THE PSYCHOBEHAVIORAL PROFILE OF THE MANAGER.
(2021-2023)
PURPOSES AND FUNCTIONS OF PERSONNEL MANAGEMENT
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SECTION I: REASON FOR CHOOSING THE TOPIC ..............................................................3
SECTION II: CURRENT STAGE OF RESEARCH ....................................................................3
SECTION III: IN-DEPTH DEVELOPMENT OF TOPIC ...........................................................3
SECTION IV: CONCLUSIONS ......................................................................................................6
SECTION V: BIBLIOGRAPHICAL REFERENCES ..................................................................7
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SECTION I: REASON FOR CHOOSING THE TOPIC
A first reason is that the human resources management plays an active and crucial role for
the success of the reform of the public order and national security structures and, therefore, is very
concerned with the development of the personnel in which they work.
Another reason would be the fact that there is an insignificant number of scientific studies at
the national level to cover the topic of personnel management in terms of quality in public order and
national security structures.
The continuation of this situation could have an impact on the development strategy in the
public order and national security sector in our country.
A third reason is that the management of resources changes, volatility, continuous change
and risks influenced by the national environment in the structures of public order and national
security.
SECTION II: CURRENT STAGE OF RESEARCH
The selected theme is current, because personnel management remains the most important
resource in public order and national security structures. The human possibilities have not yet been
put into practice and the totality has become known, and the dysfunctions and the crisis show us
that the management system is deficient at the organizational level. Therefore, it is necessary to
identify the causes, but especially the performance assurance strategies, emphasizing, with scientific
arguments, the growing role of personnel management.
The topicality of the research topic is supported by everyday events, personnel management
is becoming more and more important in the structures of public order and national security, context
in which the knowledge in the field of research has increased and the interest has increased
manifested in a more accurate knowledge of phenomena that are studied more and more rigorously.
The way of
The choice of context for scientific research is motivated by several arguments.
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SECTION III: IN-DEPTH DEVELOPMENT OF THE THEME
Personnel management, also known as human resources management, is that part of the
management process that is primarily concerned with the correct use of human factors and can be
defined as obtaining, using and maintaining a satisfied workforce.1
It is a significant part of management concerned with employees at work and their
relationship within public order and national security structures.
A) The goals of personnel management
1. Managing people
Personnel management is concerned with managing people in the workplace. It does not
only manage the organized or unorganized workers in the organization, but everyone who works in
the enterprise 2. It covers all persons including office staff, directors and managers.
2. Concerned with employees
Personnel management deals with employees both as individuals and as a group. The goal is
to motivate people to get the best out of them.
1
Pânișoara Georgeta, Pânișoara Ion Ovidiu, Management of human resources , 1st Edition III, Polirom Publishing
House, Bucharest, 2016.
2
Pânișoara Georgeta, Pânișoara Ion Ovidiu, op.cit , p.164.
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3. Helping employees
Employees are helped to develop their talent fully by providing them with appropriate
opportunities. This will give them job satisfaction and can improve their job performance.
4. Universal application
Personnel management can be used everywhere and in any type of organization and is
equally useful in a governmental, semi-governmental, non-profit organization.
5. Continuous application:
Personnel management is used continuously in any type of situation. It is not something that
can be used here and there or now and then.
B) The importance of personnel management
1. Human capital management
Human capital management ensures that employees direct the appropriate operational
programs. Personnel management plans how the workforce will increase or decrease based on new
priorities to help the organization get the most out of its human resources. Without planning, public
order and national security structures may face a difficult situation, as understaffing threatens
productivity.3
2. Training and development
Personnel management helps an organization stay competitive by developing employee
skills, improving training and development.
3. Budget
One of the most important parts of how public order and national security structures plan to
implement their strategic planning objectives is through the budget process. A central component of
the budget is the cost of personnel. Without sufficient staff, each activity cannot fulfill its function.
4. Growth
Senior managers may also plan for growth and expansion, such as adding manufacturing
facilities or launching a new product line. These plans should include consideration of the number
of people in the public order and national security structures that should be included and how the
priority of this staffing requirement fits into the overall strategic plan.
C) The role of personnel manager
The personnel manager is the head of the personnel department. Performs both managerial
and operative functions of management. Its role can be summarized as follows:
(1) Providing assistance to top management
The top management are the people who decide and frame the primary policies of the
concern. All types of personnel or workforce related policies can be effectively drafted by the
personnel manager.
(2) Advising the line manager as a personnel specialist
The personnel manager acts as a personnel advisor and assists line managers in dealing with
various personnel issues.
(3) Counseling
As an advisor, the personnel manager deals with the problems and grievances of the
employees and guides them. Try to solve them as best you can.
(4) Acting as a mediator
He acts as a link between management and workers.
(5) Acting as spokesperson
Since he is in direct contact with the employees, he is obliged to act as a representative in
the structures of public order and national security in the committees appointed by the government.
He represents the company in training programs.
3
Constantin Eugeniu-Ciprian, Managerial components for effective career management of the Romanian policeman ,
Sitech Publishing House Craiova, 2009.
