Personnel Management

1. Personnel administration represents a major subsystem in the general management sys-
tem, in which it refers to the management of human resources. It is used to identify the entire
scope of management policies and programs in the recruitment, allocation, leadership, and direction
of manpower. Personnel administration begins with the definition of the required quantities of
particular personal capabilities. Thereafter, people are to be found, selected, trained or retrained,
negotiated with, counseled, led, directed, committed, rewarded, transferred, promoted,and finally
released or retired.

2. In many of these relations, managers deal with their associates as individuals — the field
takes its name in part from this type of relationship. In some working organizations, however,
employees has been represented by unions, and managers bargain with these associations. Such
collective-bargaining relationships are generally described as labour relations. Functions of management we should consider here could be defined in the following way.

3. Major areas of personnel department responsibilities include organizing-devising and revising organizational structures of authority and functional

responsibility. They are aimed to facilitate two-way, reciprocal, vertical, and horizontal communication. The next one is staffing, or manning-analyzing jobs that develop job descriptions and specifications. That is — appraising and maintaining an inventory of available capabilities, recruiting, selecting, placing, transferring, demoting, promoting, and thus assuring qualified manpower when and where it is needed.

4. Planning and forecasting personnel requirements in terms of numbers and special qualifications
as well as scheduling inputs, has been marked as very important for anticipating the need for appropriate managerial policies and programs. One should bear in mind that training the development-assisting team members, from pre-employment, preparatory job training to executive development programs will be able to secure their continuing personal growth. It is
necessary for a personnel manager to make collective bargaining negotiating agreements and to follow these ones through in day-to-day administration; 5. Rewarding a personnel manager have to ensure provides financial and non-financial incentives individual commitment and contribution. And of course, general administration—developing appropriate styles and patterns of leadership throughout the organization is one of the main areas of personnel management. It should be also mentioned here the importance of auditing, reviewing, and researching, that is, evaluating current performance and procedures in order to facilitate control and improve future practice.

6. To designate equally a body of knowledge, a process, and a profession — the term «ergonomics» or «human-factors engineering» has been used. Human engineering they have called it on the North American continent or ergonomics as it has been called In Japan, in Europe are originated from the Greek words: «ergon» — «work» and «nomos» — law. It is a collection of data and principles about human characteristics, capabilities, and limitations in relation to machines, jobs, and environments, to take into account the safety, comfort, and productiveness of human users and operators. The data and principles of human -factors engineering are concerned with human performance, behaviour, and training in man-machine systems and the design and development of man- machine systems.

2. Выпишите из абзацев 2, 3, 4, 6 предложения, содержащие форму глагола в страдательном залоге Passive Voice, определите в каждом из них временную форму. Пepeведите предложения на русский язык.

3. Выпишите из абзацев 3, 4, 5 текста предложения с it, that, one, обращая вниманиe на разницу в переводе этих слов. Предложения переведите.

4. Выпишите из абзацев 1,4,5 предложения, содержащие глаголы to be, to do, to
have, обращая внимание на различные функции их употребления, предложения переведите.

Дата добавления: 2015-07-20