Unemployment was low until the s, when labor became readily available for employers. Managements provide social security to their employees in addition to fringe benefits. Development functions deal with the personal and professional development of the employees.

Personnel Characteristics, Nature, and Scope!

The following are the managerial functions viz. There are two main internal sources of recruitment, namely promotions and transfers.

Personnel is concerned with helping the employees to develop their capabilities and potentiality to the maximum possible extent. Personnel attempts at getting the willing cooperation of the people for the attainment of the desired goal.. The functions of personnel are very wide.

Personnel Management: Meaning, Definition, Functions ...

Human Resource Management considers ‘personnel’ or ’employees’ as ‘human resources’ and attaches them utmost importance. Besides performing the personnel functions, Human Resource Management is also concerned with development of human resources, provision of health, safety and welfare measures and ensuring better human relations.

Personnel Management Functions

Three important functions of personnel management are : (i) Managerial Functions (ii) Advisory Functions (iii) Operative Functions. All managers have direct responsibility for the human assets (people) in an organisation and are responsible for activities and decisions concerning personnel. ADVERTISEMENTS:Estimated Reading Time: 7 mins

11/4/ · What are the Responsibilities of Personnel Being a he is primarily responsible for the overall of the department and performs basic functions like planning, organizing, directing, and controlling. Additionally, some .

It is inherent in all organisation: It is as useful and effective in government departments and non-profit organizations as in a business organisation.

It is of a continuous nature: Personnel management requires constant alertness and awareness of human relations and their importance in everyday operations. It attempts at getting the willing cooperation of the people for the attainment of the desired goals: This is necessary because work cannot be effectively performed in isolation without the promotion and development of an esprit de corps.

This entry was posted on Saturday, January 3rd, at pm and is filed under HRD , Human Resource Management HRM , Mechanisms , staff welfare , Structure of the HRD System.

You can follow any responses to this entry through the RSS 2. You can leave a response , or trackback from your own site. You are commenting using your WordPress.

You are commenting using your Google account. You are commenting using your Twitter account. You are commenting using your Facebook account. Notify me of new comments via email. Notify me of new posts via email. Create a free website or blog at WordPress. Managing Men Human Resource Management. Share this: Twitter Facebook Reddit. Like this: Like Loading Leave a Reply Cancel reply Enter your comment here Fill in your details below or click an icon to log in:. Email required Address never made public.

Name required. Considering these objectives, you will perhaps, agree that the objectives are in the best interests of all those to whom management is responsible i.

In our next post we will […]. Today we continue out talk on personnel management objectives. We have already discussed four objectives in our last post.

Today we will discuss other two objectives. To recognise and satisfy individual needs and group goals by offering and adequate and equitable remuneration, economic and social security in the form of monetary disability, death, […] […]. The objectives of Personnel Management are given below: 1. To achieve an effective utilization of human resources for the achievement of organization goals. Term life insurance rates provider need to manage all his agents in effective way to achievement organization goals.

To establish and maintain an adequate organizational structure and a desirable wo […]. Personnel Management is function or activity aiding and directing workmen in maximizing their personal contribution and satisfaction in employment, bringing them an equitable, just and humane treatment, and adequate security from employme […].

An organization is formed for the fulfillment of certain objectives like earning a desired rate of profit on investment, exploitation of certain natural resources, development of a given geographical area, and supplying to the public some essential goods or services.

Machines, materials, money and all other non-human resources are the tools and aids that man […]. If organization has got systems to punish but not to reward people, the former too become defunct over a period of time because a manager who does not have the power to reward forfeits his right to punish, at least in course of time.

Organizations vary in regard to the degree to which they […]. Organizations operate in an ever changing environment. Hence there is need for changing assumptions about organization structures also.

Modern organizations involving high technology and educated workforce require relatively flat and not pyramidical structures. After determining the number of employees needed and their required qualifications, Personnel Department is to recruit such people.

The different sources of manpower supply, methods of recruitment and selection, etc. The various sources of recruitment may be classified into two broad categories:. Internal recruitment means recruitment from within the enterprise.

