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Файл:Английский язык для специалистов в сфере государственного и муниципального управления. Учебное пособие
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Staff – персонал
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Emphasize – подчеркивать
2
Workforce – рабочая сила
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Schedules – расписание
3
Employees – работники
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Grievances – обида
4
Relatioship – отношения
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Orientation – ориентировка
5
Organization – организация
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Potential – потенциальный
6
Integration – объединение, ин-
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Incentive plans – планы поощ-
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Maintainance – обслуживание
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Human resources – человечес8
Extension – расширение
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Advisor – советник
1) assistance
a) связь
2) counsellor
b) нагрузка
3) mediator
c) упадок духа
MODULE 4
PUBLIC ADMINISTRATION PERSONNEL
1. Read and remember the following word-combinations.
теграция
2. Match the colu mns.
рения
кие ресурсы
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4) spokesman
d) бюджет
5) recruitment
e) дизайн
6) selection
f) поддержка
7) training
g) советник
8) development
h) посредник
9) forecasts
i) оратор
10) design
j) трудоустройство
11) budget
k) выбор
12) regression
l) развитие
13) work load
m) прогноз
14) communication
n) развитие
1. Personnel managеment
A. Can be define d as obtaining, using
2. Manpower planning
B. Which is also called as human
3. Participation
C. The fact that you take part or
4. Supervision
D. A set of dec i s i ons about how to do
3. Match the terminology expressions and the definitions.
and maintaining a satisfied
workforce. It is a signi fi cant part of
management concerned with
employees at work and with their
relationship within the organization
resource pla nni ng consists of putting
right number of people, right kind of
people at the right place, right time,
doing the right things for which they
are suited for the achievement of
goals of the organization
become involved in something
something in the future
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5. Plan
E. The act of watching a person or
activity and making certain that
Adjective – Adverb (-ly)
Verb – Noun
budget –
potential –
attend –
manage –
everything is done correctly, safely,
etc
4. Form derivat i ves according to the model:
problem –
person –
strategy –
important –
force –
assist –
define –
work –
5. Read the text and discuss the main idea of it.
PERSONNEL MANAGEMENT
Personnel management can be defined as obtaining, using and maintaining
a satisfied workforce. It is a significant part of management concerned with
employees at work and with their rela t ionship within the organization.
According to Flippo, “Personnel management is the planning, organizing,
compensation, integration and maintenance of people for the purpose of
contributing to organizational, in dividual and societal goals”.
According to Brech, “Personnel Management is that part which is
primarily c oncerned with human resource of organization”.
Nature of Personnel Management
1. Personnel management includes the function of employment,
development and compensation. These functions are performe d pr i marily by the
personnel management in consultati on with other department s .
2. Personnel management is an extension to general management. It is
concerned with promoting and stimulating competent work force to make their
fullest contri bution to the concern.
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3. Personnel management exist to advice and assist the line managers in
personnel matt ers. Therefore, per sonnel department i s a staff department of an
organization.
4. Personnel management lays emphasize on action rather than making
lengthy schedules, plans, work methods. The problems and grievances of
people at work can be solved more effectively through rationale personnel
policies.
5. It is based on human orientation. It tries to help the workers to develop
their potential fully to the conc ern.
6. It also motivates the employees through it’s effect ive incentive pl ans so
that the employees provide fullest co-operation.
7. Personnel management deals with human resources of a concern. In
context to human resources, it manages both individual as well as blue-collar
workers.
Role of Personnel Manager
Personnel manager is the head of personnel department. He/She performs
both managerial and operative functions of management. His role can be
summarized as:
1. Personnel manager provides assistance to top management:
The top management people are the people who decide and frame the
primary policies of the concern. All kinds of policies related to personnel or
workforce can be framed out effectively by the personnel manager.
2. He/She advices the line manager as a staff specialist:
Personnel man ager acts li ke a staff advisor and assists the line managers in
dealing with various personnel matters.
3. As a counsellor:
As a counsellor, personnel manager attends problems and grievances of
employees and guides them. He/She tries to solve them in best of his capacity.
4. Personnel manager acts as a mediator:
He is a linking pin between manageme nt and workers.
5. He/She acts as a spokesman:
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Since he is in direct contact with the employees, he is required to act as
representative of organization in committees appointed by government. He
represents company in training programs.
Functions of Personnel Management
Following are t he four functions of Personnel Management:
1. Manpower Planning.
2. Recruitment.
3. Selection.
4. Training and Development .
MANPOWER PLANNING
Manpower Planning which is also called as Human Resource Planning
consists of putting right number of people, right kind of people at the right
place, right time, doing the right things for which they are suited for the
achievement of goals of the organization.
Human Resource Planning has got an important place in the arena of
industrialization. Human Resource Planning has to be a systems approach and
is carried out in a set procedure. The procedure is as follows:
1. Analysing the current manpower inventory.
2. Making future manpower forecasts.
3. Developing employment programmes.
4. Design training programmes.
Steps in Manpower Planning
1. Analyzing the current manpower inventory. Before a manager makes
forecast of future manpower, the current manpower status has to be analyzed.
For this the foll owing things have to be not ed:
a) type of organization;
b) number of departments ;
c) number and quantity of such departments;
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d) employees in these work units.
Once these factors are registered by a manager, he goes for the future
forecasting.
2. Making future manpower forecasts. Once the factors affecting the
future manpower forecasts are known, planning can be done for the future
manpower requirements in several work units.
