PERSONNEL MANAGEMENT
Introduction:
If you split the word of management as "manage" "men" "t", you may get the meaning of managing men (Human Resources) tactfully, which is the crux of personnel management. In a highly complicated industrial life, management of personnel can no longer be done by hunch or predictions. It is a scientific way of handling human resources to achieve the goals of an organisation, besides accomplishment of personal objectives of the individuals.
Functions:
It provides a set of techniques for handling people with professional standards.
It helps individuals to utilise their capacities to the maximum level possible and to attain not only individual satisfaction but also satisfaction as part of a work group.
Profit -growth engineering functions.
Man power planning
Recruitment and selection
Induction
Training and development
Motivation
Wage and salary administration
Grievance handling
Communication
Appraisal
Promotion , Transfer
Discipline and Disciplinary actions
Health , Safety and welfare etc
are the major functions carried out by the Personnel department
OBJECTIVES:
Varying abilities are found among the individuals to perform a job. The nature of job and the characteristics of individual employee influence the outcome of a job done. Hence, the abilities and the motivations of the employees must be matched with the requirements and rewards of the job. To the extent that this occurs, the outcome or the result can contribute to the attainment of the organisational goals. The Personnel Dept does this match making.
RECRUITMENT
One of the important objectives of personnel function is the promotion of production efficiency through optimum utilisation of men and machines. The achievement of this objective largely depends upon selection and placing the right men on the right job at the right time in the right place. This process is called recruitment.
This involves the following steps:
Selection process which includes
Job analysis is a procedure by which the facts with respect to each job are systematically collected. This exercise includes the enumeration and identification of the duties, responsibilities, operations, conditions and organisational aspects of the job. Such analysis also includes a study to determine the tasks and responsibilities, their relationship to the other jobs, the conditions under which work is performed are the personal capability required for satisfactory performance.
The basic analysis seeks to provide information in the following areas:
It describes the work performed, duties and responsibilities involved, training required, conditions under which the job is done, relationships with he other jobs and personal requirement of the job. All the above information is derived from the job analysis and from these details, the job description is prepared.
On the basis of the job analysis, the job to be filled is identified. Based on the jobs to be filled in, the characteristics of the work force to fill-up the job assumes importance. In this connection, work force planning is important.
After identifying the number of jobs to be filled in we must go in for the next step, viz., identification of the individuals or the personnel required. For identifying the personnel required for recruitment, the following requirements are taken into consideration.
Certain jobs require a particular type of ability. For example, jobs like crane operation etc. require clean and good vision. For certain jobs physical ability to lift heavy items may be required.
For certain jobs, mental ability is given more importance. Top priority is given to intelligence, memory and ability to plan, to write and concentrate etc.,
In recent past, these traits are given due importance. The actual requirement may be ability to remain calm, social adaptability, personal hygiene etc.,
This is very important for higher levels of management.
This is the major source of recruitment followed here. Care is taken to include all relevant data in the advertisements and the purpose of such advertisements is to attract good candidates
This is another source of recruitment followed. Here the top 10 colleges from each region are chosen and tests are conducted in those colleges to select eligible candidates.
Apart from the two sources mentioned above, vacancies are also filled up by transfer and promotion of employees within the Organisation.
Candidates who have applied to the source through which we had called for recruitment are first listed and called for a preliminary interview. It is a screening process where generally unnecessary applications are weeded out
The screened candidates are asked to fill the companies application forms. The application blank serves two purposes:
Interviews are preliminary tool for hiring new employees.
The employment interviews provide adequate information upon which to form a strong decision to hire or not to hire the applicant or to file the application for later consideration, in case there is not an opening at the time being.
After the employee is selected, before a final appointment order is issued, he is sent for physical examination. The extent of fitness and the certification there of depends upon the company’s decision and the nature of work to be performed by the candidate and other relevant factors
Placement is the determination of the job to which an accepted candidate is to be assigned and his assignment to the job.
f) Induction :
Induction is the orientation of a new employee into his new organisation, new surroundings, new department and placing him into his job.
Induction is the process of receiving and welcoming a new employee to the organisation and helping him and the organisation to become acquainted with each other. To assist the new employee by giving him basic information that he needs to settle down at his job quickly, happily and make a productive beginning.
Once an employee is selected and induction programs are completed, the employee is appraised periodically to rate his performance, in order to consider him for promotion, increment, training etc., if his rating are not upto the satisfaction of the employer, the next alternative like down grading or transfer or discharge etc., will be considered by the management.
The performance appraisal places emphasis on measuring traits of an individual and the general characteristics of his work. It appraise the traits like creativity, Initiative, Adaptability, communication, working with others, judgement, resourcefulness etc.,
Promotion is defined as an upward movement of an employee in the Organisation to another job which commands better pay, better status or prestige and higher challenges and responsibilities, opportunities, better working environment and hours of work facilities etc.,. promotions are given based on the employee’s performance and seniority in the Organisation.
Transfer is a lateral movement of employees from one position o another generally without involving any significant change in compensation, duties, responsibilities and status.
Transfers may be done due to the following:
Morale is usually associated with individual in terms of confidence, courage, zeal and the will to do. Morale is not a thing to be sought in itself, rather it is a by product of satisfactory group relations. It is a mental condition, which leads individuals and groups, willingly to subordinate their personal objective temporarily and within reasons to further the company’s service objectives.
Symptoms of morale are:
Morale and productivity:
The rate of production decreases when the morale decreases. In an organisation it is highly possible to have contented employees with low morale and lowest production. At times, these employees may often focus their attention on personal problems and other unrelated aspects rather than on production. Sometimes morale may be good but production low under this conditions the result is happy employees but unhappy managers.
After determining the current state of employee morale, it is necessary to institute an action programme which will result in eradicating the conditions that bring about poor morale among employees, the promotional and maintenance of higher morale for which the responsibility rests with the top management.
Training is the systematic development of knowledge, skill and attitude required by an individual to perform adequately a given task or job.
There are innumerable situations which warrant training needs in an Organisation. They are:
Assessing the training needs:
The training needs are assessed with help of:
Grievances are any discontent or dissatisfaction, whether expressed or not and whether valid or not, arising out of anything connected with the company that an employee thinks, believes or even feels is unfair, unjust or inequitable.
A systematic grievance redressal procedure has the following features:
Promote healthy relations between company and the employees
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