There are two main internal sources of recruitment, namely promotions and transfers. Promotion means shifting an employee to a higher position carrying greater pay, status and responsibilities. Many companies follow the practice of filling higher jobs by promoting employees who are considered fit for such positions.

Transfer implies shifting an employee from one section or branch to another, of the same rank. It involves no significant change in the pay, status and responsibility of the employee.

In external recruitment, the enterprise seeks suitable candidates from outside. The commonly used methods for external recruitment are:. It is called a negative process because unsuitable candidates are eliminated or rejected in order to identify the suitable candidates.

Selection is always done after recruitment. The basic purpose of selection is to choose the right type of candidates to fill various positions in the organisation.

Selection is an important function of personnel management. Errors committed at the time of selection may prove very costly. If the selection process is faulty, unsuitable candidates are appointed. As a result, the efficiency of the organisation goes down. Such persons shirk work and absent themselves from the work quite frequently. They may ultimately leave their jobs.

Proper selection and placement of personnel are essential for building up a suitable workforce. It helps to improve the efficiency of operations and the morale of employees.

The rates of labour turnover and absenteeism can be kept low. Once the selection has been made, the next role of the Personnel Department is to put the right man at the right place. If the selected persons are not posted at the right place, their output will be adversely affected.

For the purpose of placement, tests should be administered. The Personnel Manager should see that such practices are discouraged. He should keep a service record containing past and present performance on the basis of which the employees are placed at suitable jobs. These service records of the employees help the Personnel Officer in transferring, promoting or demoting particular employees.

After a person is appointed, he should be introduced to the enterprise and to his job. He should be informed about the history of the company, different departments of the company, his own department, his own job and other pertinent information about the company.

He should be acquainted with any special policies and rules, which he may be required to observe. This job introduction makes him understand his work better and he soon develops attachment with the company. In some companies, the task of job introduction is initiated by the Supervisor under whom the new employee has been placed.

It is necessary that the new employee is informed of all the important areas of the enterprise. The nature of some jobs is such that it does not require reorientation, like the job of a blacksmith. On the other hand, there are jobs, which require constant training. Engineering graduates in varied fields, for example, need refresher courses in view of new developments taking place frequently. Personnel management performs both managerial and operative functions.

Planning in the context of personnel management means formulation of policies and programmes for proper recruitment, selection, training, development, integration, maintenance and motivation of workforce.

The policies and programmes in this respect should be clear, precise, easy to understand, flexible, and should be communicated to all workers. In the context of personnel management, planning means the kind of jobs for which workers need to be selected; knowledge, skills and experience of candidates to be selected; inducting the selected candidates into the workplace, machines and tools to be used by them for performance of allocated tasks and duties, and providing them training where necessary.

Organization is a vehicle for realizing the organizational objectives. It requires every worker to fit into inter-personal relationships—to whom he will be accountable for performance of the task or duty assigned to him, how his job is related to jobs done by fellow-workers, what communication channels he can use to interact with his superiors, peers and subordinates.

Organizing is a function performed by both—top management and personnel management. Proper direction and motivation is provided by issuing appropriate orders and instructions to workers at various levels. But mere issue of orders will not do. It is also necessary that workers are properly motivated to perform the work allocated to them. Motivation may be positive or negative.

Negative motivation aims at providing disincentives in the form of demotion, penalty and punishment for not performing the task as desired. The function of control is concerned with ensuring that tasks and duties assigned to individuals and groups are performed well and in time.

It involves establishment of reasonable standards and levels of performance expected of workers, effective feedback, i. The first step in recruitment and selection of right kind of workers is to know beforehand what each job-holder will be required to do and what knowledge and experience he should possess to do it.

The advertisement in any media or handbills posted on the notice board of the organization should clearly specify this so that only persons who satisfy the job-man requirement apply for the job. After receipt of applications, the next step will be to select the applicants for interview and practical tests. Interview and practical tests should be done by persons who are experts in their respective fields and can be trusted for their objectivity and impartiality.

