PERSONNEL MANAGEMENT: FUNCTIONS, POLICIES AND ROLES 2-1 PERSONNEL MANAGEMENT: FUNCTIONS, POLICIES AND ROLES

ANNOTATED OUTLINE Introduction 2-2 ANNOTATED OUTLINE 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:

Three dimensions of Personnel Management 2-3 Three dimensions of Personnel Management Personnel Aspect Recruitment, selection, placement, training, appraisal, compensation, productivity. Personnel Management Welfare Aspect Working conditions, amenities, facilities, benefits. Industrial Relations Aspect Union-management relations, disputes settlement, grievance handing, discipline, collective bargaining.

Features deals with employees both as individuals and as a group 2-4 Features 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.

2-5 Managerial Functions Planning Organising Directing Controlling

Operative Functions v Procurement Function Job analysis 2-6 Operative Functions v Procurement Function Job analysis Human resource planning Recruitment Selection Placement Induction and orientation Internal mobility v Development Function Training Executive development Career planning and development Human resource development      Cont…

Operative Functions Motivation and Compensation Job design 2-7 Operative Functions       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 Cont…

Operative Functions Integration Function Grievance redressal 2-8 Operative Functions   Integration Function Grievance redressal Discipline Teams and team work Collective bargaining Employee participation and empowerment Trade 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

Personnel Policies, Procedures And Programmes 2-9 Personnel Policies, Procedures And Programmes 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, precise and related to objectives.

Types of personnel policies 2-10 Types of personnel policies Originated policies Appealed policies Imposed policies General policies Specific policies Written or implied policies

Advantages of personnel policies 2-11 Advantages of personnel policies Delegation Uniformity Better control Standards of efficiency Confidence Speedy decisions Coordinating devices

Features of a sound personnel policy 2-12 Features of a sound personnel policy Related to objectives Easy to understand Precise Stable as well as flexible Based on facts Appropriate number Just, fair and equitable Reasonable Review

Coverage of Personnel policies 2-13 Coverage of Personnel policies social responsibility policies employment policies promotion policies development policies relations policies

Formulation of Personnel policies 2-14 Formulation of Personnel policies identifying the need collecting data specifying alternatives communicating the policy evaluating the policy

Evaluating the impact of personnel policies 2-15 Evaluating the impact of personnel policies 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

Organising The Personnel Function 2-16 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 manager’s responsibility but a staff function”.

Staff role of the personnel department 2-17 Staff role of the personnel department Policy initiation and formulation Advice Service Monitor and control

Personnel department in a line organisation 2-18 Personnel department in a line organisation Chief Executive Personnel Manager Recruiting Officer Training Manager Compensation Manager Welfare Officer Assistants Assistants Assistants Assistants

Personnel department in a functional organisation 2-19 Personnel department in a functional organisation Chief Executive Personnel Manager Recruiting Officer Training Manager Compensation Manager Welfare Officer Assistants Assistants Assistants Assistants Personnel management: functions, policies and roles

Personnel department in a line and staff organisation 2-20 Personnel department in a line and staff organisation Chief Executive Personnel Manager Recruiting Officer Training Manager Compensation Manager Welfare Officer Assistants Assistants Assistants Assistants Line relationship Staff relationship

Personnel department in a divisionalised structure 2-21 Personnel department in a divisionalised structure Personnel management: functions, policies and roles

Personnel department in a matrix structure 2-22 Personnel department in a matrix structure Personnel management: functions, policies and roles

Roles Played by a Personnel Manager 2-23 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… Personnel management: functions, policies and roles

Roles Played by a Personnel Manager 2-24 Roles Played by a Personnel Manager 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 and Organisational requirements Representing workers' problems and concerns to management Strategic roles Change agent Strategic partner Personnel management: functions, policies and roles

Qualities And Qualifications Of A Personnel Manager 2-25 Qualities And Qualifications Of A Personnel 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… Personnel management: functions, policies and roles

Qualities And Qualifications Of A Personnel Manager 2-26 Qualities And Qualifications Of A Personnel Manager 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 Cont… Personnel management: functions, policies and roles

Qualities And Qualifications Of A Personnel Manager 2-27 Qualities And Qualifications Of A Personnel Manager 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 Personnel management: functions, policies and roles