From the interviewing, to the offer and to the new hire orientations, it is the jurisdiction of the Personnel Department. It is also the end because the Personnel Department is the last entity in the corporation which the resigning, retiring or terminated employees come in contact with.
The most basic and more commonly known function of the Personnel Department is recruitment. The Department initiates and organizes the interview process after scouting for prospective applicants through job advertisements or invitations. After culminating the selection process, the new hires undergo an orientation session where the Personnel Department gives a more detailed introduction of the company, its hierarchy or levels, its policies, employee requirements and the specific duties needed for each position that the new employees are filling.
In most cases, the Personnel Department is also responsible for Training and Development. Some companies with a large number of employees opt to maintain a separate Training Department but which is usually also in partnership with the Personnel Department. Training involves providing materials and means of skills acquisition to help the employees be more productive in their functions. The payroll function of this Department is in charge of the appropriate matching of salaries with the job function and employee capabilities, and the timely provision of compensation to employees.
The Personnel Department acts as a mediation center where arguments, complaints or concerns are settled. They have the rewards and punishment control over the actions of the employees based on their policy regulation function. The evaluation or appraisal function is also a part of the Department's responsibility. The appraisal process is very important to this department because this is where they get inputs from both the manager and the employee or subordinate regarding the work attitudes and procedures, which they then use to formulate development plans. The Department also takes care of the processes for retirement and termination of employment with the company.
Looking at all the functions of the Personnel Department, it is clearly shown that the main or primary job of this Department is to maintain order. Generally, order may mean upholding the policies of the company by closely monitoring and checking the employees' actions, but there are other meanings attached to the maintenance of order. This order may be in terms of relationships or the lack of it among colleagues or between a superior and a subordinate. This order may also be in the form of addressing the manpower needs of each department so they can function well to achieve company goals. This also may take the form of appeasing the concerns or complaints of the employees to maintain peace. Order may also refer to the continuous development of the staff through training to increase productivity. It may also mean the timely and appropriate response to questions relating to job functions and personal privileges or rights.
B. Ways to Improve the Strategic Value of the Personnel Department
Primarily, in order for the Personnel Department to be of strategic value to the company, it should first understand the goals that the company aims to achieve. Along with this understanding should come the responsibility to take part