Are you a person with good organizational skills? Are you capable enough to hold the organization and employees on one hand? Are you interested to work in flexible and dynamic environment? Then log on to wisdom jobs online and find your dream job. Personal management is a traditional approach of managing the people in the organization. Personal management focuses on personal administration, employ welfare and labour relations. The role of a personal manager involves planning, organization, staffing, directing, coordinating, reporting, and budgeting of those who actually perform the operative functions of the personal department. Various companies are looking for talented and dynamic candidates as personal management trainees. So, trace your path by going through personal management job interview questions and answers.
Personnel management deals with the people at work and the relationship between them and the firm. The functions that are performed by personnel manager is of recruitment, training and welfare for other people working in the firm.
The functions included in the general management are:
Managers at this level perform the functions in operative management such as: Procurement, Development, Compensation, Integration, Maintenance and Separation.
There are three approaches that can be used in personnel management to reach the higher goal and to earn the profit for the firm in which you are working.
The approaches are as follows:
Procurement personnel hire the people and move them to new jobs, or motivate them to perform at high level to increase the profits for the organization. The personnel are responsible to select the right people with right skills to bring the positives for the organization. The growth of the company doesn’t get derived from the use of modern technology but it is the ability of the young generation that is hired for the company to make the difference. Personnel attract people with high skills and reliable employees who can work under pressure and bring out the best in themselves and for the company.
Employment policies and practices are designed to protect the rights of the employee, and managing the company.
There are different types of policies and practices:
Performance appraisals are the part of an organization. It is a process of assessing and evaluating each employee in their domain and views their overall performance chart according to their duties and decides to increase their wages. This is very important for the employees because this increases their standard and keeps them motivated to do many useful things for the company. It is also important from the employer’s point of view as they can be aware of their performance and the contribution they are making to the company’s growth. Performance appraisal allows the employees to raise their standard more and compete to bring the best out of themselves.
The objective of employee performance rating system is to find out by the employer about their employee working and contribution to the company. It is a good way to allow the managers to know the ways to improve the overall performance of employees. The rating system involves the conducting of an interview with the employee individually and discusses the work with them on a friendly basis. The questions can be included in a familiar way like where are your weaknesses lies; what is required to be improved; etc. To interact with all the performance rating system is a must as it allows the rating system to have their own objectives.
Performance rating systems have different objectives in a generalized way. The main purpose of providing this rating system is to improve the effectiveness and profitability of the company. This also increases the efficiency of the bureaucracy. This system allows the focus to be shifted from overall methodology to the individual employees within the company. This way the company as well as the employees gets benefited by it. Employees have their own recognition and the problems between the two people can be sorted out using this system. This system allows some Review goals to be presents and new goals can be set to increase their ability and relationship between the employees.
Communication is an important and integral part to have the success and failure of an organization. The people who are lacking good communication skills are classified as under achievers and require training to achieve the best results. It is been seen from an example where in Texas research organization studied 16,000 executives to find out that the people who cared about the profits and the others got the best result for an organization. Those who were average concentrated on the production for the organization and those who scored the lowest cared about their security. Communication allowed the high achievers to close the gap between workers and the superiors.
R.A. 7877 is a law that protects the employee from sexual discrimination by an employer and provide them security and privileges of employment.
The law defines the sexual conduct to be unlawful under three conditions:
The interview process needs to be such that it decides the right way to incorporate the right people who can contribute to the company’s success. The interview process requires finding out good employees by screening them out at first step. There are lots of ways in which the hiring can be done and this involves always some steps. The steps that can be taken are as follows:
The procedure that needs to be followed to conduct and employee review includes:
There are three types of objectives that are required in any organization to see it grow and provide benefits to the organization as well.
The types are as follows;
Outsourcing is the process by which employees transfer the routine work to other organization that is specialized in this field. This is an efficient way to get the work done as it saves time and money. The outsourcing activities include hiring of the new employees, training of the employees and developing the business. There are other fields as well that requires the outsourcing of the work. The outsourcing includes the downsizing and globalization of an organization. The outsourcing of personnel manager’s activities provides greater advantage to the growth of the organization. According to the latest trends 72% of the companies in India are outsourcing their personnel activities.
A policy is a simple plan of action that is taken to complete an objective. The personnel policies require the following information:
There are two types of categories for job evaluation. These categories include several methods that are used to evaluate jobs. The two categories are as follows:
Non-analytical method category includes two methods that is used to determine only the relative ranking but not the detailed job factors. The other two methods involved in this are:
Ranking method: this is the simplest method that is used for evaluation and assessing the job on the basis of the title or its content. In this each job is compared with other and then placed according to that.
Job-grading method: this is a type of ranking method but it deals with the job-classification method and doesn’t call for detailed or quantitative analysis of job factors.
Analytical method category: This is the category that includes some methods for job evaluations. The methods are as follows:
Point ranking method: This allows the system to start by selecting job factors and assignments of point are done to each degree. Different factors are defined for different jobs.
The job evaluation process starts by assigning the jobs and the objectives for evaluation and it ends by establishing wage and salary differentials.
The components involved in job evaluation process are as follows:
The employee in an organization is entitled to have several benefits both financial and non-financial. The remuneration consists of several components such as:
Wages and salary:
Wages represents the hourly rate of pay and salary is the monthly rate of pay. These are bound to include the annual increments and these differ from employee to employee depending on the nature of the job and merit.
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An Introduction To Human Resource Management: Strategy, Style Or Outcome
Strategic Human Resource Management
Human Resource Management In Context
Human Resource Management And The Labour Market
Human Resource Planning
Recruitment And Selection
Managing Equality And Diversity
Learning And Development
Human Resource Development: The Organisation And The National Framework
The Employment Relationship And Employee Rights At Work
Establishing The Terms And Conditions Of Employment
Reward And Performance Management
Employee Involvement And Empowerment
Hrm In Multinationals: A Comparative International Perspective
Human Resource Management And Europe
Human Resource Management In Asia
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