definitions of personnel management

Anything HR Solutions

Manpower Planning

Role Function

H.R.

Structure

Compensation Package

Training

Appraisal

O.D.

Personal Records

Management

I.R./E.R. Administration

Transport

Establishment

Housing Colony/School

Security

Miscellaneous

Welfare

Canteen

Hospital/First Aid

Transport

Scheme

Schools etc.

Functions in Organisation

Statutory Compliance

Relationship with Union/Employees/ Govt./Local Bodies

Negotiation

Labour Law Implementation

Court Proceeds

Discipline

Time Officer Worker

Edwin Flippo:Concerned with procurement, development,

compensation, integration and maintenance of personnel of organization for the purpose of contributing towards the accomplishments of the organizational objectives

Paul Pigore & Charles Myres: Is the line responsibility & staff functions, assisting

managers in providing advise, counsel, service and various types of controls to secure uniform administrations of personnel policies designed to achieve organization’s objective.


Prof. Michael Jueins: Is that field of management which has to do

with planning, organizing and controlling various operative functions of procuring, developing, maintaining and utilizing a labor force in such a way that Objectives of company are attained economically and

effectively. Objectives of all levels of personnel are served to the

highest possible degree. Objectives of the community are duly considered and

served


Build – up Culture, Philosophy & Leadership Style. Approach, Openness & Participation.

Deal with human relations at work. Understand and resolve Inter-Personal problems. Identify job hazards and evolve conducive working

conditions. Design organization structure and personnel policies. Evolve compensation package. Plan Recruit, Retain, Separation of employee. Maintain co-ordial & productive industrial relations vis-

à-vis public relations.Anything HR Solutions

Appraisal, Needs Analysis – Training & Counseling. Develop & respect human being at work (process of

HRD). Develop system of evaluation – reward – suggestion to

improve production – productivity and gain employee commitment.

Discipline, Welfare and Administration. Career and growth planning of employee. Ensure service to community, shareholders, customers,

public and creditors creating best image to organizations. Handling of 3P’s (People, Productivity & Profitability) is

an art which decides survival and growth of company in competitive world.


Depends on:

Culture of Organization Size of Organization ~ Units, Branches, Overall

Strength of Workforce. Activities Responsibility ~ Job Analysis of Positions. Minimize the size ~ Enrich the Job & Satisfaction


Environment

Culture

Size

Nature of Business


H.R. Manager [HRD]

Fire Fighter [IR]

Care Taker [Welfare]

Administrator [Admin.]


Changing Role of Changing Role of Personnel ManagerPersonnel Manager


Understand historical background, the Concept and the Role of the Personnel Manager.

Appreciate the influence of socio – political developments on the role and growth of Personnel Management.

Understand the impact of the Western and Eastern management philosophies and theories on Personnel Management.

Understand the complexities of the role in the light of IR-HRD interface.

Identify challenges of 21st century as a ‘Change Agent’.


A Leaf In History

Turbulent Period

East Meets West

The Transition

The Next Millenium

Upto 1920

1920 – 1960

1960 – 1980

1980 – 1998

2000AD…..


Industrialization And Profit Motive Exploitation Social Vs Political Revolution Birth Of Trade Unions Gandhiji Steps In Impact Of Russian Revolution The Mediator


Multiplicity Of Trade Unions

Awareness Of Rights

Evolution Of Labour Legislations

Enlarged Role To Implement The Legislations


Advent Of Professional Management Thoughts

Intra And Inter Union Rivalry

M.A.D. (Mutually Assured Destruction)

Transition Towards A Proactive And Pivotal Role


Crucial Period In The History Of Personnel Management

Impact Of Textile Strike Bleeding Trading Unions Change In Management’s Outlook

Paradigm Shift Due To HRD Movement

Pathbreaking Step OF Globalization Volatile Environment Quality Consciousness & Competition Customer Delight Technology Dynamics Employee As Chief Differentiating Factor

Enriched Role Of Personnel Manager Trainer Developer Motivator Business Leader Catalyst Anything HR Solutions

Challenges of New Global Order Technological…… [Automation, Internertworking, AI] Intellectual……[Knowledge Worker] Cultural Integration Self Development Socio-Economic

Importance Of The Human Touch – Soft Corner In An Organization



Resource Conversion

CustomerCapital

CommunityLabour

Supplier

Resources : Inputs

Needs : Satisfaction Output