Personnel Management by VishalMiskin

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									Definition Of Personnel Management
   “It is defined as a set of programs, functions and
    activities designed to maximize both personal and
    organizational goals.”
 Three Dimension Of Personnel
 Management.

            Personnel Management




                                   Industrial
Personnel         Welfare
                                   Relations
 Aspect           Aspect
                                    Aspect
Features Of Personnel Management
 Concerned with employees
 Continuous process.
 Development of human resources.
 Covers all levels and categories
 Applications
 Attaining goals of organization, individuals,
 Society.
 Central sub-system of an organization
Personnel Management - Functions



I.    Managerial Function
II.   Operative Function
I. Managerial Functions

 Planning : planning generally deals with the
    determination of the future course of action to
    achieve desired results. Planning of personnel today
    prevents crises tomorrow. The personnel manager is
    expected to determine the personnel program
    regarding recruitment, selection and training of
    employees.
   Organizing : Organizing is primarily concerned
    with proper grouping of personnel activities, assigning of
    different groups of activities to different individuals and
    delegation of authority. Creation of a proper structural
    framework is his primary task.
•       Directing : This involves supervising and guiding the personnel. To
execute plans, direction is essential for without direction there is no destination.
Many a time, the success of the organization depends on the direction on the
direction of things rather than their design. Direction then consists of motivation,
communication and leadership. While achieving results, the personnel manager
must, invariably, take care of the concerns and expectations of employees at all
levels.




•     Controlling : Controlling function of personnel management
comprises measuring the employee‟s performance, correcting negative deviations
and industrial assuring an efficient accomplishment of plans. It makes individuals
aware of their performance through review reports, records and personnel audit
programs. It ensures that the activities are being carried out in accordance with
stated plans.
II. Operative Function
   The Operative functions of P/HRM are
    related to specific activities of personnel
    management, viz., employment,
    development, compensation and industrial
    relations. These functions are to be
    performed in conjunction with managerial
    functions.
1. PROCUREMENT FUNCTION :                 IT IS
CONCERNED WITH PROCURING AND EMPLOYING
PEOPLE WHO POSSESS NECESSARY SKILL, KNOWLEDGE
AND APTITUDE.


1.   Job Analysis
2.   Human resources planning
3.   Recruitment
4.   Selection
5.   Placement
6.   Induction and Orientation
7.   Internal Mobility
Development
  It is the process of improving, molding, changing and
  development the skills, knowledge, creative ability,
  aptitude, attitude, values and commitment based on
  present and future requirement both at the individual‟s
  and organization's level.
 Training
 Executive
 Career Planning and development
 Human Resource Development
Motivation and Compensation
   Job Design
   Work Scheduling
   Motivation
   Job Evaluation
   Performance Appraisal
   Compensation Administration
   Incentives and Benefits
                  MAINTENANCE

•Health   and safety

•Employee    welfare

•Social   security measures
                INTEGRATION
   Grievance redressal
   Discipline
   Teams and teamwork
   Collective bargaining
   Employee participation and empowerment
   Trade unions and employees association
   Industrial relations
               EMERGING ISSUES
   Personnel records
   Human resource audit
   Human resources research
   Human Resources Accounting(HRA)
   Human Resource Information System(HRIS)
   Stress and Counseling
   International Human Resource Management
 ORGANISATION OF PERSONNEL
 DEPARTMENT

Department , where similar activities of the business are
grouped for smooth administration at all levels.
PERSONNEL DEPARTMENT HAS
SOME COMMON TYPES OF
ORGANISAZATIONS

   •Line organization
   •Functional organization
   •Line & staff organization
   •Matrix organization
 LINE ORGANISATION & ITS CHARACTERISTICS



1.Vertical relationships
2. Authority flows from top to bottom
3.System is very easy
4. A senior member has direct command over his
subordinates.
5. Existence of direct relationship between superiors and
subordinates
6. Each member knows who is responsible to whom
  Functional organization & its
  characteristics
1.Work is divided according to specified
  functions.
2.Authority is given to a specialist in relation to
  specific function
3.Functional authority has right and power to
  give command
4.Decision is taken only after making
  consultations with the functional authority.
Line and Staff Organization.

 It is a combination of line organization and
  expert staff.
 The term “line” refers to “Doers” and the term
  “staff” refers to “thinker”.
 Doers are the real persons working according
  to plan.
 Thinkers are making plan or giving advice to
  doers managers.
                    Board of Directors

                  Chief Executives
Finance                                   R&D Managers

 managers
            Departmental managers

                     Supervisors

                     Workers
Matrix organization
 It is a combination of two or more organization
  structures.
 Functional organizational and project organizational.
 The employee has to work under two authorities
  (bosses/supervisors).
 The authority of functional manager flows downwards.
 The authority of project manager flows across.
 Functions /   Marketing   Production    Finance    R&D
 Projects      Manager     Manager      Manager    Manager

Project A
Manager
Project B
Manager
Project C
Manager
Project D
Manager
                   Personnel Policy

„Policy‟ is a plan of action

“policies are statement of the organization overall
purpose and its objectives in the various areas with which
its operations are concerned-personnel, finance,
production and so on.”
 Important Features Of An Effective
         Personnel Policy
 It is generally derived from the personnel objective
 It summaries past experience in the form of useful
  guidelines that helps managers to speed-up the decision
  making process
 It permits managers to transfer some recurring
  problems to subordinates
 It helps in achieving coordination of organizational
  members and help in predict accurately the action and
  decision of others
  Characteristics Of Personnel Policy
 Related  to objectives
 Easy to understand
 Stable as well as flexible
 Based on facts
 Appropriate number
 Review
Types Of Personnel Policies
   Originated Policies
   Appealed Policies
   Imposed Policies
   General Policies
   Specific Policies
   Implied Policies
Formulation of Personnel Policies
1.   Identifying the Needs
2.   Collecting Data
3.   Specifying Alternative
4.   Getting Approval
5.   Evaluating the Policy
Thank You

								
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