Concept of Employee Management in Institutions

CONCEPT OF EMPLOYEE MANAGEMENT IN INSTITUTIONS Personnel management is a process that involves various activities related to the management of human resources (HR) in an organization. Personnel management includes various activities such as recruitment, selection, training, career development, performance measurement, giving rewards, as well as planning and organizing work. Personnel management is part of human resource management (HR) which is responsible for managing employees in an organization. The aim of personnel management is to ensure that the organization has employees who suit the organization's needs and that these employees can work effectively and efficiently. Personnel management is also related to various rules and regulations that apply in an organization, such as regulations regarding employee rights and obligations, regulations regarding salaries and benefits, and regulations regarding working conditions. To manage personnel well, organizations need to have an effective recruitment system, an appropriate training system, a fair performance measurement system, and an appropriate reward system to increase employee motivation and performance. The personnel management function is an activity carried out by an organization to manage human resources (HR) well, so that they can work effectively and efficiently. The following are several personnel management functions: 1) Recruitment: Searching for and inviting prospective employees who suit the organization's needs. 2) Selection: Selecting the best prospective employees who suit the needs of the organization through certain tests. 3) Training: Providing training that suits employee needs so they can work effectively and efficiently. 4) Career development: Helping employees to develop their careers in the organization. 5) Performance measurement: Assess employee performance regularly to determine employee success in carrying out their duties. 6) Giving rewards: Giving rewards to employees who have good performance, such as higher salaries, promotions or bonuses. 7) Planning and organizing work: Setting organizational goals and managing employee work to achieve them. The personnel management function is very important for an organization, because it can help increase employee motivation, performance and productivity, so that it can support the success of the organization as a whole. The aim of personnel management is to manage human resources (HR) in an organization in an effective and efficient manner, in order to achieve organizational goals well. The following are some personnel management goals that are often set by organizations: 1) Obtaining employees who suit the organization's needs: Personnel management is responsible for searching for and inviting prospective employees who suit the organization's needs. 2) Ensure effective employee performance: Personnel management must ensure that employees can work effectively and efficiently, so that they can achieve organizational goals well. 3) Developing employee careers: Personnel management must help employees to develop their careers in the organization, in order to increase employee motivation and performance. 4) Maintain employee job satisfaction: Personnel management must ensure that employees are satisfied with their work, so that they can continue to contribute well to the organization. 5) Overcoming problems related to employees: Personnel management must be able to overcome problems related to employees, such as discipline problems, communication problems and conflict problems. By achieving these goals, personnel management can help organizations to manage human resources well, so that they can achieve overall organizational goals. The following are several examples of personnel management that can be carried out by an organization: 1) Recruitment of new employees: Personnel management is responsible for searching for and inviting prospective employees who suit the needs of the organization. For example, organizations can carry out recruitment through advertisements in the mass media, or through job vacancy sites. 2) Training and development: Personnel management must ensure that employees receive training that is appropriate to the needs of the organization, so that they can work effectively and efficiently. For example, organizations can hold internal training or send employees abroad to receive more complete training. 3) Performance measurement: Personnel management must assess employee performance regularly, so that they can determine the success of employees in carrying out their duties. For example, organizations can use objective performance appraisal systems, such as 360-degree systems. 4) Providing rewards: Personnel management must provide rewards to employees who perform well, such as higher salaries, promotions or bonuses. For example, an organization can give bonuses to employees who have the best performance in that year. 5) Resolving problems related to employees: Personnel management must be able to resolve problems related to employees, such as discipline problems, communication problems and conflict problems. For example, organizations can organize mediation programs to resolve conflict issues between employees. Personnel management is also an important part of institutions, such as schools, universities or hospitals. In institutions, personnel management is responsible for managing employees and education or health personnel who work at the institution. In institutions, personnel management must also ensure that employees and education or health personnel have competencies and qualifications that comply with established standards. Apart from that, personnel management must also manage the compensation and benefits provided to employees and education or health personnel, as well as resolve problems related to employees and education or health personnel in the institution. Personnel management in institutions must also ensure that employees and education or health personnel have decent working conditions, as well as comply with applicable regulations in the institution, such as regulations on employee rights and obligations, regulations on salaries and benefits, and regulations on working conditions. By managing personnel well, institutions can ensure that employees and education or health personnel work effectively and efficiently, so they can provide quality services to people in need. There are several factors that influence personnel management in an organization, including: Organizational needs: Organizational needs for human resources greatly influence the personnel management process. Organizations that require employees with high specifications will have a stricter recruitment process, while organizations that require employees with lower specifications will have a looser recruitment process. Labor market conditions: Labor market conditions also influence the personnel management process in an organization. If the unemployment rate is high, the organization will have more choices of prospective employees that suit its needs. However, if the unemployment rate is low, the organization will have difficulty finding employees who suit its needs. Rules and regulations: The rules and regulations that apply in a country also affect the personnel management process in an organization. For example, regulations on minimum salaries, regulations on employee rights and obligations, and regulations on working conditions. Organizational culture: Organizational culture also influences the personnel management process in an organization. For example, if the organizational culture values employee initiative and independence, the organization will be more likely to provide autonomy to employees in carrying out their work. Employee competency: Employee competency also influences the personnel management process in an organization. Organizations that have employees with high competence will find it easier to achieve their goals, compared to organizations that have employees with low competence.