ROLES AND

FUNCTION OF
PERSONNEL
MANAGEMENT
AND HR
DEPARTMENT
 PERSONNEL MANAGEMENT
Personnel Management, often referred to as PM, is the
process of effectively managing an organization's workforce
to achieve its strategic goals and objectives. It involves
various functions and activities related to the acquisition,
development, utilization, and retention of human resources
within an organization. Personnel management primarily
focuses on the administrative and transactional aspects of
managing employees.
 FUNCTIONS OF PERSONNEL MANAGEMENT
Managerial Functions
These functions help an HR manager maintain a proper balance within the organization, which helps with
its smooth operation. An HR manager performs some of the most basic yet crucial managerial functions. The
managerial function includes activities like planning, organizing, coordinating, directing, and controlling the
employees. However, they are performed by all types of managers including human resource managers.
 Planning
> is a fundamental function of HRM. It involves the decision taken in
advance about the future work of the organization. A manager's job is to
plan and manage subordinates who can efficiently and effortlessly
implement the plan. It is essential to plan to identify and determine the
organization's goals. One of such human resources functions contributes
to personnel growth and the company's development.
The tasks required under this function.
► Determination of personnel programs
► Planning job requirements
► Contributing to organizational goals
► Anticipating vacancies
► Determining the recruitment sources
  Organizing
> After planning, this is an essential task that the HR managers
need to handle. An HR manager's job is to develop plans and
establish objectives. Furthermore, they must also find the proper
ways to reach their goals.
Some of the things that an organization structure includes:
► Responsibility for assigning various functions to different individuals
► Responsibility for delegation of authority, keeping in mind the task
assigned
► Responsibility for the coordination of activities of different individuals

 Directing
> Once the planning part is concluded, the next step is
implementation. The smooth and effective implementation
process depends on a very important aspect - the motivation of
the employees. It is, therefore, the job of the HRM to encourage
people to work towards the achievement of goals willingly. This
is a skill that one can develop after receiving proper training.
Some ways promote encouragement within the employees.
► Career planning
► Ensuring employee welfare
► Salary management
► Identifying the needs of employees
  CO-ORDINATION

> It is concerned with harmonious and unified action

directed towards common objectives. Communication
with each other is very important and effective for the
organization.
It ensures that all the employees perform their work
more efficiently with the optimum utilization of
resources and with happy working environment in the
organization.

 CONTROLLING

> It is a function of management which measures and

corrects the performance of subordinates to make
sure that the organizational objectives and plans
made to achieve them are accomplished.
Control thus consists in knowing the extent to which
actions conform with plans adopted and instructions
issued so that errors and deviations are reported and
appropriate corrective action taken.
 Operative Functions
Under operative functions, the HRM deals with duties designed
specifically for the department. The HR managers deal with different
aspects like employment, compensation, development, and maintenance of
personnel
 Recruitment and Selection

> This step involves finding candidates who can turn into
employees and is a perfect fit for the organization. It also
involves recruiting someone with a proper skill set
and understanding the number of persons needed to fulfill
the organization's goal. Some of the steps involved in this
sub-sect of operative functions are recruitment, selection,
and personnel placement.
  Orientation and Induction

> are processes within human resource

management that are designed to welcome and
integrate new employees into an organization
effectively.
> Providing information about the organization's
culture, policies, and procedures.
> Assisting new hires in adapting to their roles and
work environment.
 Training and Development

> often referred to as "T&D," are essential

functions within human resource management
aimed at enhancing the knowledge, skills,
competencies, and abilities of an organization's
employees. These processes are crucial for
ensuring that employees are well-equipped to
perform their jobs effectively and contribute to the
organization's success.
  Performance Appraisal
> often referred to as a performance review or
performance evaluation, is a systematic and
structured process used by organizations to assess,
analyze, and evaluate an employee's job
performance in relation to predetermined
performance standards and expectations. It is a
critical component of human resource management
aimed at measuring an employee's contributions to
the organization and providing feedback for
improvement.

 Compensation and Benefits Administration

> Managing compensation structures, including
salaries, bonuses, and incentives.
> Administering employee benefits such as
healthcare, retirement plans, and paid time off.
> Handling payroll processing and ensuring
compliance with wage and hour laws.
  Employee Relations
> refers to the management of the relationship
between an organization's employees and the
employer or management team. It encompasses a
wide range of activities, policies, and practices
aimed at creating and maintaining a positive and
productive work environment while addressing the
needs and concerns of employees. Effective
employee relations are essential for fostering a
harmonious workplace, promoting employee
engagement, and ensuring overall organizational
success.
 Health and Safety Management
> often referred to as occupational health and safety (OHS)
management or workplace safety management, is a critical
aspect of human resource management and organizational
governance. It involves planning, implementing, overseeing
policies, procedures, and practices aimed at ensuring the
safety, health, and well-being of employees and other
stakeholders within the workplace. The primary objectives
of Health and Safety Management are to prevent accidents,
injuries, illnesses, and to create a safe and healthy work
environment.
  Employee Records and Documentation
> refer to the systematic and organized process of
collecting, storing, and maintaining a wide range
of information and documents related to an
organization's employees. This practice is a critical
component of human resource management
(HRM) and plays a crucial role in ensuring legal
compliance, supporting HR functions, and
facilitating decision-making.
 Objectives of Personnel Management
► Attracting and Retaining Talent

