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Staff Administration

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Staff Administration

INTRODUCTION

Personnel management is one filed of management which is no longer exclusive preserve of men. Bearing in mind the increasing number of women the employed in factories and offices, many companies are recognizing  that there
are women who posses the patience, understanding and intelligence which are needed by anyone intending to make a career in personnel management.

MEANING OF PERSONNEL MANAGEMENT

Appleby (1978) defined personnel management as. that part of the, process of management that is concerned with the maintenance of  human relationships and ensuring the physical well-being of employees so that they give the maximum contribution to efficient working.

THE SCOPE OF THE WORK

The primary objective of the personnel management, who invariably is
the head of department is to maintain and it possible improve human relation between management and staff, and it is in this direction that he employs his talent for negotiations and conciliation. But his overall responsibilities
are much wider than this, and can include recruitment, training, selection procedure promotion and incentive schemes, health and safety, welfare, and personnel records For instance, in a large establishment this span of control would be far too wide for any one person to handle without assistance, therefore authority and responsibility for certain duties would naturally be delegated. When this happens the Personnel Manager would, of course, retain immediate control over the delicate area of industrial relations, but could appointment subordinate managers
for training and welfare.
The responsibilities of the Personnel Manager are summarized below Some of the duties on this chart, particularly in the filed of industrial requires the negotiating skills and the background knowledge and experience which are on essential part of a Personal Manager’s professional accomplish are outside the scope of this work. There are, however, certain techniques and routines with which his office staff should be familiars

routines with which his office staff should be familiars.
PERSONNEL MANAGER
Record Recruitment and
Short-listing applicants Interviewing
Advertising vacancies
Liaison with schools, colleges and Sources Taking up references
Sources

Pay rates and
Promotion schemes
promotion prospects
Job evaluation
Job grading
Merit rating
Determining wage rates internal transfers
Flexible hours scheme.
Industrial relations
Joint consultation committees
Negotiation with shop stewards
Coordination with work study specialists.
Communication link between Management and shop floor
Bonus and incentive schemes
Training (Training Apprentice Training and supervisor Officer)
Induction courses
In-plant training schemes
Day release courses
Educational advice and information service
Block release courses
Sports and social activities
Wekfare
(Welfare Oficer)
Sick pay Schemes
Holiday rotas
Personal problems
Canteen Committee
Communications with
absent employees
First aid and medical
Health and safety
facilities
(Safety Officer)
Compliance with factory
Acts
Accident prevention and Safety committee
Fire precautions Personnel work records
Records Labour Statistics
Transfer of P45s
1979, p. 153
course in Office Administration by R. brealey

INDUCTION/ORIENTATION PROCEDURE
This is not raining in the usual sense of he word but is a method of introducing  new workers. In a large organisation
it would be program to include talks giving a brief history of the business, its operations and its organisation
structure, The regulations concerning safety, etc, would be explained as well as the staff rules concerning discipline, sickness payment , holidays, method.
The staff facilitates about pensions, recreation, ctc,, would be explain, The
hew member would be introduced to his departmental and perhaps given a tour include other area of the organisation, Pitheld (1982) pointed out that objective  of induction programmed i lo welcome the new comer, to project the company’s in age as an employer and to reach a mutual understanding about about staff/management relationships.
Ogunsaju and Arubayi (1985) stated that no recruitment and selection process is completion without orienting the newly-Recruit staff to the office system. The newly-employed staff Can only be productive in their only if they are well informed about the work to be performed and the environment in which it in to be performed. According to CAetter 976), it is not enough for any office system to recruitment and select Workers, they must be harmony
the assigned work, the environment, and With other members of the office he also suggested the following as the major objectives of any induction programmer

To fully inform new staff about their job, their environments, and their colleagues

To provide a feeling of belonging on the part of new staff.

To try and match the newly-recruited staff with his position or give technical and logistic assistance to inductee.

To contribute to position gratification and to increase effective performance of the inductee.

To assist the new staff in accepting the rules and regulations of the office

To assist the new workers to develop positive attitude towards the office and
the office system

To reduce the problem caused by change in the status quo for both induclee and his contemporaries

To furnish information that were neglected during the process of recruitment and selection (Casteter, 1976).
In summary, an orientation programmed should cover:

Brief history of company, products, place in industry, present organisation names of department heads and the work of various departments.
The rules of working and safety and health regulations.
Personnel policy regarding discipline, education and training and promotion, holidays, method and wages.

OTHER BUSINESS PLAN IN NIGERIA WITH RECENT UPDATE

 

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