DEFINATION,CONCEPT/FEATURES/CHARACTERSTICS,IMPORTANCE AND OBJECTIVES OF PERSONNEL

MANAGEMENT

DEFINATION OF PERSONNEL MANAGEMENT:-

Personnel/ human resource management is a staff function whose primary role is to help the organisation
achieve its goals.The operation of the personnel function is dependent on the broad strategy, policies, and
structure of the organisation. mall companies have different personnel problems than large companies.
Organisations scattered at different places must address problems that do not create problems for centralised
organisations. Manufacturing companies have somewhat different per-sonnel concerns than service companies.
A large university teaching business man-agement courses is labour-intensive and employs hundreds of
professional and non-professional personnel in various departments and areas of specialisation.

On the other hand, a capital-intensive firm such as a petroleum refinery employee relatively few workers and its
personnel function will be quite different from that of a university teaching management.

Whatever strategic or organisational changes occur, the personnel management department must help facilitate
these changes through recruitment, selection, train-ing, compensation, and other personnel functions.

CONCEPT/FEATURES/CHARACTERSTICS:-

 HRM / Personnel Management is a functional area of General Management; it is management of people

at work.
 HRM / Personnel Management is concerned with the effective utilization of human resources.

 HRM / Personnel Management considers the development of individuals at work, as an individual and as
a member of the group.

 HRM/Personnel Management is concerned with the achievement of common goals as well as integration
of individual efforts with the common goals.

 HRM / Personnel Management is concerned with helping the people at work to develop their
potentialities and capacities to the maximum possible extent, so that they may derive great satisfaction
from their job.

 HRM/Personnel Management is a staff activity requiring special knowledge and skill in understanding and
predicting individual behaviour, inter-personal behaviour, group behaviour and organizational behaviour.

 HRM / Personnel Management has the central responsibility of organizing human effort and stimulating
and releasing individual motivation for successfully achieving individual, organizational and societal goals.
 IMPORTANCE AND OBJECTIVES OF PERSONNEL MANAGEMENT

OBJECTIVES:-

1. To establish employee recruitment and selection systems for hiring the best possible employees consistent
with the organisation’s needs.

2. To maximise the potential of each employee in order both to attain the organi­sation’s goals and ensure
individual career growth and personal dignity.

3. To retain employees whose performance helps the organisation realise its goals and to release those whose
performance is unsatisfactory.

4. To ensure organisational compliance with state and central government laws that is applicable to the
personnel management function.

The management of any organisational unit or department marketing, finance, accounting or production involves
the accomplishment of objectives through the use of the skills and talents of people. The personnel management
is considered both a line management responsibility and a staff function.

Personnel management methods such as employee and motivation programmes, employees’ training and
education and changing the organisation’s culture lead to improvement in quality and productivity in the
organisations. Personnel management can be defined as the process of fulfilling organisational objectives by
acquiring, retaining, terminating, developing and properly using the human resources.

IMPORTANCE:-
1. To hire the wrong person in the job.

2. To experience high turnover

3. To find your people not doing their best

4. To waste time with useless interviews

5. To have some of one’s employees think their salaries are unfair and inequitable relative to others in the
organisation.

6. To allow a lack of training to undermine one’s department’s effectiveness.

7. To commit any unfair labour practices.

The acquisition of skilled, talented and motivated employees is an important part of personnel management. The
acquisition phase involves recruiting, screening, selecting and placing personnel. Retaining competent individuals
is also important to an organisation. If qualified individuals regularly leave a company, it becomes necessary to
continuously seek new personnel, which costs money and time.

The opposite of retention is, of course, termination, an unpleasant part of any manager’s job. Occasionally, some
employees must be terminated for breaking rules, failing to perform adequately or job cutbacks.