Personnel Management         and Job Analysis

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Flow Of Presentation……
► ► ► ► Introduction to Personnel Management Principles Functions, Policies & Procedures Difference Between HRM & Personnel Management ► Future Prospective ► Job Analysis ► Job Design ► ►
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HRM
  

Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns. Human resource is a most valuable asset in the Organization.


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Personnel Management

“It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power”.  Administrative discipline of hiring and developing employees so that they become more valuable to the organization.  It includes conducting job analysis, planning personnel needs and recruitment, selecting the right people for job, orienting and training, determining and managing wages and salaries, providing benefits and incentives, appraising performance, resolving disputes, communicating with all employees 21/01/2010 SIMS 4 at all levels. Nerul.....

Principles of Personnel Management  

Employees are to be dealt with as complete

individuals.

 Employees should be made to feel worthwhile.  Rewards should be earned, not given.

Supply employees with relevant information,

instructions, orders and rules.
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Judge the strength or intelligence of the people

properly, and associate them with decision making process. in writing.

Sell the personnel programmes either orally or

Equal wages for equal work, and the wages

paid must be adequate.

Set examples “Actions are louder than words”.

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PERSONNEL FUNCTIONS, POLICIES AND PROCEDURES
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   

PERSONNEL FUNCTIONS

1)Manpower Planning 2) 3)Job Analysis 4) 5)Staffing 6) 7)Orientation 8) 9)Training And Development
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            

6) Performance Appraisal 7) Career Planning 8) Compensation 9) Benefits 10) Labor Relations 11) Record Keeping
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Personnel policies 
Policy:- “Is a man-made rule of pre

determined course of action that is established to guide the performance of work toward the organization objective” rather than how to do it.

 Policy concerned with what is to be done  Personnel policies:-principles and rules of

conduct that that govern the relationship with employees in attainment of organisation objectives
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1) Sound Personnel Policy Aim At A 2) 3)Maximizing employees satisfaction 4)Encouraging employees participation in the management of organisation 5)Developing effective communication system 6)Maximizing utilization of existing human resources

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Advantages of personnel policies 1)
2)Policies promote consistency and fairness 3) 4)Policies acts as control over the line managers and their employees 5) 6)Policies avoid repeated analysis of the same type of problems 7) 8)
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1) Examples of policies statements 2) a company of 3) 4)To maintain a salary administration programme 5)To select suitably qualified and experienced personnel 6)To provide adequate training facilities to employees 7)To safeguard the health and safety of all employees 8)
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 Procedures are customary methods of handling activities and are more specific than policies  Procedure indicate “How” a policy is to be carried out  Procedure spells out in detail the methods, processes, movements and specific rules and regulations  21/01/2010 SIMS Nerul..... 14

Personnel procedures

DIFFERENCE BETWEEN H.R.M. AND P.M
H.R.M P.M.
primary goal of human resources is to Development of functions and  enable employees to work to a maximum policies for the purposes of  level of efficiency. and develop It include incorporate It include administrative tasks that are improving a company’s workforce.  personnel management tasks. both traditional and routine. Human resource management, on the Personnel management is often other hand, tends to be an integral part of considered an independent function of an overall company function. organization.

.

Measure to improve personnel management function  

 
1. Determine employer’ performance: 2. performance evaluations: job knowledge and skill, interaction, communication, quality concerns and productivity. 3. Adopt strategies: 4. Implement strategies:

FUTURE  PERSPECTIVE OF  PERSONNEL  MANAGEMENT
3 MAIN REASON FOR CHANGE TECHNOLOGY LEGISLATION LABOUR FORCE

CHANG IN VALUE OF THE LABOUR FORCE. CHANGE IN ORGANISATION STRUCTURE AND

JOB.

TO INTENDED EMPLOYEES. LESIURE TIME WILL BE INCREASED. GROWING CONCERN

MAIN AIM OF PERSONNEL MANAGEMENT IN FUTURE

IN FUTURE THE SCOPE OF PERSONNEL WORK

WILL BECOME WIDER.

Job Analysis
Job analysis is the process of

systematically analyzing the activities pertaining to each job. The three basic parts of a job analysis Program are: (1) identifying the job; (2) obtaining information about the tasks, duties responsibilities, and working conditions of the job; and (3) determining the workers characteristics needed for successful performance.   21/01/2010 SIMS Nerul..... 

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Methods of Job analysis
Observation Method-(a) Direct observation method,(b) Work

method analysis (c)Critical incident Technique. Interview Method– (a) Individual interview method & Group interview method. Technical Conference Method Structured questionnaire Method Diary method Functional Job Analysis

(b)

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Job Analysis Components

1. Job Description :It involves classifying and

summarizing data according to specific duties, task related behaviors, personnel requirements, and other descriptive characteristics of the job. GUIDANCE ON WRITING JOB DESCRIPTIONS Ø JOB TITLE. Ø THE DEAPARTMENT Ø POSITION Ø AREAS OF RESPONSIBILITY Ø LOCATION Ø SPECIAL CIRCUMSTANCES Ø SIGNED AGREEMENT BY POSTHOLDER & DATE

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Job Analysis Components Cont…
2. Job specification:

Ø A job Specification is a minimum acceptable human quality necessary to perform a task.

Education, Qualification and training of employees. Work experience Work based competencies Behavioral competencies.

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Job Specification Model

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Job Analysis Components Cont…
3. Job Evaluation: It

is a procedure for measuring the relative contribution of each job and ranking these jobs in accordance with these measurements.
  
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Job Evaluation Chart
Job evaluation chart is

basically used in the organization to evaluate the Performance, qualities and the efficiency of the employees

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1.Job 2.Job 3.Job 4.Job

design enlargement rotation enrichment

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Job design

Job design is the specification of the content of

a job, the material and equipment required to do the job, and the relation of the job to other jobs. Job rotation - increases task variety by periodically shifting employees between jobs involving different tasks.

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Drawbacks

Remained only in papers Employees could not plan

their own career path Training cost is increased Job enlargement  Job Enlargement is the horizontal expansion of a job. It involves the addition of tasks at the same level of skill and responsibility. It is done to keep workers from getting bored. It is different than job enrichment.

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Job enrichment
Job Enrichment is the addition to a job of tasks that

increase the amount of employee control or responsibility. It is a vertical expansion of the job as opposed to the horizontal expansion of a job, which is called job enlargement.

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Job Enrichment

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