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Chapter

EXCEL BOOKS

PERSONNEL MANAGEMENT: FUNCTIONS, POLICIES AND ROLES

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ANNOTATED OUTLINE
Introduction
Personnel management may be defined as a set of programmes, functions and activities designed to maximise both personal and organisational goals. Basically, it covers three broad areas:

Personnel management: functions, policies and roles

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Three dimensions of Personnel Management

Personnel Aspect
Recruitment, selection, placement, training, appraisal, compensation, productivity.

Personnel Management

Welfare Aspect
Working conditions, amenities, facilities, benefits.

Industrial Relations Aspect

Union-management relations, disputes settlement, grievance handing, discipline, collective bargaining.

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Features
deals with employees both as individuals and as a group concerned with the development of human resources covers all levels (lower, middle and top) applies to all types of organisations aims at attaining the goals of an organisation

aims at securing unreserved cooperation from all employees.

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Managerial Functions
Planning Organising Directing Controlling

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Operative Functions
Procurement Function Job analysis Human resource planning Recruitment Selection Placement Induction and orientation Internal mobility Development Function Training Executive development Career planning and development Human resource development
Cont

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Operative Functions
Motivation and Compensation Job design Work scheduling Motivation Job evaluation Performance appraisal Compensation administration Incentives and benefits Maintenance Function Health and safety Employee welfare Social security
Cont

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Operative Functions
Integration Function Grievance redressal Discipline Teams and team work Collective bargaining Employee participation and empowerment Trade unions and employers associations Industrial relations Emerging Issues Personnel records Human resource audit Human resources research Human resource accounting Human resource information system Stress and counselling International human resource management

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Personnel department in a line organisation

Chief Executive

Personnel Manager

Recruiting Officer Assistants

Training Manager Assistants

Compensation Manager Assistants

Welfare Officer Assistants

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Personnel department in a functional organisation

Chief Executive

Personnel Manager

Recruiting Officer

Training Manager

Compensation Manager

Welfare Officer

Assistants

Assistants

Assistants

Assistants

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Personnel department in a line and staff organisation

Chief Executive

Personnel Manager

Recruiting Officer Assistants

Training Manager Assistants

Compensation Manager Assistants

Welfare Officer Assistants

Line relationship Staff relationship

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Personnel department in a divisionalised structure

Managing Director General Manager

Manager Marketing

Manager Finance

Manager Production

Manager R&D

Manager Human Resources

Manger Southern Region

Manager Central Region

Manager Northern Region

Deputy Manager Marketing

Deputy Manager Production

Deputy Manager Human Resources

Branch Manager Nagpur

Branch Manager New Delhi

Branch Manager Bombay

Officer Marketing

Officer Production Denotes Line Relationships Denotes Staff Relationship

Officer Human Resources

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Personnel department in a matrix structure

Managing Director General Manager

Manager Automobile

Manager Machines

Manager Electricals

Supporting Functional Assistance to Projects

Production

Marketing

Personnel

Finance

Personnel Group Heavy Industrial Machines Personnel Group

Light Industrial Machines

Agricultural Machines & T ools Flow of Work Performance

Personnel Group

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Roles Played by a Personnel Manager

Administrative roles Policy maker

Administrative expert
Advisor Housekeeper Counsellor

Welfare officer
Legal consultant Operational roles Recruiter Trainer, developer, motivator Coordinator/linking pin Mediator
Personnel management: functions, policies and roles
Cont

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Roles Played by a Personnel Manager

Strategic roles Change agent Strategic partner

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Qualities And Qualifications Of A Personnel Manager

HR professionals must have a thorough knowledge of the organisation and its overall functioning. To deliver effective results, they need considerable amount of knowledge, skills and expertise in tax laws, finance, statistics, social sciences etc apart from the training that they receive from reputed B-schools. Qualities Personal attributes Intelligence Educational skills Discriminating skills Executing skills

Experience and training Professional knowledge

Cont

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Qualities And Qualifications Of A Personnel Manager

Qualifications Business mastery

Change mastery
Professionalisation of personnel management in India Attributes of a profession

Well defined body of knowledge

Formal education and training Minimum qualifications

Representative body
Service above self Ethical conduct
Cont

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Qualities And Qualifications Of A Personnel Manager

Over the years, personnel management has emerged as a highly respected profession in India. The reasons are fairly obvious; Growth of management institutes A growing body of literature Professional bodies

Self-regulatory institutions overseeing the operations of personnel people

Code of conduct

Personnel management: functions, policies and roles