3
D) Personnel management functions
The following are the four functions of personnel management:
1. Workforce Planning: Workforce Planning, also called Human Resource Planning, is about
putting the right number of people, the right type of people in the right place, at the right time,
doing the right things for which they are right to achieve the objectives in public order and national
security structures.4
2. Recruitment: Recruitment is of 2 types:
Internal Recruitment: Internal Recruitment is a recruitment that takes place within public
order and national security structures. Internal sources are mainly three - Transfers, Promotions and
Re-employment of ex-employees.
External Recruitment: External sources of recruitment include - Factory gate recruitment,
advertisements, job boards, recruitment agencies, educational institutes, labor contractors, referrals
etc.
a. Factory Level Recruitment - This is an external recruitment source where job vacancies
are posted on notice boards outside the Factory or at the Gate. This type of recruitment is generally
applicable where factory workers are to be appointed. There are people who keep applying for jobs
from one place to another. These applicants are called unsolicited applicants. These types of
workers apply on their own for their jobs. For this type of recruitment, workers tend to move from
one factory to another and hence they are called "badli" workers 5.
b. Advertising - It is an external source that has an important place in the recruitment
procedure. The biggest advantage of advertisement is that it covers a wide market area and scattered
applicants can get information from advertisements. The media used are Newspapers and
Television.
c. Employment Scholarships - There are certain employment scholarships which are run by
the government. Most businesses and government concerns employ people through such exchanges.
Currently, recruitment in government agencies has become mandatory through the job exchange.6
d. Employment Agencies - There are certain professional organizations that look after the
recruitment and employment of people, ie these private agencies run by private individuals provide
the required manpower to the needy concerns.
e. Educational Institutions - There are certain professional institutions that serve as an
external source for recruiting fresh graduates from these institutes. This type of recruitment
done through such educational institutions is called Campus Recruitment. They have special
recruitment cells which help in providing jobs for new candidates.
f. Referrals - There are certain people who have experience in a certain field. He enjoys
goodwill and a position in the company. There are certain vacancies which are filled through the
recommendations of such persons. The biggest disadvantage of this source is that the company has
to rely entirely on such people who may later turn out to be inefficient.
g. Labor Contractors - These are the specialists who provide labor to the factory or
manufacturing plants. Through these contractors, workers are appointed on contract basis i.e. for a
certain period of time.7
3. Employee Selection: Employee selection is the process of putting the right people in the
right job. It is a procedure of matching organizational requirements with people's skills and
qualifications.
4. Training: Training is the process of improving the skills, capabilities and knowledge of
employees to do a particular job. The training process shapes the thinking of the employees and
leads to the quality performance of the employees. It is continuous and never ending in nature.
4
Costică Voicu, Ştefan Prună, Police Management , Media Uno Publishing House, Bucharest, 2007, p.164
5
Constantin Eugeniu-Ciprian, Țupulan Marin-Claudiu, Managerial competencies in police structures , Sitech Publishing
House, Craiova, 2014, p.185
6
Costică Voicu, Ştefan Prună, op.cit .p.153
7
Pânișoara Georgeta, Pânișoara Ion Ovidiu, op.cit .p.79
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SECTION IV: CONCLUSIONS
Personnel management includes the function of hiring, development and compensation and
these functions are performed primarily by personnel management in consultation with other
departments.
Personnel management is an extension of general management concerned with promoting
and stimulating competent workforce to make their maximum contribution to the concern.
Personnel management exists to advise and assist line managers in personnel matters and
emphasizes action rather than long programs, plans, work methods. People's problems and
grievances at work can be solved more effectively through rational personnel policies.
It is based on human orientation. It tries to help workers to develop their full potential for
concern.
It also motivates the employees through its effective incentive plans so that the employees
give their fullest cooperation.
Personnel management deals with human resources of interest, manages both individual
workers and workers, is the head of the personnel department. Performs both managerial and
operative functions of management.
Its role can be summarized as follows:
Personnel manager provides assistance to top management - Top management are the people
who decide and frame the primary policies of the concern. All types of personnel or workforce
related policies can be effectively drafted by the personnel manager.
He advises the line manager as a personnel specialist – The personnel manager acts as a
personnel advisor and helps the line managers to deal with various personnel issues.
Having the role of advisor, the personnel manager deals with the problems and grievances of
the employees and guides them. Try to solve them as best you can.
The personnel manager acts as a mediator - He is a link between the management and the
workers.
SECTION V: BIBLIOGRAPHICAL REFERENCES
1. CONSTANTIN Eugeniu-Ciprian, Managerial components for efficient career
management of the Romanian policeman , Sitech Publishing House, Craiova, 2009.
2. CONSTANTIN EUGENIU-Ciprian, Țupulan Marin-Claudiu, Managerial skills in
police structures , Sitech Publishing, Craiova, 2014.
3. COSTICĂ Voicu, Ştefan Prună, Police Management, Media Uno Publishing House,
Bucharest , 2007.
4. PĆISOARĂ Georgeta, PĆISOARA Ion Ovidiu, Management of human resources,
3rd Edition , Polirom Publishing House, Bucharest, 2016.
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