Personnel management focuses on recruiting, selecting, training employees, and maintaining a satisfied workforce and relationships within the organization (Berman et al., 2019). In addition, personnel management is part of Human Resources Management (HRM) that involves a strategic approach that helps an organization to effectively and efficiently manage and control employee activities and behavior in the company (Berman et al., 2019). This research outlines the five Personnel Management periods: recruitment, onboarding, development, retention, and termination phase.
Personnel management and human resource focus on the employees’ welfare, relationship, and behavior within the company. Therefore, recruitment is relevant to HRM since it focuses on maintaining a satisfied workforce and quality input and output within the organization. The first period of personnel management is the pre-hiring or recruitment process, which involves advertising open job positions to acquire the top and best candidates for the company. HRM is responsible for choosing the best and most qualified candidate for the open position (Berman et al., 2019). Therefore, after advertisement and selection, the HRM conducts interviews through written tests, multiple interviews, or active listening. During the interview, the HRM discusses salaries, compensation, and benefits packages to determine whether they are competitive enough to attract the open position (Berman et al., 2019). After choosing the interviews, background checks are conducted to verify their documents, and the HRM offers the candidate the job position.
The second period is orientation and onboarding, where orientation is the process of introducing new employees to the organization and providing them with the information and resources they need to be successful in their roles. Onboarding is the process of helping new employees transition into their roles and providing them with the support they need to be successful in their new jobs. HRM is relevant to the induction, orientation, and onboarding of new employees since it helps them settle and adapt to the company’s goals, cultures, and values (Berman et al., 2019). Personnel Management involves the administrative tasks and effective management of the company’s staff, whereas HRM deals with the personnel, that is, the people who are the employees. Therefore, HRM’s responsibility is to ensure the easy transitioning of the new employees by communicating the company culture and values (Berman et al., 2019). In addition, the HRM describes the duties and responsibilities and trains new hires to ensure they have everything they need to start working. HRM must assign the new employee a coworker who aids them in connecting with the company.
Thirdly, career planning and development is a period in personnel management that focus on offering employees an opportunity for growth. New employees show their potential by investing in new learning opportunities, submitting new ideas, and providing solutions to problems within their line of work (Berman et al., 2019). In contrast, HRM offers challenges to nurture people’s skills and increase their confidence, loyalty, and trustworthiness. Career growth deals with performance management, whereby the HRM conducts performance appraisal to review their contribution towards achieving company goals and targets (Berman et al., 2019). Also, performance appraisal outlines the staff’s strengths, weaknesses, areas of improvement, and recognition for their achievement. In addition, HRM can offer new goals to employees to identify their potential, talents, and specialist skills.
Personnel Management specializes in the relationship between the employees and management as well as goals, achievements, and growth. Hiring and firing employees’ needs consume a lot of time and money for the HRM and the organization (Berman et al., 2019). Therefore, the fourth period in personnel management is retention, which involves offering employees a favorable working environment and providing necessary working tools and skills for efficient and practical work (Berman et al., 2019). At the same time, HRM focuses on strategic and effective employee management to reduce turnover, saving the company money and time. Therefore, retention is relevant to HRM as it helps the company retain top talents, thus improving its general performance.
Lastly, the exit or termination phase is where employees decide to leave the company willingly or through termination. Employees exit an organization due to unfavorable working conditions, better job offers, personal reasons, or firing by the company due to misconduct or non-performance (Berman et al., 2019). Exit and employment dismissals are vital to HRM since they help them understand why employees leave the company. Holding conversations with employees leaving the company helps the HRM understand areas in HRM is responsible for terminating and informing the employees through a letter explaining the reasons for dismissal.
In conclusion, personnel management periods are relevant to HRM since it aids them in providing an organization with efficient and qualified employees. Furthermore, the management periods give the HRM department guidelines on working with employees during their different employment cycles. Recruitment enables HRM to interview potential individuals, and selection highly depends on an individual’s education, personal evaluation, and experience. Career development helps HRM and employees understand their strengths and weaknesses and areas of improvement. Lastly, retention reduces the cost of firing and hiring new people and keeps the top and best talent in the company.
References
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2019). Human Resource Management in public service_ paradoxes, processes, and Problems.pdf. Google Drive. Web.