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PERSONNEL MANAGEMENT:
FUNCTIONS, POLICIES AND
ROLES
EXCEL
BOOKS
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2
Chapter
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Personnel management: functions, policies and roles
ANNOTATED OUTLINE
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Introduction
Personnel management may be defined as a set of programmes,
functions and activities designed to maximise both personal and
organisational goals. Basically, it covers three broad areas:
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Personnel management: functions, policies and roles
Three dimensions of PersonnelManagement
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Personnel
Management
Personnel Aspect
Recruitment, selection, placement, training,
appraisal, compensation, productivity.
Welfare Aspect
Working conditions, amenities, facilities, benefits.
Industrial Relations Aspect
Union-management relations, disputes settlement,
grievance handing, discipline, collective bargaining.
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Personnel management: functions, policies and roles
Features
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deals with employees both as individuals and as a group
concerned with the development of human resources
covers all levels (lower, middle and top)
applies to all types of organisations
aims at attaining the goals of an organisation
aims at securing unreserved cooperation from all employees.
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Personnel management: functions, policies and roles
Managerial Functions
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Planning
Organising
Directing
Controlling
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Operative Functions
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Procurement Function
Job analysis
Human resource planning
Recruitment
SelectionPlacement
Induction and orientation
Internal mobility
Development Function
Training
Executive development
Career planning and development
Human resource development
Cont
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Personnel management: functions, policies and roles
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Motivation and Compensation
Job design
Work scheduling
Motivation
Job evaluation
Performance appraisal
Compensation administration
Incentives and benefits
Maintenance Function
Health and safety
Employee welfare
Social security
Operative Functions
Cont
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Integration Function
Grievance redressal
Discipline
Teams and team work
Collective bargaining
Employee participation and empowermentTrade unions and employers associations
Industrial relations
Emerging Issues
Personnel records
Human resource audit
Human resources research
Human resource accounting
Human resource information system
Stress and counselling
International human resource management
Operative Functions
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Personnel management: functions, policies and roles
Personnel Policies, Procedures AndProgrammes
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Personnel policies are guides to action. They serve as roadmaps for
managers on a number of issues such as recruitment, selection and
promotion. They cover almost all functions of personnel
management. A good personnel policy should be easy to
understand, based on facts, equitable, reasonably flexible, preciseand related to objectives.
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Personnel management: functions, policies and roles
Types of personnel policies
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Originated policies
Appealed policies
Imposed policies
General policies
Specific policies
Written or implied policies
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Advantages of personnel policies
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Delegation
Uniformity
Better control
Standards of efficiency
Confidence
Speedy decisions
Coordinating devices
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Features of a sound personnelpolicy
Related to objectives
Easy to understand
Precise
Stable as well as flexible
Based on facts
Appropriate number
Just, fair and equitable
Reasonable
Review
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Personnel management: functions, policies and roles
Coverage of Personnel policies
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social responsibility policies
employment policies
promotion policies
development policies
relations policies
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Personnel management: functions, policies and roles
Formulation of Personnel policies
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identifying the need
collecting data
specifying alternatives
communicating the policy
evaluating the policy
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Evaluating the impact of personnelpolicies
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The impact of human resource policies can be measured through their
outcomes:
Commitment: how long an employee stays with a firm
Competence: appraised through performance appraisal techniques
Congruence: nature and frequency of grievances, disagreement,
discord and conflict
Cost effectiveness: measured through human resource accounting
techniques
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Organising The Personnel Function
The personnel function can be organised along traditional as well as modern
lines, depending on the nature, scale and complexity of operations in a
given organisation. The organisation of the personnel department in
divisional and matrix structures differs from that of traditional line and staff
organisations.
Line and staff relationships: The relationship existing between two managers
due to delegation of authority and responsibility and giving or receiving
instructions or orders is called line relationship. Line authority, thus,
represents uninterrupted line of authority and responsibility running through
the management hierarchy. Staff specialists offer help and advice to line
managers, whenever required. Staffs think and lines do Staffs advise,
lines work Staffs have the authority of ideas and lines have the authority of
command. Viewed broadly, therefore, personnel management is a line
managers responsibility but a staff function.
