| Popis: |
For purpose of this paper the term Personnel Management will be used in its widest generic sense so as to include all the behavioral functions within the organisation. The basic function of personnel management (Human Resources Management) is to influence the behaviour of people at work in such a professional manner that it will realise performance objectives at an optimal level. Traditionally personnel practitioners concentrated primarily on the mechanistic inputs to realise these objectives. With the dramatic change of the South African Industrial complexion with its different races integrating the work place, it has now become imperative to focus more on the behavioral dimension of personnel management in order to influence the behaviour of people at work in a positive way. In this dominant role in the total spectrum of management activities in modern South African organisations, the personnel practitioner plays a vital communications role. This communication contribution is dominant not only in verbal categories but equally in the non-verbal categories of communications. The overall manpower mosaic, noted for a distorted manpower supply and demand situation, requires a sensitivity to manpower which is unprecedented in the history of South African Industry. |
