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8/2/20

PERSONNEL

MANAGEMENT

CHAPTER 1

1

No. Dimension PM HRM

1 Employee Contract Careful delineation of written

contract

Aim to go beyond contract.

2 Rules Important of devising clear rules Can do outlook. Impatience with rule

3 Guide to Management Procedures Business need

4 Behavior referent Norms / customs and

practices

Values, mission

5 Dimension Managerial Monitoring Nurturing

6 Key Relations Labor Management Customer

7 Initiations Piecemeal Integrated

8 Speed of Decision Slow Fast

9 Management Role Transactional Transformational Leadership

10 Communication Indirect Direct

11 Prized Management

Skills

Negotiation Facilitation

12 Selection Separate Marginal Task Integrated Key Task

2

13 Pay Job Evaluation (fixed grades) Performance related

14 Conditions Separately Negotiated Harmonization

15 Labor Management Collective Bargaining Contracts Individual Contracts

16 Job Categories and Grades Many Few

17 Job Design Division of Labor Team Work

18 Conflict handling Reach Temporary Traduce Manage climate and culture

19 T & D Controlled across to courses Learning Companies

20 Focus of Attention for

interventions

Personnel Procedures Wide ranging cultural,

structural and personal

strategies21 Respect for employee Labor is treated as tools which is

expendable & reachable

People are treated to be

assets to be used for the

benefit of an organization its

employees and the society as

whole.

22 Shared interests Interests of the organization are

uppermost

Mutuality of the interests

23 Evolution Precedes HRM Latest in the evolution of

subjects

3

Personnel Management Concept

Manpower Planning

Role Function

H.R.

Structure

CompensationPackage

Training

Appraisal

O.D.PersonalRecords

Management

I.R./E.R. Administration

Transport

Establishment

HousingColony/School

Security

Miscellaneous

Welfare

Canteen

Hospital/First Aid

Transport

Scheme

Schools etc.

Functions inOrganisation

StatutoryCompliance

Relationship with Union/Employees/ Govt./Local Bodies

Negotiation

Labour Law Implementation

Court Proceeds

Discipline

Time Officer Worker 4

Definitions of Personnel Management

Edwin Flippo :Planning , organising, directing, controlling of the

procurement, development, compensation, integration and maintenance of personnel of organization for the purpose of contributing towards theaccomplishments of the organizational objectives

Paul Pigore & Charles Myres :

Is the line responsibility & staff functions, assisting managersin providing advise, counsel, service and various types of controls to secureuniform administrations of personnel policies designed to achieveorganization’s objective.

5

Prof. Michael Jueins :Is that field of management which has to do with

planning, organizing and controlling various operative functionsof procuring, developing, maintaining and utilizing a labor forcein such a way that

Objectives of company are attained economically andeffectively.

Objectives of all levels of personnel are served to the highestpossible degree.

Objectives of the community are duly considered and served

Definitions of Personnel Management

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Nature of Personnel Management

Pervasive in Nature

Action Oriented : focus on action rather than record

keeping People oriented:

Development oriented: develop the full potential of employees

Integrating mechanism: build and maintain cordialrelations between people at various levels.

7

Comprehensive function: concerned with any organizational decision which has an impact on

the workforce

Interdisciplinary function: utilizes knowledgefrom psychology, sociology, anthropology,economics etc.,

Continuous function

8

Scope of Personnel Management

Indian institute of Personnel Management:

(i) labour requirement, selection , test and theirbest utilisation.

(ii) conditions of working, remuneration system,management of working condition and labourservices and convenience

(iii) amicable settlement of the industrialdisputes and maintenance of good industrialrelations.

9

Others:

Procurement

Training and development

Job analysis and description

Remuneration

Personnel records Welfare and industrial relations

10

Objectives of personnel

General objectives:

Maximum Individual development

Defining relationship of employer and employees

Efficient moulding of human resources

Specific objectives:

Selection as per requirement

Proper orientation of new employees to their jobs.

Organisation of suitable training facilities for betterjob performance

11

Provision of better working conditions

Provision of sound and effective wage and salary

administration and other incentives

Giving full and fair consideration to an employee whose services are terminated or he retires.

Maintain good relations with representatives of tradeunions

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Build – up Culture, Philosophy & Leadership Style. Approach,

Openness & Participation. Deal with human relations at work.

Understand and resolve Inter-Personal problems.

Identify job hazards and evolve conducive working conditions.

Design organization structure and personnel policies.

Evolve compensation package.

Plan Recruit, Retain, Separation of employee.

Maintain co-ordial & productive industrial relations vis-à-vispublic relations.

Role and Objectives of Personnel

Management

13

Appraisal, Needs Analysis – Training & Counseling.