The process of employee development consists of adequate facilities to enable employees to acquire proficiency in the methods and techniques of work through various types of training. It calls for proper description of each job. Proper description of job-man requirements enables the employees to know what they need to achieve to become eligible for pay increases or promotion to higher positions. Employees can be trained in the methods and techniques of work through lectures, instructions, study courses, and readings.

Conferences, panel discussions, guided tours and demonstrations can also be arranged for the purpose. However, the best way to do so is to involve employees in actual management situations. Payment of adequate remuneration or compensation involves a number of things. First, there should be proper job analysis to facilitate selection of right person to perform it. Secondly, there should be constant job evaluation and merit rating of the person who has been asked to perform it.

This would greatly help in fixation of wage rates. Attention also needs to be paid to psychological and social needs of employees such as urge to interact with fellow-workers, seeking recognition for competence and advancement in career. It involves infusing a sense of belonging to the organization. Harmony, co-operative group effort, and team spirit are possible only when employees realize that their individual self-interests will be served only when they work to promote interests of the organization.

For this it is necessary that — a The organization structure provides them adequate and effective channels of communication, b There is permanent and fast-track mechanism for satisfactory redress of all problems and grievances, and c There are healthy and mutually rewarding human relations at all levels. It includes establishment of health, sanitation and safety standards, facilities such as canteen, recreation rooms, toilets, group insurance, employee associations, and so on.

In the context of personnel management, it is concerned with manpower planning, studying labour turnover rate, forecasting the future requirement of personnel and planning for selection and training procedures, etc.

It provides a structure for the company by identifying the various sub-groups created by individuals in managerial jobs as well as operative jobs. It includes issuing instructions to the workers, developing communication network, interpreting various industrial laws and integrating workers. It provides basic data for establishing standards, making job analysis and performance appraisal, etc. These all techniques assist in effective control of the quality, time and efforts of workers.

These are services or routine functions of personnel management. The first operative function of personnel management is concerned with the obtaining of the proper kind and number of personnel necessary to accomplish organisational goals. It deals specifically with such subjects as the determination of manpower requirements, their recruitment, selection, placement and orientation, etc.

After personnel have been obtained, they must, to some degree, be developed before going to work. Development has to do with the increase of skill through training. Different training methods are used in this process in order to develop the employees.

Framing a sound promotion policy determination of the basis of promotion and making performance appraisal are the basis of personnel development functions. Compensation means, determination of adequate and equitable remuneration of personnel for their contribution to organisational objectives.

For choosing a suitable compensation policy a number of decisions are taken into the function, i. In addition to this, it also assists the organisation for adopting the suitable wage and salary policy and payment of wages and salaries at right time. It covers a wide field and is intended to reduce strikes, promote industrial peace, provide fair deal to workers and establish industrial democracy. If the personnel manager is unable to make harmonious relation between the two, it will be very harmful to the organisation.

The industrial unrest will take place and millions of man-days will be lost. The moral and physical condition of the employee will suffer if labour management relations are not good. It is the duty of personnel manager to make harmonious relation with the help of efficient communication system and co-partnership. Record-keeping is also an important function of personnel manager. In this system, personnel manager collects and maintains information, which is concerned with the staff of the organisation.

Recording is essential for every organisation because it assist the management in decision making, e. Under this system different types of activities are evaluated such as — evaluation of performance, personnel policy of an organisation and its practices, personnel audit, moral survey and performance appraisal, etc.

It is also an important function of personnel management. It contributes in taking decision timely. Further the audit is to be carried out to see whether the work is done as per personnel policies or not if there is any irregularity then it can be corrected. It is the function of personnel management to maintain the discipline in the organisation.

Discipline is very necessary for smooth working otherwise there would be irregularity in all activities. At workplace there are chances of taking place of differences in thinking, ideas, methods of working, etc.

These may lead to grievances if not listened timely. It is the function of personnel management to deal with it in time and properly to avoid problems. There are two categories of personnel management functions:.