The Manpower forecasting techniques commonly employed by the
organizations are as follows:
a) expert Forecasts: this includes informal decisions, formal expert
surveys and Delphi technique;
b) trend Analysis: manpower needs can be pr oj ected through extrapolation
(projecting past trends), indexation (using base year as basis), and statistical
analysis (central tendency measure);
c) work Load Analysis: it is dependent upon the nature of work load in a
department, in a branch or in a division;
d) work Force Analysis: Whenever production and time period has to be
analyzed, due allowances have to be made for getting net manpower
requirements;
e) other methods: several Mathematical models, with the aid of computers
are used to forecast manpower needs, like budget and planning analysis,
regression, new venture analysis.
3. Developing employment programs. Once the current inventory is
compared with future forecasts, the employment programs can be framed and
developed accordingly, which will include recruitment, selection procedures
and placement plans.
4. Design training programs. These will be based upon extent of
diversification, expansion plans, development programs, etc. Training programs
depend upon the extent of improvement in technology and advancement to take
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place. It is also done to improve upon the skills, capabilities, knowledge of the
workers.
Importance of Manpower Planning
1. Key to managerial functions. The four managerial functions, i.e.,
planning, organizing, directing and controlling are based upon the manpower.
Human resources help in the implementation of all these managerial activities.
Therefore, staffing becomes a key to all managerial functions.
2. Efficient utilization. Efficient management of personnels becomes an
important function in the industrialization world of today. Seting of large scale
enterprises require management of large scale manpower. It can be ef fectively
done through sta f fing function.
3. Motivation. Staffing function not only includes putting right men on
right job, bu t it also compr ises of mot ivatio nal pr ograms, i.e., i ncent ive p lans to
be framed for further participation and employment of employees in a concern.
Therefore, all types of incentive plans become an integral part of staffing
function.
4. Better human relations. A concern can stabilize itself if human
relations develop and are strong. Human relations become strong trough
effective control, clear communication, effective supervision and leadership in a
concern. Staffing function also looks after training and development of the
work force which leads to co-operation and better human relations.
5. Higher productivity. Productivity level increases when resources are
utilized in best possible manner. higher productivity is a result of minimum
wastage of time, money, efforts and energies. This is possible through the
staffing and it's related activities (Performance appraisal, training and
development, remuneration).
Need of Manpower Planning
Manpower Pl anning is a two-phased process because manpower planning
not only analyses the current human resources but also makes manpower
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forecasts and thereby draw employment programs. Manpower Planning is
advantageous t o firm in following manner:
1. Shortages and surpluses can be identified so that quick action can be
taken wherever required.
2. All the recruitment and selection programs are based on manpower
planning.
3. It also helps to reduce the labour cost as excess staff can be identified
and thereby overstaffing can be avoi ded.
4. It also helps to identify the available talents in a concern and accordingly
training programs can be chalked out to develop those talents.
5. It helps in growth and diversification of business. Through manpower
planning, human resources can be readily available and they can be utilized in
best manner.
6. It helps the organization to realize the importance of manpower
management which ultimately helps in the stability of a concern.
6. Fill the gaps with the proper words.
Use the words given and put them in the correct form: to grow, to
develop, to live, to leave, can.
1. Wo rk Load Analysis: It is d ependent upon the nature of work load in a
department, in a branch or in а __________.
2. Whenever production and time period has to be analyzed, due
allowances have to be made for getting net __________ requirements.
3. Therefore, personnel department is a __________ department of an
organization.
4. It is based on human orientation. It tries to help the workers to develop
their __________ fully to the concern.
5. __________ Management lays emphasize on action rather than making
lengthy sche dul es, plans, work methods.
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7. Translate the following expressions.
1) Gather __________
5) __________ activities
Makes forecast of future manpower, solve in the best capacity, deal with
various personnel matters, decide and frame primary policies, represent
company in training programs.
8. Explain the meaning of the following words and word combinations.
You may begin wi t h, “It is a notion (word) by which __________”.
Personnel management, plan, manpower, personnel manager, training
programs, large scale.
9. Group the words and word-combinations according to their
morphological structure.
Spokesman, personnel, develop, mediator, strategic, analyze, employee,
incentive, exist.
10. Complete t he following phrases.
2) __________ inputs
3) __________ analysis
4) __________ forcast
6) Human __________
7) __________ manager
8) Staff __________
11. Find the synonyms and antonyms.
Work, secondary, previous, plan, key to , rest, primary, main, scheme,
method, current.
12. Choose the r i ght word.
1. Personnel management can be __________ (defined, interpreted, done)
as obtaining, u sing and maintaining a satisfied workforce.
2. Human Resource Planning has got an __________ (important,
inconsiderable, not valuable) place in the arena of industrialization.
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3. __________ (training, communication, relax) programs depend upon
the extent of improvement in technology and advancement to t ake place.
4. Before a manager makes forecast of __________ (past, future,
important) manpower, the current m anpower status has to be analyzed.
5. He/She performs __________ (one of, both) managerial and operative
functions of m anagement.
13. Answer the f ol lowing questions.
1. What are expert forecasts?
2. How important is wor k load analysis?
3. What is personne l management?
4. How many steps can you name in manpower planning?
5. What is gathering inputs?
14. Complete t he following sentences us ing the text.
1. Personnel management deals with human __________.
2. Manpower planning which is also called as __________.
3. __________ is primarily concerned with human resource of
organization.
4. Personnel manager provides __________.
5. Personnel management can be defined as __________.
6. Number and quantity of such __________.
7. Manpower needs can be __________ through e xtrapolation, indexa t ion.
8. A concern can stabilize __________.
15. Write a summary of the text above.
16. Make a brief report on the topic.
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