Develop & respect human being at work (process of HRD). Develop system of evaluation – reward – suggestion to improve

production – productivity and gain employee commitment.

Discipline, Welfare and Administration. Career and growth planning of employee.

Ensure service to community, shareholders, customers, publicand creditors creating best image to organizations.

Handling of 3P’s (People, Productivity & Profitability) is an ar t which decides survival and growth of company in competitive world.

Role and Objectives of Personnel

Management

14

Composition of HR / Personnel DepartmentDirector HRM

Manager- Manager- Administration Manager-HRD Manager- IR Personnel

Appraisal T & D

PR Canteen Medical Welfare Transport Legal

HRP Hiring Grievance Handling Compensation

15

Principles of personnel

administration1. Principle of Maximum Individual Development:

Recognise the potential characteristics of eachindividual and provide the opportunities to developthose characteristics to the best use of theorganisation.

2. Principle of Scientific Selection:

Right candidates for right position

16

3. Principle of High Morale: A few monetary and

non-monetary incentives, such as introduction of anideal wage system, provision of bonus, gratuity, better

working conditions, facilities of training, labour welfare and social security schemes which helpmotivating the personnel.

4. Principle of effective Communication:

Develop an effective system of communicationupwards and downwards

17

5. Principle of Dignity of Labour: treat every

job and jobholder with dignity and respect.

6. Principle of Team-Spirit: educate the workersso that they may extend their co-operation tothe organisation.

7. Principle of Fair Reward: to arrange for thefair wages to the workers so that their needs may

be satisfied and they may work efficiently

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8. Principle of participation: workers are givena due participation in the management of the

enterprise so that they may realize that they arepartners n the prosperity of the organisation

9. Principle of Effective Utilization of

Human Resources: utilise the available humanresources in the best manger possible so as toachieve the organisation objectives effectively

19

Functions

20

21

Operative

Functions

Procurement

Development

Compensation

Good industrial

relations

Recruitment, Selection

Placement, Orientation

Training, Performance Appraisal, Career planning &Development, Org. Change &Development

Job evaluation, remuneration

policy, Incentive plans, Bonus

Motivation, Morale, Job

satisfaction, communication,Grievance and disciplinary procedures, Quality of work life

Importance of personnel

management Social significance:

Maintaining balance between jobs available and jobseekers.

Providing employment that brings psychologicalsatisfaction.

Maximum utilization of resources and reasonablecompensation

Eliminating waste or improper use of humanresource.

22

Professional significance:

Maintaining dignity of employees .

Providing maximum opportunities for personaldevelopment.

Providing healthy relationship between different

work groups

Improving employees working skills and capacity.

Proper allocation of work.

23

organizational significance:

Creating right attitude through motivation.

Utilizing resources effectively

Securing willing cooperation of employees forachieving goals.

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Challenges

Globalization

Technological changes

Political and legal factors Social factors

Trends in nature of work

Lean and mean organizations.

Workforce diversity: Composition

Women at work

Changes in employee values

25

Difference between personnel

admin and managementPersonnel administration is that part of administration

which is concerned with people at work and with

their relationships within an organisation.

It refers to the entire spectrum of an organisation'sinteraction with its human resources fromrecruitment activity to retirement process.

26

It involves personnel planning and forecasting,

appraising human performance, selection andstaffing, training and development andmaintenance and improvement of performanceand productivity.

Personnel administration is closely related to an

organisation's overall effectiveness.

27

According to Thomas G. Spates,

"personnel administration is a code of the ways

of organising and treating individuals at work sothat they will each get the greatest possiblerealisation of their intrinsic abilities, thus attaining maximum efficiency for themselves and their

group and thereby giving to the enterprise of

which they are a part, its determining competitiveadvantage and optimum results."

28

Personnel administration aims at:

Effective utilisation uf human resources

Desirable working relations among all membersof the organisation

Maximum development '

Meeting the organisation's social and legalresponsibilities.

29

According to Michael J. Jucius, personnelmanagement should aim at:

a) attaining economically and effectively theorganisational goals;

b) serving to the highest possible degree theindividual goals and

c) preserving and advancing the general welfare of the community

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personnel management is concerned with the development of policies governing :

Manpower planning, recruitment, selection, placement andtermination

Education and training, career development

Terms of employment, methods and standards of remuneration Working conditions and employees' services

Formal and informal communication and consultation boththrough the representatives of employers and employees and atall levels throughout the organisation

Negotiation and application of agreements on wages and working conditions, procedures for the avoidance andsettlement of disputes.

31

Personnel management is also, concerned withthe "human and social implications of change in

internal organisation and methods of working and of economic and social changes in thecommunity:'

32

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