Reported by:

Julie V. Salmingo
 E.) THE GROWTH OF PERSONNEL MANAGEMENT

• Industrial Revolution

1930’s, there was no such department called

“personnel management” that was considered
necessary to cater to the needs and welfare of
the labor society.

Reference: Managementguru.net. (2014). Evolution and growth of human resource management.

Retrieved from http://www.managementguru.net/evolution-and-growth-human-resource-management/
 E.) THE GROWTH OF PERSONNEL MANAGEMENT
• 1960s-1970s

- Large mainframe computers used for central

data repository for payroll.
- Centralization of data to better bookkeeping
- Employment discontent such as equal pay, civil
rights, age discrimination, occupational health
and safety, retirement income, labor relations

Reference: Managementguru.net. (2014). Evolution and growth of human resource management.

Retrieved from http://www.managementguru.net/evolution-and-growth-human-resource-management/
 E.) THE GROWTH OF PERSONNEL MANAGEMENT
• 1980s (Human Resource Management)

-Development of Human Resource Information

System (HRIS) automate Enterprise Resource
Management (ERP) applications.

- Include capabilities to recruit, retain and

compensate the workforce in addition to
employee satisfaction and productivity.
Reference: Managementguru.net. (2014). Evolution and growth of human resource management.
Retrieved from http://www.managementguru.net/evolution-and-growth-human-resource-management/
 E.) THE GROWTH OF PERSONNEL MANAGEMENT
• 1990s-2000s (Information Age)
-Emerging trends, 1990s saw an emerging trend in
employers seeking flexible schedules, temporary
contracts, and telecommunicating.

-Diversity initiatives increase and a focus on human

relation forms.

-By 2000s advance development of HRIS

Reference: Managementguru.net. (2014). Evolution and growth of human resource management.
Retrieved from http://www.managementguru.net/evolution-and-growth-human-resource-management/
 E.) THE GROWTH OF PERSONNEL MANAGEMENT
• Present Technology and the Future of HR

-Labor management software offers scheduling,

productivity monitoring, attendance, and other
comparison data.

-Future of Human Resources include:

1.) Cloud computing 2.)Employee-focused app.
3.) HR Dashboard and web-based analytic tools.
Reference: Managementguru.net. (2014). Evolution and growth of human resource management.
Retrieved from http://www.managementguru.net/evolution-and-growth-human-resource-management/
 F.) OBJECTIVES OF PERSONNEL MANAGEMENT
• a) Optimum output
The aim of personnel management is to maximize
output and profit. It is achieved by securing optimum
contribution from the staff employed.

• b) Development of Workers' Capacities

Personnel administration helps the workers to
develop their capacities to the maximum so that
they contribute the maximum to their institution.
Reference: http://shodhganga.inflibnet.ac.in/bitstream/10603/133796/9/09_chapter%201.pdf
 F.) OBJECTIVE OF PERSONNEL MANAGEMENT
• c) Development of Team Spirit
Personnel management strives to develop a spirit of
cooperation among the workers. They are made to
feel that they as a group have achieved their goal.
• d) Continuous Vigilance
Personnel management is of continuous nature. It cannot be
turned on and off like water. Only one hour each day or
one day a week it is possible. Personnel management
requires a constant and alternate awareness to human
relation and their importance in every day operations.
Reference: http://shodhganga.inflibnet.ac.in/bitstream/10603/133796/9/09_chapter%201.pdf
 G.) ROLES OF PERSONNEL MANAGEMENT
• Operative Function
-Procurement-Procurement means recruiting the
required number of employees with due qualification
and experience keeping in view the importance of
achieving the objectives set before the organization.

-Development- Development means activities meant

to increase the efficiency and skills of the workers
through training and education of employees.

Reference: The Management Blog. (2009). Functions of personnel management. Retrieved from
http://mgmtys.blogspot.com/2010/10/function-of-personnel-management.html
 G.) ROLES OF PERSONNEL MANAGEMENT
• Operative Function
-Compensating-Include activities which deal with the
method and standard of remuneration and terms of
employment.

-Utilizing- Utilizing means using the services of the

employees to the best possible extent. It includes
incentives schemes and includes schemes for sharing
the profits from higher productivity.

Reference: The Management Blog. (2009). Functions of personnel management. Retrieved from
http://mgmtys.blogspot.com/2010/10/function-of-personnel-management.html
 G.) ROLES OF PERSONNEL MANAGEMENT
• Operative Function
-Maintaining- Aims at maintaining good working
condition for the employees.

Reference: The Management Blog. (2009). Functions of personnel management. Retrieved from
http://mgmtys.blogspot.com/2010/10/function-of-personnel-management.html
 G.) ROLES OF PERSONNEL MANAGEMENT
• Managerial Functions
-Planning- A plan is a pre-determined course of action
to accomplish the set objectives, it specifies what and
how operative personnel functions are to be
performed.

-Organizing- Organizing calls for grouping of

personnel activities, assignment of different
activities to different individuals.
Reference: The Management Blog. (2009). Functions of personnel management. Retrieved from
http://mgmtys.blogspot.com/2010/10/function-of-personnel-management.html
 G.) ROLES OF PERSONNEL MANAGEMENT
• Managerial Functions
-Coordination- coordination is concerned with
harmonious and unified action directed towards a
common objectives.

-Directing- Directing involves managing managers,

managing workers and the work through the
means of motivation, proper leadership, effective
communication as well as coordination.
Reference: The Management Blog. (2009). Functions of personnel management. Retrieved from
http://mgmtys.blogspot.com/2010/10/function-of-personnel-management.html
 G.) ROLES OF PERSONNEL MANAGEMENT
• Managerial Functions
-Motivating- Motivation is the key to successful
management of any enterprise. A personnel manager
must inculcate in the workers a keen appreciation of
an organizations policies.
-Controlling- Control is the process of measuring
actual results with some standard of performance,
finding the reason for deviations of actual from
desired results and taking corrective action when
necessary.
Reference: The Management Blog. (2009). Functions of personnel management. Retrieved from
http://mgmtys.blogspot.com/2010/10/function-of-personnel-management.html