Personnel management is defined as an administrative specialization that focuses on hiring and developing employees to become more valuable to the company. It is sometimes considered to be a sub-category of human resources that only focus on administration.
Personnel management permeates all the functional areas of management such as production management, financial management, and marketing management. That is, every manager from top to bottom, working in any department has to perform the personnel functions.
The scope of Personnel Management:
As we recall history, personnel management was basically concerned with recruitment, selection, placement of employees in organizations. Now the scope of personnel management has become wide and is concerned with organizing human resources with a view to maximize output and profits of the organisation and to develop the talent of the employees at work to the fullest possible extent securing personal satisfaction (job satisfaction of the employees) and personnel satisfaction (as far as the organization is concerned).
In the early stage of industrialization, dominated by single-ownership concerns, owner himself used to act as a personnel manager and recruit and select the people of his choice and taste irrespective of the requirements of the job. With the advent of industrialization and the consequent developments, company type and partnership firms came into vogue broadening the scope of personnel management.
The scope of personnel management can be seen in terms of the activities of personnel management discussed hereunder:
(a) Employee training
(b) Recruitment and maintenance of labor force.
(c) Executive development
(d) Determination of equitable wages and Salaries for laborers and employees.
(e) Job analysis and job description
(f) Labour welfare activities-such as education to children of the employee, recreation, sanitary conditions, etc.
(g) Maintaining personnel records.
(h) Maintaining sound human relations in industry.
(i) Settlement of labor disputes.
Skills and Competencies needed by Personnel managers
- Communication. When it comes to communication, one mistake many HR Managers can make is to speak more than listen. ...
- Approachability. ...
- Motivation. ...
- Organization. ...
- Discretion and Ethics.
- Applying personal management skills: making the dream a reality.
- Planning and Goal Setting.
- Time Management.
- Organizational Skills.
- Personal Ethics.
- Flexibility and Adaptability.
Career Opportunities and Job Prospects in Personnel Management
- Personnel Manager
- Office manager
- Occupational psychologist
- Training and development officer
- Business adviser
- Careers adviser
- Data scientist
- Higher education lecturer
- Life coach
- Management consultant
- Operational researcher
- Recruitment consultant
- Risk manager
- Sales executive
- Trade union research officer
- Public sector administrator
- Recruitment consultant
Admission Requirements for the study of Personnel Management in Nigeria
In UTME, please note that the English Language is Compulsory for this course. Therefore, the three (3) other JAMB UTME subject combination needed to study Personnel Management under the Faculty of Administration in the above Universities include;
Mathematics, Economics plus one (1) another subject
The O'level subject combination and requirements needed to study Personnel Management;
Five (5) SSCE credit passes including English Language, Mathematics, Economics plus any two (2) subjects listed under the Direct Entry column.