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Staff definition

defines administrative function of the staff also served, and keep a job, positions in the structure of organizations. This is done by identifying the workforce requirements of the inventory of the people available, recruitment and selection, and to develop, promote, inform, planning for careers, and compensation, training or overviews developing both candidates and jobholders current so they can get the job done effectively and efficiently. It is clear that staff must be closely linked to the organization, that is, to establish an international structures of rules and attitudes. Many writers on management theory discuss the recruitment phase of the organization.

First, the staff of the organizational roles and includes knowledge and approach is usually recognized by practicing manager, who often think of the organization as a mere establishment of structures and roles give little attention to fill these roles. Second, making staff and separates function facilitates puts the biggest obstacle confirms the choice of the human elements, assessment, development planning and management. Third, a significant body of knowledge and expertise in the employment situation. The fourth season of firing employees is that managers often overlook the fact that employment is a responsibility, not that the department staff. To make sure this section provide valuable assistance, but it is the position of Director to fill positions in their organizations and keep them filled with qualified people.

administrative determine the function of

full agreement is what exactly constitutes the position of Director. In fact, it has been studied the nature of administrative functions from several different perspectives. One group of writers known as the Great Man school, he studied successful manager, described the behavior of administrative and customs. Despite the stories of these people it is interesting and makers typically do not provide the basic theory to explain the success of their subjects. Other authors in the first place, economists focus on the commercial aspects of the Department. The main concern is maximizations profit, innovation, risk-taking and similar activities. Another group of writers emphasizes decision-making process, especially the kind of decision that can not be easily programmed. Additional point of view of administrative functions draws attention to the leadership, with a focus on certain characteristics and management techniques. Closely linked to this approach is the debate about the impact of the power that controls the leader of the environment and subordinates. Others focus their attention on the book of the behavior of leaders through the study of the function of Director content. Finally based approach favored by Henry Mintzberg to monitor the work of the managers activities. It found through observation of the five executives that their business was characterized by brevity, variety, and discontinuity and went to work. He also noted that executives prefer oral communication and engage in many activities that bind the organization with its environment.

factors affecting the number and type of required managers

and the number of required managers in an organization not only on the size stops but also on the complexity of the structure of organizations, and plans to expand, the rate of administrative staff turnover. The ratio between the number of directors and the number of employees does not follow any law. It is possible by expanding or contracting the delegation of authority, to modify the structure so that the number of managers at a particular moment or decrease regardless of the size of the operation. Although the need to identify the required number of managers has been emphasized here, it is clear that the numbers are only part of the picture. Specifically, you must determine the qualifications to fill the individual functions so that they can choose the most appropriate managers.

Inventory Management

It is common for any action, as well as for most of a non-commercial, to maintain the inventory of raw materials and goods in the hand to enable them to continue their operations. It is far less common for projects to maintain an inventory of available human resources, especially managers, despite the fact that the required number of qualified managers is a vital prerequisite for success. Keep up with the management capabilities within the company and can be done through the use of inventory, which is just a scheme organizations and units with the administration referred to and associated with the position in the promo ability of each occupant.

advantages and limitations of the graph Inventory Manager

  • on the chart of the stock manager, as evidenced by the previous discussion, the general and specific advantages.
  • chart is an overview of the staff of the institution situations.
  • managers who are willing to promote can now be easily identified. Immediate action to find a suitable position within the organization may reduce the tendency of managers to look for a job outside the company.
  • chart shows also the internal supply of managers in the future by identifying who is to upgrade within a year or more.
  • managers who do not perform satisfactorily are identified, it referred to the need for training or replacement.
  • If the organization is not enough "depth" requirement, and can be training plans begin immediately to ensure the supply of future managers.
  • managers who are close to retirement can be identified, and the preparation can be made for their replacement.
  • chart facilitates the transfer of managers not only to strengthen the weak management but also to broaden the experience of the manager.
  • One can identify prevent the hoarding of people to upgrade by their immediate supervisors, a practice so common, especially in large companies. Naturally superiors dislike depriving themselves of able subordinates by allowing them to transfer to other organizational units. But the general interest of the institution is more important than self-interest of the individual manager.
  • managers can counsel subordinates about their career paths and linked to job opportunities within the company.

Despite the advantages many, has the inventory manager scheme also has some limitations:

on the chart does not show why attitudes director may have to upgrade, if the opening event in the organizational unit other. The person who is to upgrade now will not necessarily be able to contain this situation, because the knowledge or skills may be required in specialized areas. The director of the upgrade in the production department can hardly fill the position of vice president of sales.

The data on the graph is not enough to make a fair assessment of all the capabilities of individuals. It is still necessary to keep records of skill and performance, and other information on the biography of each individual.

