Personnel Management

Definition
Management in industry inevitably subdivides
itself into a series of functions such as sales,
production, finance etc. Personnel is one of these
functions
The personnel function exists in every enterprise
regardless of its size and irrespective of the fact
that whether or not there is a personnel
department
Personnel Management
Definition

Personnel management may be defined as the
Planning,organising,Directing and Controlling of
the Procurement,Development,Compensation,
Integration and maintenance of people (i.e
employees) for the purpose of contributing to the
organizational goals
Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(a) Procurement and Maintenance of adequate workforce
as regards to both number and quality of personnel
-Recruitment
-Interviewing
-Testing
-Induction
-Placement

Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(a) Procurement and Maintenance of adequate workforce
as regards to both number and quality of personnel

-Follow up of new employees for adjustment
-Merit Rating
-Promotion, Transfer and Discharge
-Employment Records


Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(b) Education and training of present employees

-Job Instructions : Apprentice Training,
Vestibule training
-Economic Education
-Training Plans : Operative training
Supervisory training
Executive training


Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(b) Education and training of present employees

-General Industrial education
-Training materials and audio visual training aids
-Reading rooms and libraries
-Records and statistics

Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(c) Maintaining satisfactory personal contacts and
Employee relationships
-Job Analysis, Job specification, etc
-Merit rating of employees
-Wages and Rewards
-Labour audit
-Labour records and labour statistics
-Regularisation of employment

Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(c) Maintaining satisfactory personal contacts and
Employee relationships
-Job Analysis, Job specification,etc
-Merit rating of employees
-Wages and Rewards
-labour audit
-Labour records and labour statistics
-Regularisation of employment

Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(c) Maintaining satisfactory personal contacts and
Employee relationships
-Handling grievances
-Labour Turnover
-Labour market Surveys
-Suggestion systems
-Morale studies


Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(d) Maintaining satisfactory group relationships,by
-Contacting employers groups
-Contacting employees representatives
-Contacting government agencies
-Integrating group interests


Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(e) Maintaining employees health
-Health standards
-Sanitation control
-Physical examinations
-Treatment of minor injuries and diseases
-Hospitalisation
-Personal hygiene and health education
-Rest periods, Recreation, etc



Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(f) Maintaining employees safety
-Safety standards
-Safety guards and inspection of safety equipments
-Safety programmes, safety publicity, safety rules and
safety contests
-Fire protection and accident investigation
-Safety records and workmen compensation for
injuries


Personnel Management
Aims, Objectives Or Functions of Personnel
Management
(g) Maintaining employees service activities(employee welfare)
-Credit unions
-Savings and investment plans
-Group insurance
-Profit sharing
-Pension
-Housing programmes
-Company Stores and restaurants
-Recreation plans


Personnel Management
Principles(Characteristics) of a Good Personnel
Policy
1. It should avoid opportunism and be stable
2. It should have due regard for the employees, employers
and the consumers(public)
3. It should not contain ambiguities and uncertainties
4. It should guarantee permanent employment to
competent employees



Personnel Management
Principles(Characteristics) of a Good Personnel Policy

5. It should be flexible enough to meet varying needs of employees and
the changing conditions

6. It should have provision to train competent employees for promotion

7. It should provide fair wage, good working conditions, safety and
medical benefits

8. It should recognize individual differences in capacities, interests,
emotional reactions etc




Personnel Management
Recruitment

-Process of getting potential employees willing to apply for a
job with the concern or firm

-process of searching for prospective employees and
simulating them to apply for jobs in the concern

-Recruitment is a positive process; it increases the number of
candidates aspiring to take up a job with the organisation




Personnel Management
Selection

-As compared to recruitment, Selection is a negative
process because it picks out a few suitable persons from
amongst a number of applicants and thus eliminates
many candidates aspiring for the same post




Personnel Management
Selection Process
Different steps involved are

A. Job description

B. Application Forms

C. Employment Tests

D. Interviewing

E. Physical examination

F. Induction or Orientation



Personnel Management
Employment Tests

1. Achievement tests

2. Aptitude tests

3. Intelligence tests

4. Interest tests

5. Dexterity(motor) tests, and

6. Personality tests