SAMPADA ADARKAR – 2PRAJAKTA BHOSALE-12

VINAYAK GAIEKWAD – 22RAHUL JADHAV – 32

SUSHANT KARNIK – 42KASHMIRA KOTHAWALE - 52

ORGANIZATION OF PERSONNEL FUNCTIONS

What is a personnel department…??

Part of an organization concerned with the appointment, training and welfare of the employees

It is concerned with the relationships of management to employees

It is also concerned with the relationships of employees to employees in all matter

And setting organizational policies for the same.

ORGANIZATIONAL STRUCTURE PERSONNEL DEPARTMENT

Responsibilities Involvement in the strategic planning process Forecasting the labour requirement Selection Recruitment Induction Industrial relations (Maruti- Manesar plant

incident)

The mass violence at Maruti Suzuki's Manesar plant in Haryana July 18, 2012 was shocking. What started as a petty tiff over tea time between a supervisor and a worker Jiya Lal, during which supervisor also allegedly used caste based slur, snowballed into one of the goriest incidents of recent times. 

When Jiya Lal was suspended and the management refused to revoke his suspension the same day the workers staged a sit-in after the shift was over. 

During the sit-in, iron rods which actually fit into the car door, were distributed to workers secretly. 

When there was a signal from the leadership which was engaged in failed negotiations with the management, the workers outpoured their wrath over 90 members of the executive including a couple of women and three Japanese nationals. 

The managers were severely beaten and one of them Ashwin Kumar Dev, plant's human-resources manager, was burnt to death. Around 65 of them had to be admitted to the hospital including 3 in the Intensive Care Unit (ICU).

Training and development Career progression/promotions Motivation Performance appraisals Managing employee grievances Managing complains about employees Health and safety concerns

Evolving roles of personnel department

Personnel Policies

Personnel policies are statements of personal objectives of an organization and provide a broad framework within which decisions on personal matters can be made without reference to higher authorities.

They lay down the criteria for decision making in the field of personnel management.

SHOULD ORGANIZATIONS ADOPT POLICIES ??

Benefits / Aims / Objectives of Personnel Policies

Basic needs of both organization and employees taken care of.

Consistent treatment to all the employees

Stability & Security of work environment

Standard of Performance

Builds employee loyalty and motivation

Resolves Conflicts -- intrapersonal and interpersonal

GUIDELINES TO FORMULATE POLICIES

Sources for determining the content and meaning of policies

Past Practice in the organization

Prevailing practice in rival companies

Attitudes and philosophy of founders of the company, directors and top management

Attitudes and philosophy of middle and lower management

Knowledge and experience gained from handling countless personnel problems on day-to-day basis

Policy Formulation is an essential pre-requisite for manpower planning.

Identifying the need – The areas where policy has to be formulated identified. Need for a new policy, revision, or an existing policy is voiced by the staff and members of organization

Gathering Information – thru past & prevailing in industry , knowledge and experienced gained from handling problems on day-to-day basis.

Examining Policy Alternatives- involving people who use the policy and live with the policies

Getting Approval – from the top management at right time.

Communicating the Policy - to staff through journals, in house magazines, circulars, meeting, educational programmes etc

Evaluating the policy – after the policy is framed it should be evaluated after a certain time period

TYPES OF POLICIES

i. Functional or Organizational – policies which are grouped for different categories of personnel eg- for the mgmt dealing with planning, organizing & controlling etc.

ii. Centralized – are planned for companies with several locations and are formulated at the Head Office

iii. Major Policy – pertain to overall objectives, procedures and control which affect an organization as a whole. They are formulated by the Board of Directors and framework is established within which major executives for the remaining policies necessary to carry out the major objectives of an organization.

iv. Minor Policy- cover relationships in a segment of and organization with considerable emphasis on details and procedures.

Types of Personnel Policies1. Originated Policies – established formally by top management 2. Appealed Policies – formulated on requests of subordinates

who want to know handle some situations.3. Imposed Policies – An organization accepts these policies due

to external agencies like govt.,trade association . 4. Eg.- Not to accept any one below the age of 14 according

to the factories act.5. General Policies – These policies do not relate to specific

issues in particular6. Specific Policies – Policies relating to specific issue like

staffing compensation , collective bargaining etc.7. Written or Implicit Policies – are inferred from behavior

of managers.

Advantages Of Personnel policies:- Delegation Uniformity Better Control Standards Of Efficiency Confidence Speedy Decisions Coordinating Devices

Coverage of Policies In most companies, policies are established

regarding various functions of personnel management which are as follows:-

Coverage of Policies1)Employment : Employment policies should provide clear

guidelines on the following points:

a) Minimum hiring qualifications.E.g. – Minimum qualification for cabin crew is HSC

b) Preferred sources of recruitment* Internal * Externalc) Reservation of seats for SC, ST, handicapped persons and ex-

servicemen.E.g. – Banks have reservation systems for employeesE.g. – BMC , Police departments , Armed Forcesd) Probation periode) Lay off and rehiring

Coverage of Policies2) Training and Development

a) Attitude towards trainingb) Objectives of trainingc) Basis of trainingd) Methods of traininge) Programmes for executive developmentf) Orientation of new employees

Eg- Armed Forces, Police Department, Fire Departments, Disaster Management Dept

Coverage of Policies3) Transfers and Promotions

a) Rationale for transferb) Seniority required for promotionc) Relative weightage of seniority and merit in

promotion

E.g.- Police constables are transferred to urban cities if they belong to some interiors of Maharashtra

Coverage of Policies4. Compensation

a) Job evaluation systemb) Minimum wages and salariesc) Method of wage paymentd) Profit sharing and incentive planse) Non monetary rewards

Coverage of Policies5. Working Conditions

a) Working hoursb) Number and duration of rest intervalsc) Overtime workd) Shift worke) Safety rules and regulationsf) provision of transportation etc

Coverage of Policies 6. Industrial Relations

a) Handling of grievancesb) Recognition of Trade unionc) Suggestion Schemesd) Discipline and Conduct rules- Punctuality,

smoking and drinking e) Workers participation – through quality circles,

total quality management etc

MATTERS TO BE INCLUDED IN POLICY FORMULATION

1) History of company’s growth2) Employment practices and conditions of employment3) Grievance redressal procedure 4) Safety rules and regulations and responsibilities of employees at work5) General Practices6) Mutuality of interests7) Employee financial Aid8) Educational Aids9) Employees news sheet and house journals10) Health & Hospitalization11) Vacation with pay12) Sickness, death and maternity benefits and allowances13) Prohibited Activities14) Labour Management & Industrial Relations etc

Employee friendly policies should live up and not exist on paper

Men and women at all levels of companies in all stages of their career development and all stages of their life cycle are seeking flexibility to achieve a better work life balance

Employee friendly policies are one way to support and recognize the changing needs of employees

SUMMARY

SUMMARY

HRM is a tool that helps managers to plan, recruit, select, train, develop,

remunerate, motivate and make maximum utilization of human and non

human resources for the organization and society at large.