1. PERSONNEL MANAGEMENT: FUNCTIONS, POLICIES AND ROLES
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PERSONNEL MANAGEMENT: FUNCTIONS, POLICIES AND ROLES

2. ANNOTATED OUTLINE Introduction
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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:

3. Three dimensions of Personnel Management
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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.

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

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Managerial Functions
Planning
Organising
Directing
Controlling

6. Operative Functions v Procurement Function Job analysis
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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…

7. Operative Functions Motivation and Compensation Job design
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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…

8. Operative Functions Integration Function Grievance redressal
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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

9. Personnel Policies, Procedures And Programmes
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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.

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

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

12. Features of a sound personnel policy
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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

13. Coverage of Personnel policies
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Coverage of Personnel policies
social responsibility policies
employment policies
promotion policies
development policies
relations policies

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

15. Evaluating the impact of personnel policies
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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

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

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

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

19. Personnel department in a functional organisation
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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

20. Personnel department in a line and staff organisation
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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

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

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

23. Roles Played by a Personnel Manager
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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

24. Roles Played by a Personnel Manager
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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

25. Qualities And Qualifications Of A Personnel Manager
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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

26. Qualities And Qualifications Of A Personnel Manager
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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

27. Qualities And Qualifications Of A Personnel Manager
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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