Personnel Management Concept

Role Function

H.R. I.R./E.R. Welfare Administration

Manpower Planning Canteen Transport

Statutory
Structure Compliance Establishment
Hospital/First Aid
Compensation Relationship with Union/Employees/ Housing
Package Transport
Govt./Local Bodies Colony/School
Scheme
Training Negotiation
Security
Appraisal Schools etc.
Labour Law Implementation
Miscellaneous
O.D. Functions in
Court Proceeds
Organisation
Personal
Records Discipline

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Definitions of Personnel Management
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
organizations objective.

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Definitions of Personnel Management
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

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 Role and Objectives of Personnel
Management
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--vis
public relations.

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 Role and Objectives of Personnel
Management
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 3Ps (People, Productivity & Profitability) is an art
which decides survival and growth of company in competitive
world.

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 Structure of Organization

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

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 Influencing Factors On The Role

Environment

Culture

Size

Nature of Business

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 His Faces
(no gender bias please !)

H.R. Manager [HRD]

Fire Fighter [IR]

Care Taker [Welfare]

Administrator [Admin.]

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Changing Role of Personnel
Manager

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 After This Presentation You Will Be
Able To:-
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.

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 The Voyage

A Leaf In History Upto 1920

Turbulent Period
1920 1960
East Meets West
1960 1980
The Transition
1980 1998
The Next Millenium
2000AD..
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 A Leaf In History
Upto 1920

Industrialization And Profit Motive

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

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 Turbulent Period
1920 - 1960

Multiplicity Of Trade Unions

Awareness Of Rights

Evolution Of Labour Legislations

Enlarged Role To Implement The Legislations

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 East Meets West
1960 - 1980

Advent Of Professional Management Thoughts

Intra And Inter Union Rivalry

M.A.D. (Mutually Assured Destruction)

Transition Towards A Proactive And Pivotal Role

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 The Transition
1980 - 1998
Crucial Period In The History Of Personnel Management

Impact Of Textile Strike

Bleeding Trading Unions
Change In Managements 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
 The Next Millenium
2000 AD.

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

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 Enterprise Management

Capital
Customer

Supplier Resource Conversion

Labour Community

Resources : Inputs
Needs : Satisfaction Output
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