Description
Personnel (or manpower) management involves procedures and practices through which human resources are managed (organised and directed) towards the attainment of the individual, social and organisational goals.
PERSONNEL MANAGEMENT
FOUR IMPORTANT M’S FOR ANY ORGANISATION
MONEY
MACHINES
MATERIAL
MEN
MANAGING MEN IS THE MOST CHALLENGING JOB BECAUSE NO TWO PERSONS ARE SIMILAR IN MENTAL ABILITIES, BEHAVIOUR, TRADITIONS AND SENTIMENTS.
INTERESTS OF EMPLOYEES • RECOGNITION AS AN INDIVIDUAL • ECONOMIC SECURITY • INTERST IN WORK ASSIGNED • OPPORTUNITY FOR DEVELOPMENT • SAFE AND HEALTHY WORKING CONDITIONS • ACCEPTABLE WORKING HOURS • ADEQUATE AND COMPETETIVE SALARY • FAIR AND EFFICIENT LEADERSHIP
INTERESTS OF MANAGEMENT • LOWEST UNIT PERSONNEL COST • MAXIMUM PRODUCTIVITY OF EMPLOYEES • AVAILABILITY AND STABILITY OF EMPLOYEES • LOYALTY OF EMPLOYEES • CO-OPERATION OF EMPLOYEES • HIGH ORGANISATIONAL MORALE • INTELLIGENT INITIATIVES BY EMPLOYEES
WHAT IS PERSONNEL MANAGEMENT
? Personnel (or manpower) management involves procedures and practices through which human resources are managed (organised and directed) towards the attainment of the individual, social and organisational goals. By controlling and effectively using manpower resources, management tries to produce goods and services for the society. ? Personnel management is concerned with the managerial and operative functions, with a view to attaining the organisational goals economically and effectively and meeting the individual and social goals.
MANAGERIAL FUNCTIONS
• • • • •
PLANNING ORGANISING DIRECTING CO-ORDINATING CONTROLLING
OPERATIVE FUNCTIONS
• • • • •
PROCUREMENT DEVELOPMENT COMPENSATING INTEGRATION MAINTENANCE
PLANNING
? Planning means determination of strategies, programmes, policies and procedures to accomplish the desired organisation objectives. ? Establishing Staffing needs such as Job analysis i.e. job description and job specifications. ? Forecasting i.e. predicting trends in wages, labour market, union demands, personnel policies and programmes is the most important aspect of planning.
BACK
ORGANISING
? After a course of action is planned, an organisation should be established to carry it out. ? An organisation is a framework and a process by which a cooperative group of human beings allocates its tasks among its members, identifies relationships and integrates its activities towards common objectives. ? Specific functions are assigned to designated person or departments with authority to carry them out and their accountability to management for results obtained.
BACK
DIRECTING
? Directing means getting persons together and asking them (either by command or by motivation) to work willingly and effectively for the achievement of designated goals. ? Decisions are taken by top management but only after consultation with the Personnel department.
? Acceptance is acquired by individuals or groups only after a certain amount of motivation otherwise the actual performance level may drop down.
BACK
CO-ORDINATING
? Coordinating refers to balancing timing and integrating activities in an organisation at all levels to ensure a successful attainment of an objective. ? The personnel department has to co-ordinate the tasks of developing, interpreting & reviewing personnel policies, practices and programmes, such as safety programmes, employee benefits, job evaluation, training & development and communication.
BACK
CONTROLLING
?Controlling is the act of checking, regulating and verifying whether everything occurs in conformity with the plan that has been adopted & instructions issued. ? Means of control used by the personnel department are auditing training programmes, directing morale surveys and interviewing new employees at stipulated intervals. ?This monitoring process provides management with actual performance hence corrective actions can be taken immediately.
BACK
PROCUREMENT FUNCTION
? Concerned with obtaining proper kind and number of personnel necessary to accomplish an organisation’s goals. ? Deals with determination of manpower requirements, their recruitment, selection, induction, follow-ups, transfers, promotions, lay-offs, discharge, etc.
BACK
“Leadership experience ? I have 53 people following me on Twitter !!“
DEVELOPMENT function
? Is concerned with the development of employees by increasing their skills through training so that job performance is achieved effectively. ? This is done by drafting and directing training programmes for all levels of employees, arranging for their on-the-job training, holding seminars & conferences and providing educational & vocational counseling.
BACK
COMPENSATING function
? Is concerned with securing adequate remuneration to personnel for their contribution to the attainment of organisational objectives.
? Various compensating functions are wage surveys, establishment of job evaluation, merit ratings, establishment of wage rates and wage structure, wage plans and policies, nonfinancial incentives, profit sharing plans, performance appraisals, etc.
BACK
INTEGRATION
? Most important function of Personnel management is the integration of human resources with the organisation, this is also called ‘Human Relations’. ? Such programmes tend to decrease accidents, absenteeism, operating errors, while simultaneously raising morale, quality and productivity. Such programmes also prevent undesirable behavior which are handled under grievance procedure, disciplinary actions and labour union programmes.
BACK
MAINTENANCE
? It deals with improving the conditions that have been established. ? Maintaining the physical conditions of employees using health and safety measures and employee service programmes such as employee counseling, recreational and welfare facilities and fringe benefits like pensions, gratuities, paid rest periods, other expenses and stock options are also responsibilities of personnel department.
BACK
“Personnel management is the planning, organising, directing, coordinating and controlling of the procurement, development, compensation, integration and maintenance of human resources so that individual, organisational and social objectives are accomplished”
doc_444478080.pptx
Personnel (or manpower) management involves procedures and practices through which human resources are managed (organised and directed) towards the attainment of the individual, social and organisational goals.
