and made a figure with the use of Dadanyahan’s saliva. They put bones, blood vessels and blood to the seven figures they formed. Magbabaya and Dadanyahan fight about the figures. The weapons they used in fighting, sank to the ground and became the sources of metals for transportation. They agreed to end their fights and made the final form of the figures, Dadanyahan got the six figures. Magbabaya had only one figure and it was the first human who become the guardians of the soil, water, and marine life, the plants, forests. How the World Began Bukidnon Folktale I. SETTING The story happened before earth was created where the gods lived up in the sky. It is evident by the words, â€Å"†¦long long time ago in Banting, a circular space of great brightness encircled with a rainbow.† II. CHARACTERS 1. Magbabaya – the one-headed god, who took pity on Makabughaw and decided to build an extension so the poor Makabughaw could rest. Since the beginning of the story he is a round character, he was sometimes helpful but most of the time bossy and making orders. Although in the end he turned mad and engaged in fight, it was only the course of his actions. 2. Dadanyahan – the ten-headed god, who can give whatever the two gods needed in order tto build or to make something. He is a dynamic character for he has changes in his attitudes in the course of story. From understanding and giving, he turned to be mad. 3. Makabughaw – the winged god had to flap his wings continuously to maintain his balance. He sat riskily between Mabgagaya abd Dadanyan. He made his first wind. He is a flat character, because he did not undergo any substantial change or growth in the course of the story. He was always a helper to the two other gods and just follow what they wished for. III. PLOT a. Exposition The three gods where living harmoniously in the circular space of great brightness. At first there was only wind and no more. They agreed to make the earth so Makabughaw could rest. From the saliva of Dadanyahan and the blessings of Magbabaya, they were also able to make the first rain that shaped the different water and landforms on the earth and made the land vegetative. b. Rising Action After making the earth and the different land, water forms and different plants, they thought there would be someone who will take care of their creations. So they agreed to form images look like them. Dadanyahan’s saliva and a blessing of Magbabaya and the labor of Makabughaw. c. Climax After the seventh figure was molded, Magbabaya had to live to do other things and he told to Dadanyahan not to tamper the image, but Dadanyahan did  and used his creative talents. This brought them into huge fight. d. Falling Action To end the fight they agreed to divide the images. Dadanyahan got the six images which became the engkantos and Magbabaya got only one image. e. Denouement The first human being sprung from the only image of Magbabaya and the small bits of clay from the image became the animals. IV. CONFLICT MAN vs. MAN – The conflict happened between the two characters of the story when they did not want to give way to each other. V. THEME Temptation and destruction Dadanyahan was tempted to touch the image and used his creativity on them, but he just made unwanted creatures that is why they had a big fight. It alsodestructed his friendship with Magbabaya.