A manager is the one who exercises authority and leadership over other personnel, the president of a firm is certainly a manager and so also is the department head or supervisor. In the process, work is performed with and through organization personnel in an ever-changing business environment.

Planning of personnel today prevent crisis tomorrow. The process of goal establishment will involve the active and enlightened participation of the personnel manager with his or her expertise in the area of human resources. Planning is defining goals for future organisational performance and deciding on the tasks and use of resources needed to attain them.

Planning is the determination of the plans, strategies, programmes, procedures, policies and standard needs to accomplish the desired objectives by recruiting, selecting and trained the employees in the organisations. It involves the ability to think, to predict, to analyse and to come to decisions, to control the actions of personnel and to cope with the complex, dynamic fluid environment.

They bridge the gap between where they are and where they want to go. Personnel administration should be able to predict trends in wages, in labour market, in union demands, in other benefits, in personnel policies and programmes, changes in production or seasonal variations and the levelling out of differences in productions. Therefore, planning and decision making has to be undertaken of an action so that anticipated problems and events may be handled properly.

Organising typically follows planning and reflects how the organization tries to accomplish the plan. Organising in fact, is considered to be the wool of the entire management fabric, and hence cannot be ignored. According to J. This is done by designing the structure of authority and responsibilities among jobs, personnel and physical factors because in its essentials, it consists of the assignments of the specific functions to designated person or departments with authority to have them carried out, and their accountability to management for the result obtained.

It seeks to achieve the maximum return with minimum efforts by decentralization, whereby the power of decisions is brought down as near as possible to the individual concerned. For example, SEMCO, a Brazilian company making industrial pumps, mixtures, propellers and other products recognized from a highly structured, autocratic business into a company run on trust, freedom and democracy. Directions then consist of motivating, supervising, guiding and leadership.

Without direction, there is no destination. According to McGregor, many managers would agree that the effectiveness of their organization would be at least doubled if they could discover how to tap the unrealised potential present in their human resources.

Directing is involved with getting persons together and asking them to work willingly and effectively for the achievement of designated goals. Directing deals with not only the dissemination of the orders within an organization units and departments but also with the acceptance and execution of this order by the employees.

The review or checking of the safety instalments, wage rate ranges, disciplinary actions and general wage changes are all the responsibility of personnel departments. Leading means creating a shed culture and values, communicating goals to employees throughout the organizations and infusing employees with the desire to perform at a high level. Leading involves motivating entire department, divisions as well as those individuals working immediately with the managers.

An era of uncertainty, international competition and diversity of the workforce, the ability to shape culture, communicate goals and motivate employees is critical to business success. Coordination in the supervisor and those for whom he is responsible.

The personnel department has to coordinate the task of developing, interpreting and reviewing personnel policies, practices, and programmes such as safety programmes, employee benefits, job evaluation, training, development and communication. These activities are generally put into operation by and through the line people; but it is the personnel department which follows them through, unifies them and checks to see how they work.

Control is the managerial function concerned with regulating activities in accordance with personnel plan which in turn was formulated on the basis of analysis on fundamental organizational goals.

Controlling is the act of checking, regulating and verifying whether everything occurs in conformity with the plan that has been adopted, the instructions issued and the principles established.

1. Introduction to Personnel Management ZeroMillion

1/3/2005 · One function of personnel management deals with how to hire and train the right people and addresses the characteristics of an effective personnel system, such as: Assessing personnel needs. Recruiting personnel. Screening personnel. Selecting and hiring personnel. Orienting new employees to the business. Deciding compensation issues.

2/2/ · functions of personnel involve planning, organizing, directing, and controlling. All these functions influence the operative functions. Planning: It is a pre-determined course of action. Planning is determination of personnel programs and changes in advance that will contribute to the organizational goals. Human Resource considers ‘personnel’ or ’employees’ as ‘human resources’ and attaches them importance. Besides performing the personnel functions, Human Resource is also concerned with development of human resources, provision of health, safety and welfare measures and ensuring better human relations. 16/6/ · Personnel can also be defined as, that field of which is con­cerned with the planning, organising, directing and controlling various operative functions of procurement, development, maintenance and utilisation of a labour force in such a way that objectives of company, those of personnel at all levels and those of community are achieved.

