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Enhancing Personnel Administration Relations

The document discusses factors that affect the role of personnel administrators in organizations and sources of conflict between administrators and line managers. It identifies organizational culture, strategic mission, tasks, and leadership style as influencing factors. Conflict arises between the two parties over decision authority in areas like discipline and promotions. The relationship can be improved if both parties are flexible, recognize shared interests, and if administrators effectively communicate their value to top management.

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2K views8 pages

Enhancing Personnel Administration Relations

The document discusses factors that affect the role of personnel administrators in organizations and sources of conflict between administrators and line managers. It identifies organizational culture, strategic mission, tasks, and leadership style as influencing factors. Conflict arises between the two parties over decision authority in areas like discipline and promotions. The relationship can be improved if both parties are flexible, recognize shared interests, and if administrators effectively communicate their value to top management.

Uploaded by

api-3822959
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

PERSONNEL

ADMINISTRATION
LECTURE 3
PERSONNEL ADMINISTRATION

OBJECTIVES:
o Examine the internal factors affecting the role
of the personnel administrator in an
organization.

o Examine the sources of conflict between


personnel administrators and line managers.

o Suggests possible recommendations to


improve relations between both parties.
PERSONNEL ADMINISTRATION

o Internal factors affecting the role of


personnel administrator:
2. Organization’s culture.
3. Organization’s strategic mission.
4. Nature of tasks within organization.
5. Leadership style.
PERSONNEL ADMINISTRATION

1. Culture (see lecture 2).

3. Organization’s strategic mission sets the


direction and determines the activities of
the personnel administrator.

5. Organization’s size will affect the degree


of alignment and co-ordination of H.R.
activities required.
PERSONNEL ADMINISTRATION

 Nature of tasks- This will determine the


organizational structure. The purpose of
H.R.M. is to align tasks needed to be
undertaken with the right employees.

 Leadership-The personnel administrator


is an important source of knowledge
about the tasks, the organization and the
[Link], programmes and goals.
PERSONNEL ADMINISTRATION

o The interaction of the personnel


administrator with line managers:

Conflict often arises between both parties


on who has the authority to make
decisions on such issues as discipline
physical working conditions, termination,
transfer, promotion and employment
planning.
PERSONNEL ADMINISTRATION

How do we improve the relationship?


o Both parties need to be flexible and open
to the ideas of each other.

o Both parties must recognize that the


organization’s interests will be best served
by becoming strategic partners.
PERSONNEL ADMINISTRATION

The personnel administrator must


communicate effectively with top
management people to illustrate what it
can offer these areas in the form of
support and techniques to increase their
contribution to the overall strategic mission
and goals of the organization.

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