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Staff role of the personneldepartment
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Policy initiation and formulation
Advice
Service
Monitor and control
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Personnel management: functions, policies and roles
Personnel department in a lineorganisation
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Chief Executive
PersonnelManager
Recruiting Officer Training Manager Compensation
Manager
Welfare Officer
Assistants AssistantsAssistants
Assistants
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Personnel department in a functionalorganisation
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Personnel management: functions, policies and roles
Chief Executive
PersonnelManager
Recruiting Officer Training Manager Compensation
Manager
Welfare Officer
Assistants Assistants Assistants Assistants
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Personnel management: functions, policies and roles
Personnel department in a line andstaff organisation
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Chief Executive
PersonnelManager
Recruiting Officer Training Manager Compensation
Manager
Welfare Officer
Assistants Assistants Assistants Assistants
Line relationship
Staff relationship
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Personnel management: functions, policies and roles
Personnel department in adivisionalised structure
Managing Director
Genera l Manager
Manager M anage r M anager M anager Manager
Marketing F inance P roduction R & D Human R esources
Manger Manager Manager S ou thern Region C entral Reg ion N orthern R egion
D eputy M anager D eputy M anager Deputy Manage r
Marketing P roduction H uman Resources
B ranch M anager B ranch M anage r B ranch M anager N agpur New Delhi B ombay
O ff ice r O f f ic e r O f f ic e r Marketing P roduction H uman Resources
Denotes Line Relat ionshipsDenotes Staff Relat ionship
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Personnel management: functions, policies and roles
Personnel department in a matrixstructure
Managing Director
General Manager
Manager Manager Manager
Automobile Machines Electricals
Supporting Functional Assistance to Projects
Production Marketing Personnel Finance
Personnel
Group
Heavy Industrial
Machines
Personnel
LightGroup
Industrial
Machines
Personnel
AgriculturalGroup
Machines & Tools
Flow of Work Performance
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Personnel management: functions, policies and roles
Roles Played by a Personnel Manager
Administrative roles
Policy maker
Administrative expert
Advisor
Housekeeper
Counsellor
Welfare officer
Legal consultant
Operational roles
Recruiter
Trainer, developer, motivator
Coordinator/linking pin
Mediator Cont
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Personnel management: functions, policies and roles
Employee champion
Placing people on the right job
Charting a suitable career path
Rewarding good performance
Resolving differences
Adopting family-friendly policies
Ensuring fair and equitable treatment
Striking balance between employee expectations andOrganisational requirements
Representing workers' problems and concerns to management
Strategic roles
Change agent
Strategic partner
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Roles Played by a Personnel Manager
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Personnel management: functions, policies and roles
Qualities And Qualifications Of APersonnel Manager
HR professionals must have a thorough knowledge of the
organisation and its overall functioning. To deliver effective results,
they need considerable amount of knowledge, skills and expertise in
tax laws, finance, statistics, social sciences etc apart from the training
that they receive from reputed B-schools.
Qualities
Personal attributes
Intelligence
Educational skills
Discriminating skills
Executing skills
Experience and training
Professional knowledge Cont
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Personnel management: functions, policies and roles
Qualifications
Business mastery
Change mastery
Professionalisation of personnel management in India
Attributes of a profession
Well defined body of knowledge
Formal education and training
Minimum qualifications
Representative body
Service above self
Ethical conduct
Qualities And Qualifications Of APersonnel Manager
Cont
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Personnel management: functions, policies and roles
Over the years, personnel management has emerged as a highly
respected profession in India. The reasons are fairly obvious;
Growth of management institutes
A growing body of literature
Professional bodies
Self-regulatory institutions overseeing the operations of
personnel people
Code of conduct
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Personnel management: functions, policies and roles
Qualities And Qualifications Of APersonnel Manager