Nature of Personnel

Personnel management can be defined as obtaining, using, and maintaining Functions Of Personnel Management satisfied workforce. It is a Www Sexytv Com part of management concerned with employees at work and Xhamster Sibel relationships within the organization.

Nature of Personnel management includes the function of employment, development, and compensation- These functions are performed primarily by the personnel management in consultation with other departments. The personnel manager is the head of the personnel department. He performs both managerial and operative functions of management. There are some points of dissimilarities between Personnel Management PM and Human Resource Management HRMalthough, on some key issues, PM and HRM are identical.

Traditional Personnel Management tends Functios be narrow, striving to attend line managers. Persomnel contrast, HRM is integrated into Functions Of Personnel Management role of line managers with a Von Einbrecher Gefickt proactive position and a bias towards business.

The PM has Normale Nackte Frauen history of emphasizing bureaucratic control, often in a reactive sense, i. The role Eldarya Episode 21 top management in setting the agenda for change and development is very much in evidence in HRM. From the above discussion, we can make the major differences between traditional personnel management and modern HRM.

Human resource management is a new version of personnel management. There is no watertight difference between human resource management Funcfions personnel management. However, there are some differences in the following matters :. The usual prescription is that personnel management should remedy this by becoming involved at a strategic level. Functions Of Personnel Management has been a trend towards replacing the term personnel management Pornosite HRM.

As a separate occurrence, the term HRM is also, primarily in the UK, been given a different meaning associated with specific management activities Manatement values that have been gaining attention. The personnel management function lacks strategic relevance because it is locked into a mainly administrative role.

There is a potential conflict in its relationship with line managers because human resource management is a dimension of all managerial roles.

There are reports Fubctions a rapidly changing environment for business resulting in globalization and a need for competitiveness has been causing management to bring a new focus to bear on how human resources are organized Fuctions managed. Wayne Cascio divides the development from Personnel Management to Trick Porn and SHRM into three 3 distinct phases Personnel functions were Heather Thomas Nackt by supervisors, line managers, and early specialists e.

Scientific Management of J. Behavioral Science added psychological testing and motivational systems, while management science contributed to the performance management program. Before the Second World War inpersonnel management functions were largely fragmented Manageent often conducted by line managers as part of their overall management responsibilities.

During this period, society was generally stable, though disrupted by the First World War and the Great Depression. Unemployment was low until Functions Of Personnel Management s, when labor became readily available for employers. Personnel functions were mainly restricted to administrative areas e. The Second World War referred to Peronnel had significant repercussions on both those that stayed behind, particularly in business and the labor market.

During the Second World War, not only was there a scarcity of labor in essential Fynctions such as munitions and food but there was also a Functjons increase Persnonel problems and performance of existing employees.

Financial, social, and family pressures began to Sexgeschichten Tiersex the productivity and output of such employees, and they became increasingly harder to recruit.

When the war ended, returning soldiers flooded the labor market, often Functionns Functions Of Personnel Management work skills. Government initiatives spurred on employees, and they are own post-war in a developing economy. Some employers saw welfare services for employees to attract and maintain employees and ensure their continued productivity. This period marked the resurgence of unionism.

Unions focused on pay and Pdrsonnel conditions issues, forcing further personnel activities to include industrial relations considerations. Although personnel activities expanded, they were largely separated from industrial relations, and professional philosophy did not exist.

This period was characterized by fierce competition in the world labor markets. Personnel management transformed into human resource management in the s, representing a change towards the integration of personnel functions, strategically focused on overall Gintama Hentai effectiveness. Careful delineation of written contracts employment contract. Pay after job evaluation fixed grades. Labor is treated as a tool that is expendable and replaceable.

People are treated as assets to be used to benefit an organization, its employees, and society as a whole. Job design is a division Managememt labor-oriented.