Promote productivity: user-friendly management

Article Abstract:

The Friendly Ice Cream Corp. (Wilbraham, Massachusetts), with 22,000 employees and 700 restaurants in 17 states, implemented a personnel management and planning program referred to as "The Management Process." This program is an integrated management system that addresses employee productivity objectives in two phases, one emphasizing the manager's role and the other focusing on performance-support process planning. In addition to the planning sessions and the calendar, eight steps are described as the components of The Management Process: (1) career counseling; (2) the human resource plan; (3) the human resource inventory; (4) the executive succession plan; (5) employment development; (6) the performance appraisal; (7) the performance plan; and (8) the position description. The program is described as "user-friendly."

Methods, Case studies, Labor relations, Employee motivation, Friendly Ice Cream Corp.

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Where doubts about the personnel role begin

Article Abstract:

Human resources departments are under increasing pressure to make assertive, creative contributions to their organizations, but much of the personnel manager's background and job responsibilities works against taking a proactive, as opposed to a reactive stance. Personnel managers should start assuming a proactive stance early in their careers by: being aware of the importance of a proactive style, gaining support from other managers in the organization to take on more creative responsibilities, learning to market ideas to management effectively, and not withdrawing when confronted with an unpopular idea.

Analysis, Corporations, Executive ability

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Is there a crisis in the personnel department's identity?

Article Abstract:

Personnel departments may be set up to provide clerical assistance, counseling, control, in-house consulting, industrial relations or strategic planning. By understanding the needs and emphasis of the company, personnel managers can establish the amount of time and resources that will be allotted to each personnel department function. The most beneficial model of functionality for personnel departments is as a strategic planning center. Participation in strategic planning requires personnel officers to be proactive, and makes them a more integral part of the corporate management team.

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