Although the scheme is beneficial to his subordinates to provide advice, and it is often impractical for the exchange of information will all employees. Instead, however, the upper director of the department or the administration may have this information.

takes time and effort to keep the graph yet.

may be superior managers upper reluctant to make the maps available to other managers upper level because they may be afraid they will lose competent subordinates to other organizational units.

situational factors that affect employment

Specifically, external factors include the level of education prevailing attitudes in society (such as the attitude toward work), and many of the laws and regulations which directly affect, and employment , economic conditions, supply and demand for managers outside the enterprise. There are many internal factors that affect the staff. They include, for example, the organizational goals and tasks, technology, and organizational structure of this type of workers in the enterprise, and the demand and supply of managers within the organization, the system of reward and different types of policies. Some organizations are very organized. And others do not. Some positions, such as the position of director of sales skill in human relations of vital importance has to be, while the same skill may be less important for a research scientist working independently to some extent in the laboratory. Then the effective employment requires recognition, ie internal and external contextual factors, but the focus here is on those that have special significance for the number of employees.

external environment

factors in the external environment does not affect the employment varying degrees. These effects can be classified as educational, social, cultural, legal and political obstacles, economic or opportunities. For example, high technology used in many industries require extensive and intensive education. Similarly, managers in industries requires comprehensive education, and intensives. Similarly, managers in the social and cultural environment in the United States generally do not blindly accept orders. They want to become active participants in the decision-making process. Moreover, now and in the future, managers will have to be more towards the coordination of the public than in the past, and to respond to the legitimate needs of the public and a commitment to high ethical standards. Economic environment, including competitive situation, determine the external display, and the demand for managers. Legal and political constraints that companies follow the rules and guidelines issued by the various levels of government requires.

Equal Employment Opportunity: I have been many laws that provide for equal job opportunity pass (EEO). Laws prohibiting employment practices that discriminate on the basis of race, color, religion or national origin, sex, or age (in specific age groups). And based on equal employment opportunities in the federal, state, and local laws, and these laws impact on staff. Must be a recruitment and selection for promotion in accordance with these laws. This means that managers making decisions in these areas must be knowledgeable about the laws and the way they apply to the function of employment.

Women in Management: In the past decade or so, women have made significant progress in obtaining responsible positions in organizations. Among the reasons for this development and the laws that govern fair employment practices, and changing social attitudes towards women in the workplace, and the desire of companies to project a positive image by placing qualified women in managerial positions. Opportunities for women in managerial positions are increasing. But career advancement may depend on the functional area, this type of industry, or at certain companies. It is likely to be found in the upper levels of management in areas such as personnel, public relations women. Some industries provide opportunities for progress faster than others. Financial services institutions, such as banks and companies related, that have been used traditionally high proportion of women, and also more women in management positions.

evidence suggests that women also have some difficulty making it to the top. For example, women are not the main candidates for the post of chief executive in a fortune five hundred companies. Discrimination has been given to a single cause, in accordance with Article Fortune. On the other hand, women`s representation on boards is growing. However, the total number of women on the boards still small to some extent.

Employment in the international environment: one must look beyond the immediate external environment, and learn about the global changes brought about in the first place, through advanced communications technology and the presence of multinational corporations. It is not uncommon for large international companies have a senior management team consisting of many different nationalities managers. The position of the center of the Earth is the foundation to see the organization as an entity all over the world participating in the global decision-making, including the hiring decision. Companies have three sources of hiring several positions in international operations: (1) Directors of the parent company of the country, (2) as director of the host country, and (3) managers from a third country. In the first phase of the international business development, and managers were often select from home. Some of the reasons include the director in the Ministry of Interior of experience and knowledge with the products, employees, and the company's goals and policies, and so on. This facilitates not only planning, but also control. On the other hand, a citizen of the country of origin are unfamiliar with the language or the environment might be from a foreign country. Moreover, it is usually more expensive to send managers and their families abroad. For the whole family, it is often difficult to adapt to the new environment of a foreign country. Also, the host footnote may put pressure on the parent company for the recruitment of host country managers.

, director of the citizens of the host country to speak the language and are familiar with the country `s environment. Employment is generally less expensive, and it may not require the transfer and their families. The problem is that these managers may not be familiar with the products and the company's operations, and thus control may be more difficult.

The other alternative is to hire third country nationals, who are often international career managers. However, the host country may prefer to get their citizens in positions of power. Professor Irvine Phatak have expressed caution in the selection of managers from countries that have the political conflicts in the past, such as India, Pakistan, Greece and Turkey. There are of course many other factors that must be taken into account when working abroad, as shown in the views on the differences in working in different countries a week.

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