Personnel Management: Definition, Types and Benefits in the Workplace

Matching people to the right jobs is both art and science. The human resources manager is an expert in organizational behavior and has a knack for recognizing workforce talent. HR managers strive to recruit and retain valuable employees by offering fair wages, attractive benefits, professional development opportunities, regular performance evaluations and mentoring.

Human resource management jobs include professional recruiters who filll vacancies within an organization. They follow internal hiring policies and comply with all state and federal laws prohibiting discriminatory hiring practices. These human resources professionals may write job advertisements, screen resumes, interview candidates and make hiring recommendations to managers. Examples include recruiter, staffing specialist and recruitment manager.

Compensation and benefit specialists are an example of another type of human resources job. They ensure that employees are paid correctly. They also work to provide employees with benefits such as health insurance, dental and vision coverage, life insurance and short-term disability coverage. Professionals in this area may conduct salary surveys, analyze industry salary data, prepare and distribute compensation reports to employees and negotiate benefits packages with outside vendors.

Health and safety professionals work to prevent workplace accidents and occupational illnesses. They offer safety programs, implementing health and safety policies, and ensuring compliance with state and federal occupational safety regulations. Jobs in this human resources area include safety coordinator, safety manager, employee wellness program coordinator and director of employee wellness.

Labor relations refers to the relationship between an employer and its employees. Someone who works in the labor relations field may negotiate contracts between managers and workers. Employee relations workers prevent and resolve problems related to employee performance. They work to maintain positive employer-employee relationships to prevent decreased morale and reduced productivity. Jobs available in this area of human resources include director of labor relations, employee relations specialist and employee relations representative.

Training and development professionals assess an organizations training needs, deliver training to employees and evaluate the results of completed training programs. These professionals may also conduct orientation programs for new employees. Training professionals make sure that employees complete training as required by Occupational Safety and Health Administration and other regulatory agencies. Jobs in the training field include training specialist, training and development manager, instructional designer, e-learning specialis and manager of learning and development

Risk management is a business approach used to minimize organizational risk. In human resources, risk management involves analyzing each area and identifying the potential for harm. For example, a risk management professional might examine an organizations hiring practices and determine if any are potentially discriminatory and could lead to a lawsuit. Risks identified during this process include the potential for abuse, property loss, physical injury and damage to a companys reputation. Jobs available in this area include risk management specialist and manager of risk management.

Human resources managers and directors oversee the work of other human resources professionals. Managers may serve as a liaison between employees and management, participate in company strategy sessions and make recommendations for new hiring and compensation policies. A human resources director has knowledge of all aspects of human resource management. Directors develop departmental goals and assist staff in meeting those goals. This job requires excellent conflict resolution and mediation skills, as a human resources director may need to resolve controversial or sensitive issues.

Three types of personnel management
  • Strategic personnel management. Strategic personnel management primarily focuses on current and future staffing needs. …
  • Tactical personnel management. …
  • Operational personnel management.

Differences between Personnel Management and Human Resource Management.

Types of personnel management

Here is an overview of the main types of personnel management used in staffing decisions and employee support operations:


Strategic personnel management focuses on planning how to best support staff members. This includes current and future strategies such as managing turnover rates, determining recruitment policies and maintaining employee satisfaction. Strategic personnel management also aims to provide ongoing training to help employees grow within the organization to encourage longevity and satisfaction in workplace positions.


Tactical personnel management involves administrative planning. This includes determining how to schedule current staff members. It also includes predicting the amount of staff necessary to fill positions in the short and long term. Tactical personnel management focuses on recruiting the most qualified candidates through a specific selection process. This type of management also handles training and onboarding for new employees. It is sometimes organized into three parts of staff resources, including technical, functional and organic.


Operational personnel management refers to the daily functions of human resources in employee relations. Support personnel in HR use operational personnel management to handle the basic needs of new employees like providing equipment and passwords to company technology platforms. This area of personnel management is also involved in organizing how employees receive benefits and ongoing support.

What is personnel management?

Personnel management is an administrative function within an organization that oversees the hiring, organization and support of employee positions. A branch of human resources, personnel management focuses on recruiting the right individuals to fit a position and supporting those already working for the company. This area also functions as a tool for evaluating the hiring process and gaining insight into employee satisfaction. Personnel management professionals work to provide the resources and tools staff members need to thrive in their work environment every day.

Elements of personnel management

Personnel management can be broken down into several elements as listed below:

Personnel management objectives

With an overall goal to provide an excellent and stimulating environment for employees, personnel management objectives focus on certain issues in the workplace. Here are the main objectives in personnel management:

Retain staff

Employee turnover is a big concern for many businesses and personnel management works to keep numbers low. Creating a strategic hiring process is one way to minimize high turnover rates. By providing transparent information about job roles and workplace expectations, personnel management teams work to keep staff satisfied from their onboarding and after. Incentives like competitive salary and benefits packages are also ways personnel managers plan to retain employees.

Equip staff

Ensuring staff members have the tools they need to perform their jobs to the best of their ability is a key concern for personnel management team members. Providing relevant continuing education can be an important element to equip staff with resources and knowledge for their roles. Personnel management strives to create a culture of learning where staff members feel they have the necessary training to fulfill their job duties.

Engage staff

Helping staff work more productively is a main goal of personnel management services. Eliminating unnecessary operations to maximize workflow is another area personnel management professionals strategize to improve. Engaging employees through other opportunities like social activities can also encourage staff engagement.

Benefits of personnel management

Personnel management can provide an advantage for employers and employees. Here are the main benefits of using personnel management strategies in any organization:


What are the three elements of personnel management?

There are 3 components of Personnel Management, namely – Organization, job and people.

What is personnel management system?

Traditionally, personnel management system is concerned primarily with the five basic sub-systems, namely recruiting, placement training, compensation (pay, fringe benefits etc.) and maintenance.

What are the 4 types of personnel management defined by Storey in 1992?

Personnel management is a business function that primarily deals with the administrative and record-keeping requirements relating to the full employee lifecycle of staff in a company.

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