PERSONNEL MANAGER'S STATUS AND DUTIES
Job Description
The scope and core content of human resource management, in summary has been expressed in advance. All materials must be understood by every line manager, so that he can achieve results through others. The effectiveness and efficiency of line managers realize the objective function unit can be expressed marupakan ability to set the principles fundamental human resource management.
The reality in life, especially in large companies, in addition to line managers, the personnel manager was responsible for the implementation of personnel functions best in the company. Therefore, in order to avoid a divided responsibility, and lack of duplication (overlapping) tasks, clarity of status and division of tasks between line managers with personnel managers absolutely confirmed.
Whatever the label manager of personnel, the status is of the staff, often referred to a specialized staff. In accordance with such status, the personnel manager with all the members of his unit solely for:
a. Providing advice and assistance, and has no line authority to other elements within the organization.
b. Advice or assistance given to all elements of line managers.
c. Advice or assistance provided, specialized only in the areas of procurement, development, and utilization of human resources.
By and large, according to the status of staff of personnel manager, then perananya against all elements of the leadership is in these things as follows.
a. Taking the initiative and memformulirkan human resources policy.
b. Giving advice / suggestion to all elements within the organization
c. Serving the elements of leadership in activities related to procurement, development, and utilization of human resources.
d. Supervise, including monitoring the actions of line managers in procurement activities, development, and utilization of human resources.
Creating and formulate human resources policies is one of the main duties and responsibilities of personnel managers. The formulation of policy formulation, could only apply to the organization, when the helm is meratifisernya.
In addition, other activities of the personnel manager, seen in its role as an adviser or its advice to line managers in relation to the procurement, development, and utilization of human resources.
In procurement, development and utilization of human resources, personnel manager in terms of administration should be able to serve the needs and equipment line managers, for example, to prepare the forms needed, room for exercise, the letters are required in the appointment and dismissal of employees, and forth.
Finally, one other important role of manager-subordinate personnel with subordinates is watching, including monitoring the activities, procedures and provisions outlined by the top leadership.
Job Description
The scope and core content of human resource management, in summary has been expressed in advance. All materials must be understood by every line manager, so that he can achieve results through others. The effectiveness and efficiency of line managers realize the objective function unit can be expressed marupakan ability to set the principles fundamental human resource management.
The reality in life, especially in large companies, in addition to line managers, the personnel manager was responsible for the implementation of personnel functions best in the company. Therefore, in order to avoid a divided responsibility, and lack of duplication (overlapping) tasks, clarity of status and division of tasks between line managers with personnel managers absolutely confirmed.
Whatever the label manager of personnel, the status is of the staff, often referred to a specialized staff. In accordance with such status, the personnel manager with all the members of his unit solely for:
a. Providing advice and assistance, and has no line authority to other elements within the organization.
b. Advice or assistance given to all elements of line managers.
c. Advice or assistance provided, specialized only in the areas of procurement, development, and utilization of human resources.
By and large, according to the status of staff of personnel manager, then perananya against all elements of the leadership is in these things as follows.
a. Taking the initiative and memformulirkan human resources policy.
b. Giving advice / suggestion to all elements within the organization
c. Serving the elements of leadership in activities related to procurement, development, and utilization of human resources.
d. Supervise, including monitoring the actions of line managers in procurement activities, development, and utilization of human resources.
Creating and formulate human resources policies is one of the main duties and responsibilities of personnel managers. The formulation of policy formulation, could only apply to the organization, when the helm is meratifisernya.
In addition, other activities of the personnel manager, seen in its role as an adviser or its advice to line managers in relation to the procurement, development, and utilization of human resources.
In procurement, development and utilization of human resources, personnel manager in terms of administration should be able to serve the needs and equipment line managers, for example, to prepare the forms needed, room for exercise, the letters are required in the appointment and dismissal of employees, and forth.
Finally, one other important role of manager-subordinate personnel with subordinates is watching, including monitoring the activities, procedures and provisions outlined by the top leadership.