TOPIC ONE:
PERSONNEL MANAGEMENT AND HUMAN BEHAVIOUR
Meaning of Personnel management
Personnel management is an administrative function within an organization that
oversees the hiring, organization and support of employee positions. A branch of human
resources, personnel management focuses on recruiting the right individuals to fit a
position and supporting those already working for the company
THREE TYPES OF PERSONNEL MANAGEMENT
• Strategic personnel management.
Strategic personnel management primarily focuses on current and future staffing needs
and large-scale concerns about structure, quality, culture, values and commitment
Strategic human resource management, also known as strategic HRM or strategic HR,
is all about aligning the functions of HR, such as hiring, developing, and supporting
employees, with the long-term goals and outcomes of the organization to create
synergy between all departments.
What’s more, strategic human resource management goes beyond the normal
administrative communication and duties of an HR department. It involves creating a
rational and comprehensive framework that maximizes a company’s human capital by
getting HR involved in policy creation from the start. It helps HR function at its best and
aids in performance management.
It basically ensures you, the HR pro, have real input in all aspects of the business. After
all, a business is made up of people, and that’s what you know best
• Tactical personnel management
Tactical personnel management involves administrative planning. This includes
determining how to schedule current staff members. It also includes predicting the
amount of staff necessary to fill positions in the short and long term
What’s your company’s HR strategy? If your HR department works only on tactical HR
processes like payroll and time and attendance, you’re missing out on strategic HR
benefits.
Those benefits can include:
• More productivity
• Higher employee satisfaction
• Better bottom-line results
• Operational personnel management.
Operational personnel management focuses on support functions or processes relating
to staff influx. Examples of operational personnel management include: Setting up
recruitment & selection process workflows. Creating and maintaining staff records
Operational personnel only add value if they apply their process knowledge and
experience to increase productivity and implement improvements to the process,
instead of performing repetitive or administrative tasks. As many administrative or
repetitive processes (production of reports, third-party information capture, systems
integration, archive and recovery of data, etc.) as possible should be automated in the
solution design to ensure maximum availability of operational personnel.
Where tasks cannot be automated (validation of production results, validation of
production plans, approval of items and manual capture of data) the aim is to provide
simple and intuitive methods as well as user interfaces to quickly and effectively
accomplish these tasks
MEANING OF HUMAN BEHAVIOUR
Human behavior is the potential and expressed capacity of human individuals or groups
to respond to internal and external stimuli throughout their life. Behavior is driven by
genetic and environmental factors that affect an individual
• Individual behaviour is usually understood as anything a person does in
response to a particular situation. Actions may be overt (motor or verbal) and
directly measurable, or covert (activities not viewable but involving voluntary
muscles) and indirectly measurable.
• Group behavior defines the way individuals are influenced by the thoughts,
feelings, and behaviors of others in a group. Groups can also influence people's
social behavior to fit in a particular group. This is known as group conformity.
• Perception can be defined as our recognition and interpretation of sensory
information. Perception also includes how we respond to the information. We can
think of perception as a process where we take in sensory information from our
environment and use that information in order to interact with our environment.
• PERCEPTION AND REALITY
Perception: A way of understanding or interpreting things. Reality: The state of
things as they actually exist, rather than as they may be perceived or might be
imagined.
• SELECTIVE ATTENTION.
Selective attention refers to the processes that allow an individual to select and focus on
particular input for further processing while simultaneously suppressing irrelevant or
distracting information.
• CENTRAL TRAITS
Central traits are those that make up our personalities (such as loyal, kind, agreeable,
friendly or wild). Secondary traits are those that are not quite as obvious or as
consistent as central traits. They are present under specific circumstances and include
preferences and attitudes
• ATTRIBUTION
Attribution often involves identifying the author or source of written material or a work of
art. If you want to prove that painting you found in your basement is a van Gogh, you'd
produce evidence to ensure proper attribution. The word can be used more generally to
indicate the source of anything, whether it's a bombing, climate change, or success. For
example, attribution of your success might be hard work and the support of family and
friends.
• KELLEY'S THEORY OF ATTRIBUTION
Covariation Model by Kelley: Harold Kelley proposed that people make attributions
based on three types of information: consensus (do others behave the same way),
distinctiveness (does the person behave this way in different situations), and
consistency (does the person behave this way repeatedly over time).
• CHANGING PERCEPTION
By changing perceptions, the physical world you see will reflect what you want to see in
your life, created through intention, rather than what our unconscious perceptions
created in reality by default.
• DEFENCE MECHANISM
Defence mechanisms are unconscious psychological processes that protect the self
from anxiety-producing thoughts and feelings related to internal conflicts and external
stressors.
According to this theory, healthy people use different defence mechanisms throughout
life. A defense mechanism can become pathological when its persistent use leads to
maladaptive behaviour such that the physical or mental health of the individual is
adversely affected. Among the purposes of ego defence mechanisms is to protect the
mind/self/ego from anxiety or to provide a refuge from a situation with which one cannot
currently cope.
Examples of defence mechanisms include:
Repression, the exclusion of unacceptable desires and ideas from consciousness;
Identification, the incorporation of some aspects of an object into oneself;
Rationalization, the justification of one's behaviour by using apparently logical reasons
that are acceptable to the ego, thereby further suppressing awareness of the
unconscious motivations
Sublimation, the process of channeling libido into "socially useful" disciplines, such as
artistic, cultural, and intellectual pursuits, which indirectly provide gratification for the
original drives.
• PSYCHOLOGICALLY HEALTHY INDIVIDUALS
Most experts identify several basic elements psychologically healthy people regularly
display: They feel good about themselves. They are not typically overwhelmed by fear,
love, anger, jealousy, guilt, or worry.
Psychologically healthy person is a person, who understand own emotions and may to
express it in safety and ecologically way. Psychologically healthy person – person, who
capable for critical thinking and planning. Psychical health is a cocktail from good state
of body, mental health and social environment
• INFLUENCES ON HUMAN BEHAVIOUR
Physical factors - age, health, illness, pain, influence of a substance or medication.
Personal and emotional factors - personality, beliefs, expectations, emotions, mental
health.
Life experiences - family, culture, friends, and life events. What the person needs and
wants