Prof.Sujeesha Rao

ORGANIZATION OF PERSONNEL FUNCTIONS

Organization of HR department Composition of the Personnel

department Qualities of a Successful HR Manager HRM Policies & Principles HRM: Arguments & conclusion Jobs & Careers in HRM

Prof.Sujeesha Rao

2 Issues become relevant in a discussion on organization of an HR department. Place of the HR dept. in the overall set-up Composition of the HR department itself

Status of the HR dept. depends on whether the unit is small or large.

In small organizations there is no separate dept. to coordinate the HR activities

A large scale unit will have a Manager/Director heading the HR dept.

Prof.Sujeesha Rao

Owner/Propreitor

Personnel

Assistant

Accountant

Office Manager

SalesManager

Production

Manager

Prof.Sujeesha Rao

HRM in a large scale unit:Chairman /

MD

Director Producti

onDirectorFinance

Director

HRM

DirectorMarketin

g

Director

R&D

Prof.Sujeesha Rao

Activity

Prof.Sujeesha Rao

Fairness & firmness Tact & resourcefulness Sympathy & consideration Knowledge of labour laws & other terms Broad social outlook Academic qualifications Others (positive attitude, competence to

perform activities for betterment of people)

Prof.Sujeesha Rao

HRD policies can be formulated to cover the following subjects:

1. Selection2. Training3. Compensation4. Arrangement for work5. Employee services6. Industrial relations

Prof.Sujeesha Rao

9

Selection: Reservation of seats Employment of family

relations/ people from competing firms

Preference for handicapped people

Basis for discharging an employee

The role of the union in recruitment & selection

‘Closed Shop’ method where only the members of the union are hired others recruitment is ruled out.

Training: Training needs are

to be decided Training curriculum

must be designed Methods of follow-up

and evaluation needs to be decided

Post- training support to be given as and when required

Prof.Sujeesha Rao

10

Compensation: The relation of

wages to the market and to the industry rate

The relation of wages paid to different employees within the company

Recognition to be given to differences in individual performance

Arrangement for work:

Policies about the hours of work

Number and duration of rest pauses

Vacations and working conditions

Prof.Sujeesha Rao

11

Employee Service: Policies about

organizing cooperative societies,festival celebration, recreation centres and sports and family budgeting

Industrial Relations: Issues like Collective

Bargaining, right of workers to decide the union and the union leader they want

Policy regarding third party intervention in industrial disputes

Prof.Sujeesha Rao

Principle of individual development Principle of scientific selection Principle of free flow of communication Principle of participation Principle of fair remuneration Principle of incentive Principle of dignity of labour Principle of labour management Principle of team spirit Principle of contribution to national

prosperityProf.Sujeesha Rao

Critics argue that HRM is more rhetoric than reality & the term HRM lacks precision. HR functions cost money & no attempt has been made to conduct cost-benefit analysis

Today, HR practices are becoming highly visible in organizations

HRM now has gained a wider acceptance in the industry over the last decade.

Prof.Sujeesha Rao

HR Specialist

HR Manager

HR Executive

Prof.Sujeesha Rao

Prof.Sujeesha Rao