Human Relations

 Must involve in planning and implementing their own

personal dev’t plans
 Have the right to involve in decision making, in taking
responsibilities down through organizational hierarchy
 Should allow and be allowed to share their
experiences with new/junior workers
 Junior workers should strive to acquire knowledge and
skills from senior employees
 Must be productive and plan for result
orientedness
 Have to receive both general directions and
specific quick feedback as needed
 Need at least and the right to ask their managers
for general guidance regarding the steps they can
take to develop concerning their careers both in &
outside the company.
 Should always strive to achieve and serve their
organizations with excellent human r/s; ability to
work with team, a positive r/s with colleagues,
supervisors and top management unit.

 Should keep their integrity/honesty for their

company and manage products, machines and
raw materials properly.
 Have the right to bargain with organization in
accordance with the labor law.
 Should have a harmonious or congruent r/s (or
empathetic and cooperative) with each other for the
well-being of the company in order to achieve the
same goals.
 Must respect the laws and regulations of their firm or
company. They must walk is disciplined manner.
 Any industry depends up on human beings;
 it has to acquire +ve r/s with workers,
 it must create an acceptable env’t,
 create a rule of practice to encourage the
great degree of participation from its
employees.
 Personal managers should be able to:
 Plan: looking ahead to chart the best courses of future
action.
 determines in advance a personal program &
involves an ability to think, analyze and reach decisions.

 Organize: determines the course of actions to establish

an organization by designing the structures of r/s
among jobs and establishes personnel & physical factors
to attain the company objectives.

 Directing: motivates people/workers to do their work

willingly and effectively.
 Controlling:concerned with regulating activities in
accordance with the plan on the basis of the organization
goals.

 Procurement & recruitment: obtaining proper materials &

supplies and able to select the necessary human resource
to achieve the company goals.

 Development: tries to increase employee’s skills through

training for proper job performance.

 Compensation: an adequate and equitable

remuneration/payment of workers for their contribution
to achieve organizational goals.
 Integration: is concerned with the attempt to effect a reasonable
reconciliation of individual & organizational interest.

 Maintenance: sustaining & improving the conditions of health,

safety and measures that have been established for employment
service programs.

 Team Spirit: capable of delegating & organizing teamwork among

employee’s.

 Proactive decision making: sensitive to react on matters of ill-

feeling & unproductiveness to solve the problems with
participation.
 Bargaining ability: resolve labor disputes in accordance to
the labor law & form industrial peace.

 Discipline measures: the personal manager should try to

fix mistakes and try to coach employees; however, in
repeated failures of employees to cope with the
organizations regulations, has to punish for a lesson.

 Praising: praising in private & in public for good

performance.
 A good personnel manag’t policy is a descriptive; usually
written & help industrial objectives accomplishment in
current situations. The policy should contain information
regarding to meet fundamental changes:
 Recruiting employees
 Promotions
 Safety practices
 Employment conditions
 Discharge
 Training & health standards
 Thus, good personnel managers should:
 Avoid opportunism and be stable;
 Have due regard for human equations, the employees,
the employers & the customers (the public);
 Not contain ambiguities and uncertainties when
applying & passing regulations;
 Guarantee permanent employment to competent
employees;
 Be flexible enough to meet varying needs of
employees & the changing conditions;
 Have provision to train competent employees for
promotion;
 Be easily understood by all persons;
 Guard employees against unfair dismissal;
 Have a fair wedge agreement system;

 Provide good working conditions, safety & medical benefits;

 Recognize individual differences in capacities, interests, emotional
reactions, etc

 Organize & encourage social facilities & welfares;

 Avoid religious, social or political discrimination, have formal
recognition in phases of management of workers’ vital interest.
 Maintain effective comn & consulataion b/n employees & employers