ORGANIZATION OF PERSONNEL

FUNCTIONS

Meaning and Definition of Personnel Management

Nature of Personnel Management Role of Personnel Management Organization of HR department Composition of the Personnel department Qualities of a Successful HR Manager HRM Policies & Principles HRM: Arguments & conclusion Jobs & Careers in HRM

Prof. Heena Soni

Personnel management can be defined as obtaining, using and maintaining a satisfied workforce.

It is a significant part of management concerned with employees at work and with their relationship within the organization.

According to Flippo, “Personnel management is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals.”

Nature of Personnel Management:-

1. Personnel manager provides assistance to top management

2. He advices the line manager 3. As a counselor4. Personnel manager acts as a

mediator5. He acts as a spokesman

2 Issues become relevant in a discussion on organization of an HR department. Place of the HR dept. in the overall set-up Composition of the HR department itself

Status of the HR dept. depends on whether the unit is small or large.

In small organizations there is no separate dept. to coordinate the HR activities

A large scale unit will have a Manager/Director heading the HR dept.

Prof. Heena Soni

Owner/Proprietor

Personnel

Assistant

Accountant

Office Manager

SalesManager

Production

Manager

Prof. Heena Soni

HRM in a large scale unit:Chairman /

MD

Director Producti

onDirectorFinance

Director

HRM

DirectorMarketin

g

Director

R&D

Prof. Heena Soni

Activity

Prof. Heena Soni

Fairness & firmness Tact & resourcefulness Sympathy & consideration Knowledge of labour laws & other terms Broad social outlook Academic qualifications Others (positive attitude, competence to

perform activities for betterment of people)

Prof. Heena Soni

A Policy is a Plan of Action. It is a statement of intentions committing

the management to a general course of action.

A Policy may contain philosophy and principles as well.

However a policy statement is more specific and commits the management to a definite course of action.

Basic Needs Consistent Treatment Minimize Favoritism Continuous action Standard of Performance Motivation & Loyalty Fair Play & Justice Growth

HRD policies can be formulated to cover the following subjects:

1. Selection2. Training3. Compensation4. Arrangement for work5. Employee services6. Industrial relations

Prof. Heena Soni

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Selection: Reservation of seats Employment of family

relations/ people from competing firms

Preference for handicapped people

Basis for discharging an employee

The role of the union in recruitment & selection

‘Closed Shop’ method where only the members of the union are hired others recruitment is ruled out.

Training: Training needs are

to be decided Training curriculum

must be designed Methods of follow-up

and evaluation needs to be decided

Post- training support to be given as and when required

Prof. Heena Soni

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Compensation: The relation of

wages to the market and to the industry rate

The relation of wages paid to different employees within the company

Recognition to be given to differences in individual performance

Arrangement for work:

Policies about the hours of work

Number and duration of rest pauses

Vacations and working conditions

Prof. Heena Soni

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Employee Service: Policies about

organizing cooperative societies,festival celebration, recreation centres and sports and family budgeting

Industrial Relations: Issues like Collective

Bargaining, right of workers to decide the union and the union leader they want

Policy regarding third party intervention in industrial disputes

Prof. Heena Soni

Principle of individual development Principle of scientific selection Principle of free flow of communication Principle of participation Principle of fair remuneration Principle of incentive Principle of dignity of labour Principle of labour management Principle of team spirit Principle of contribution to national

prosperityProf. Heena Soni

Critics argue that HRM is more rhetoric than reality & the term HRM lacks precision. HR functions cost money & no attempt has been made to conduct cost-benefit analysis

Today, HR practices are becoming highly visible in organizations

HRM now has gained a wider acceptance in the industry over the last decade.

Prof. Heena Soni

HR Specialist

HR Manager

HR Executive

Prof. Heena Soni

Prof. Heena Soni