PERSONNEL MANAGEMENT
FOUR IMPORTANT M’S FOR ANY ORGANISATION
MONEY
MACHINES
MATERIAL
MEN
MANAGING MEN IS THE MOST CHALLENGING JOB BECAUSE NO TWO PERSONS ARE SIMILAR IN MENTAL ABILITIES, BEHAVIOUR, TRADITIONS AND SENTIMENTS.
INTERESTS OF EMPLOYEES • RECOGNITION AS AN INDIVIDUAL • ECONOMIC SECURITY • INTERST IN WORK ASSIGNED • OPPORTUNITY FOR DEVELOPMENT • SAFE AND HEALTHY WORKING CONDITIONS • ACCEPTABLE WORKING HOURS • ADEQUATE AND COMPETETIVE SALARY • FAIR AND EFFICIENT LEADERSHIP
INTERESTS OF MANAGEMENT • LOWEST UNIT PERSONNEL COST • MAXIMUM PRODUCTIVITY OF EMPLOYEES • AVAILABILITY AND STABILITY OF EMPLOYEES • LOYALTY OF EMPLOYEES • CO-OPERATION OF EMPLOYEES • HIGH ORGANISATIONAL MORALE • INTELLIGENT INITIATIVES BY EMPLOYEES
WHAT IS PERSONNEL MANAGEMENT
? Personnel (or manpower) management involves procedures and practices through which human resources are managed (organised and directed) towards the attainment of the individual, social and organisational goals. By controlling and effectively using manpower resources, management tries to produce goods and services for the society. ? Personnel management is concerned with the managerial and operative functions, with a view to attaining the organisational goals economically and effectively and meeting the individual and social goals.
MANAGERIAL FUNCTIONS
• • • • •
PLANNING ORGANISING DIRECTING CO-ORDINATING CONTROLLING
OPERATIVE FUNCTIONS
• • • • •
PROCUREMENT DEVELOPMENT COMPENSATING INTEGRATION MAINTENANCE
PLANNING
? Planning means determination of strategies, programmes, policies and procedures to accomplish the desired organisation objectives. ? Establishing Staffing needs such as Job analysis i.e. job description and job specifications. ? Forecasting i.e. predicting trends in wages, labour market, union demands, personnel policies and programmes is the most important aspect of planning.
BACK
ORGANISING
? After a course of action is planned, an organisation should be established to carry it out. ? An organisation is a framework and a process by which a cooperative group of human beings allocates its tasks among its members, identifies relationships and integrates its activities towards common objectives. ? Specific functions are assigned to designated person or departments with authority to carry them out and their accountability to management for results obtained.
BACK
DIRECTING
? Directing means getting persons together and asking them (either by command or by motivation) to work willingly and effectively for the achievement of designated goals. ? Decisions are taken by top management but only after consultation with the Personnel department.
? Acceptance is acquired by individuals or groups only after a certain amount of motivation otherwise the actual performance level may drop down.
BACK
CO-ORDINATING
? Coordinating refers to balancing timing and integrating activities in an organisation at all levels to ensure a successful attainment of an objective. ? The personnel department has to co-ordinate the tasks of developing, interpreting & reviewing personnel policies, practices and programmes, such as safety programmes, employee benefits, job evaluation, training & development and communication.
BACK
CONTROLLING
?Controlling is the act of checking, regulating and verifying whether everything occurs in conformity with the plan that has been adopted & instructions issued. ? Means of control used by the personnel department are auditing training programmes, directing morale surveys and interviewing new employees at stipulated intervals. ?This monitoring process provides management with actual performance hence corrective actions can be taken immediately.
BACK
PROCUREMENT FUNCTION
? Concerned with obtaining proper kind and number of personnel necessary to accomplish an organisation’s goals. ? Deals with determination of manpower requirements, their recruitment, selection, induction, follow-ups, transfers, promotions, lay-offs, discharge, etc.
BACK
“Leadership experience ? I have 53 people following me on Twitter !!“
DEVELOPMENT function
? Is concerned with the development of employees by increasing their skills through training so that job performance is achieved effectively. ? This is done by drafting and directing training programmes for all levels of employees, arranging for their on-the-job training, holding seminars & conferences and providing educational & vocational counseling.
BACK
COMPENSATING function
? Is concerned with securing adequate remuneration to personnel for their contribution to the attainment of organisational objectives.
? Various compensating functions are wage surveys, establishment of job evaluation, merit ratings, establishment of wage rates and wage structure, wage plans and policies, nonfinancial incentives, profit sharing plans, performance appraisals, etc.
BACK
INTEGRATION
? Most important function of Personnel management is the integration of human resources with the organisation, this is also called ‘Human Relations’. ? Such programmes tend to decrease accidents, absenteeism, operating errors, while simultaneously raising morale, quality and productivity. Such programmes also prevent undesirable behavior which are handled under grievance procedure, disciplinary actions and labour union programmes.
BACK
MAINTENANCE
? It deals with improving the conditions that have been established. ? Maintaining the physical conditions of employees using health and safety measures and employee service programmes such as employee counseling, recreational and welfare facilities and fringe benefits like pensions, gratuities, paid rest periods, other expenses and stock options are also responsibilities of personnel department.
BACK
“Personnel management is the planning, organising, directing, coordinating and controlling of the procurement, development, compensation, integration and maintenance of human resources so that individual, organisational and social objectives are accomplished”
doc_444478080.pptx