Structuring of Personnel in Company Management

Structuring of Personnel in Company Management
Following in order the process of structuring personnel is:
Plan employee needs
Withdrawals, the value of announcing employee needs, selecting (reqruitment)
Placement (placement in accordance with formation)
Using labor includes stimulating workplace passion by creating good working conditions or conditions
Maintaining employee welfare in the form of salaries, incentives, holidays and leave, family gatherings and other forms of welfare
Manage promotions and other salary increases
Improving the quality of employees both through education and other opportunities such as attending education (Incentive Training), upgrading, scientific discussions, workshops, upgrading, magazine and newspaper subscriptions, becoming members of professional associations and so on.
Carry out assessments of employee work performance to obtain data in order to increase employee rank
Arranging termination of employment with employees.

Benefits of Personnel Management
More broadly that good personnel management will produce the following benefits:
Can improve the utilization of human resources.
Can efficiently adjust human resource activities and future needs.
Able to improve the effectiveness and efficiency of HR utilization.
Able to improve efficiency in attracting new employees.
Can complement human resource information that can help human resource activities and other organizational units.
Purpose of Personnel Management
The goals of personnel management relate to the goals of the company in general. That is because the management of the company strives to bring about efficiency in the labor force as profit efficiency and continuity.

(Manullang, 2001: 165) The objectives of personnel management are of 2 (two) types, namely:
Minded Production (efficiency and usability);
People Minded (Cooperation).
Therefore this personnel management involves an effort to be able to create conditions where each employee is encouraged to be able to make the best possible contribution to his superiors, because he cannot expect maximum efficiency without the full cooperation of his members.

Personnel Management Function
The personnel management function consists of:

The plan means determining a personnel program that will be able to help achieve the company's stated goals. These objectives require active participation from the personnel manager.

If the company has determined the functions to be carried out by its members, then the personnel manager must form an organization by designing the arrangement of the various relationships between personnel positions and physical factors. The organization is a tool to achieve a goal.

If the manager already has a plan and already has an organization to carry out the plan, the next function is to provide direction to the work. That function means getting the employees to work together effectively.

Supervision is observing (observing) and also comparing the implementation with a planned and also correct it if there is a deviation. In other words, supervision is a function that involves a matter of regulating various types of activities or activities in accordance with the personnel plan that has been formulated as a basis for analysis of the objectives of a fundamental organization.

The personnel management function by operationally consists of:
Procurement is to provide a certain number of employees and also the type of expertise needed to be able to achieve a company's goals. These goals concern a matter of meeting the needs of the workforce, the selection process and also the placement of work.
Employee development that has been obtained by way of training with the aim of developing employee skills.
Compensation is a fair and also appropriate award for employees in accordance with the contribution of employee members in achieving a company goal.
Integration is something that involves adjusting the desires of each with the financial interests of the company and the community.