> refer to the systematic and organized process of collecting, storing, and maintaining a wide range of
information and documents related to an organization's employees. This practice is a critical
component of human resource management (HRM) and plays a crucial role in ensuring legal
compliance, supporting HR functions, and facilitating decision-making.
►
 Enhancing Employee Productivity
> It refers to the efforts and strategies employed by an organization to increase the efficiency and
effectiveness of its workforce, ultimately leading to improved performance, output, and results.
► Ensuring Legal Compliance
> It refers to the actions and processes put in place by an organization to ensure that it operates within
the boundaries of relevant laws, regulations, and legal requirements at the local, national, and
international levels. Compliance with laws and regulations is essential to avoid legal issues, liabilities,
and penalties while maintaining an ethical and responsible business environment.
 Objectives of Personnel Management
► Fostering a Positive Work Environment
> It refers to creating and maintaining a workplace culture and atmosphere where employees feel
valued, respected, motivated, and engaged. A positive work environment contributes to employee well-
being, job satisfaction, productivity, and overall organizational success
► Managing Labor Relations
>is a critical aspect of human resource management (HRM) that involves establishing and
maintaining positive relationships between an organization and its employees, especially in the
context of labor unions or collective bargaining units. Effective labor relations management aims to
promote cooperation, resolve disputes, and create a fair and harmonious work environment.
► Cost Management
> is a strategic business process that involves planning, controlling, and optimizing an organization's
expenses to achieve its financial goals and objectives efficiently. Effective cost management is
essential for maintaining profitability, competitiveness, and long-term financial sustainability.
► Adapting to Change
> refers to an organization's ability to respond and adjust effectively to shifts in its internal and external
environments. Change can take various forms, such as technological advancements, market dynamics, shifts in
customer preferences, regulatory changes, economic fluctuations, and internal restructuring. Adaptability is a critical
trait for organizations to remain competitive, resilient, and sustainable.
 HUMAN RESOURCE MANAGEMENT AND
IMPORTANCE
HRM
is a multifaceted organizational
function that focuses on managing
and optimizing the most valuable
asset of an organization: its human
resources or employees. HRM
involves a range of activities,
policies, and practices aimed at
recruiting, developing, motivating,
and retaining employees to
achieve organizational goals and
objectives effectively.
IMPORTANCE
Human resources management is a very
important function in every
organization. Without human resources
management, companies would not be
able to effectively recruit and retain
employees, improve and enhance the
organization, and they wouldn’t be able
to maintain a healthy, accepting
workplace culture and environment.
Human resources management is so
important to organizations that many
call this department the heart and soul of
a business.
 The Human Resource Department
 The HR department plays a multifaceted role in implementing HRM practices. It
acts as the bridge between the organization's strategic objectives and its
workforce, ensuring that HRM principles are applied effectively. Whether it's
recruitment, training, benefits administration, or employee relations, the HR
department's responsibilities directly contribute to the achievement of HRM
goals, which revolve around optimizing the workforce to enhance organizational
performance and competitiveness.
 The human resource department's mission is to make sure the company's
employees are adequately managed, appropriately compensated, and effectively
trained. The department is also responsible for recruiting, hiring, firing, and
administering benefits.
 Types of Human Resource Department Careers
There are many different jobs that can be part of a human resource department. These roles range
from general work to leadership or managerial roles, and can include:
• Human resource assistant
► This is typically an entry-level position in HR. HR assistants provide administrative support
to the HR department. They may handle tasks such as scheduling interviews, maintaining
employee records, and assisting with basic HR processes.
• Human resource generalist
► Have a larger scope of duties than HR assistants. They are in charge of a variety of HR
responsibilities, including employee relations, recruiting, benefits administration, and
policy execution. In human resources, they frequently serve as a jack-of-all-trades.
• Human resource manager
► HR managers are responsible for overseeing the HR department's day-to-day operations.
They work closely with HR generalists and assistants to ensure that HR policies and
procedures are followed, handle employee relations issues, and may be involved in strategic
HR planning.
• Human resource director
► HR directors have a more strategic role in the organization. They are responsible for
developing and implementing HR strategies that align with the company's overall
goals. They may also oversee multiple HR managers and be involved in high-level
decision-making.
• Vice President of HR
► This is a senior executive position in the HR department. The VP of HR is
responsible for the overall HR strategy and direction of the organization. They work
closely with the executive team and often report directly to the CEO or President.
Their role involves setting HR goals, managing budgets, and ensuring that HR
supports the company's strategic objectives.

Additionally, HR departments in larger organizations have employees who are

organized around providing a specific component of human resource services, such as
organization development or safety. They have titles such as training manager, organization
development consultant, or safety coordinator.
Organizational chart
 Thanks!
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