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.”
According
to Brech, “Personnel Management is that part which is primarily concerned
with human resource of organization.”
Nature
of Personnel Management
1. Personnel
management includes the function of employment, development and compensation.
These functions are performed primarily by the personnel management in
consultation with other departments.
2. Personnel
management is an extension to general management. It is concerned with
promoting and stimulating competent work force to make their fullest
contribution to the concern.
3. Personnel
management exists to advice and assists the line managers in personnel matters.
Therefore, personnel department is a staff department of an organization.
4. Personnel
management lays emphasize on action rather than making lengthy schedules,
plans, and work methods. The problems and grievances of people at work can be
solved more effectively through rationale personnel policies.
5. It is
based on human orientation. It tries to help the workers to develop their potential
fully to the concern.
6. It also
motivates the employees through its effective incentive plans so that the
employees provide fullest co-operation.
7. Personnel
management deals with human resources of a concern. In context to human
resources, it manages both individual as well as blue- collar workers.
Role
of Personnel Manager
Personnel
manager is the head of personnel department. He performs both managerial and
operative functions of management. His role can be summarized as:
1.
Personnel manager provides assistance to top management. The top
managements are the people who decide and frame the primary policies of the
concern. All kinds of policies related to personnel or workforce can be framed
out effectively by the personnel manager.
2. Personnel
manager advice the line manager as a staff specialist. Personnel
manager acts like a staff advisor and assists the line managers in dealing with
various personnel matters.
3. As a counselor, personnel manager attends
problems and grievances of employees and guides them. He tries to solve them in
best of his capacity.
4. Personnel
manager acts as a mediator. He is a linking pin between management and
workers.
5. Personnel
manager acts as a spokesman. Since he is in direct contact with the
employees, he is required to act as representative of organization in committees
appointed by government. He represents company in training programs.
Functions
of Personnel Management
Following
are the four functions of Personnel Management:
Manpower Planning which is also called as
Human Resource Planning consists of putting right number of people, right kind
of people at the right place, right time, doing the right things for which they
are suited for the achievement of goals of the organization.
2.
Recruitment
Recruitment is a positive process of searching for
prospective employees and stimulating them to apply for the jobs in the organization.
When more persons apply for jobs then there will be a scope for recruiting
better persons.
3. Selection
Employee Selection is the process of putting right men on
right job. It is a procedure of matching organizational requirements with the
skills and qualifications of people. Effective selection can be done only when
there is effective matching.
Training of employees takes place after orientation takes
place. Training is the process of enhancing the skills, capabilities, and
knowledge of employees for doing a particular job. Training process moulds the
thinking of employees and leads to quality performance of employees. It is
continuous and never ending in nature.
Staffing
The
managerial function of staffing involves manning the organization structure
through proper and effective selection, appraisal and development of the personnel
to fill the roles assigned to the employers/workforce.
According
to Theo Haimann, “Staffing pertains to recruitment, selection, development
and compensation of subordinates.”
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