Personnel Management Assignment Example | Topics and Well Written Essays - 2250 words

power Management - Assignment ExamplePersonnel management requires a sound management since we need to evaluate the status of the military group activities. This is because there ar a number of functions carried out in the violence de situationment that include recruitment, training, rewarding, appraising, dismissing etc. To run the personnel department, the concerned individuals need to know the entire organisation and all the employees qualifications needed for various positions. Hence, understanding of personnel management models and theories is very essential.Models and theories of personnel management assist our understanding of the role of personnel management in an organisation. Legge (1978) characterises four models of personnel management. The four models of personnel management includes Normative, Descriptive-functional, Critical-evaluative and Descriptive-behavioural.In normative framework, the personnel manager speaks somewhat employees in the context of teams, quali ty, empowerment and creativity. The underpinning of the managers opinion, norms and values about the pack who work for them are reflected in McGregors scheme X and Theory Y. (Storey, 1995)In a cold or harsh organisation, the firms manager whitethorn be distant, erratic, and negative or cod. Their value may be coercive or exploitive as furthest as their behaviours are concerned. In such circumstances the personnel departmentKeep salaries, wages and impairment and conditions of employment very lowThey hire casual labourers onlyThey behave with insensitivity towards employeesThe employees are manage thoroughly as they workThe employees do not develop deep seated trust in management because of the management behaviours.These norms and behaviours fall outside the welfare, federation and empowerment norms of the neo-human relations school which include the welfare, participation and empowerment norms of the neo-human relations school which might include the following Encouraging peo ple to be part of a teamResponding to the aspirations of individual members of the organisationHaving employment policies that reflect broad societal needs for fairness and equity By seeking secure optimum utilisation of the human resources of the organisation by registration the right people into the right jobs with the right rewardsPutting emphasise on getting results through people by securing their commitment not by coercive or demanding means. The mangers behaving consistently and with sensitivity to the needs of others by applying sound planning, organisation, communication, motivation and controlling activities to acquire, develop, maintain and use the workforce effectively and economically.Normative emphasis may be pluralistic rather than unitary. Managements role and functional human resource management policies are underline even more where are different vested interests and a potential for conflict between groups whose objectives are different. Managers moldiness manag e conflict in professional ways being primarily responsible for taking the initiative, evolution institutional relationships and mechanisms to anticipate problems and minimise the potential for damaging conflicts of right and interest, consulting and negotiating,