Human Resourec Management

1-1 Excel Books Managing Human Resources & Industrial Relations Tapomoy Deb

Copyright © 2009, Tapomoy Deb

Historical Overview of Personnel Management

Part I Management of Human Resources

Chapter

1Historical Overview ofPersonnel Management





Meaning of Personnel Management

Personnel management, as the term suggests, is a part of ‘management’,

which is concerned with effective management of ‘personnel’, that is, workers

and employees in an organization.

Personnel management has focus on improving human relations within the

organization in order to motivate workers and employees.

In India, the National Institute of Personnel Management, Kolkata has provided

the following framework (scope or dimension) of personnel management:

i. Personnel aspect

ii. Welfare aspect

iii. Industrial Relations aspect





Definitions of Personnel Management

1. “Personnel Management is that phase of management which deals with the

effective control of and use of manpower as distinguished from other sources of

power. The methods, tools, and techniques designed and utilized to secure

the enthusiastic participation of labour.”

(Dale Yoder)

2. “Personnel Management is that aspect of management having as its goal the

effective utilization of the labour resources of an organization.”

(Paul Hastings)

Author defines ‘Personnel Management’ as:

“Personnel Management is a part of management concerned with activities

necessary to keep workforce satisfied, motivated and productive.”





Characteristics of Personnel Management1. Personnel management is a part of general management because personnel

management is concerned with management of workers and employees and general management is concerned with management of entire organization

including people.

2. Personnel management is concerned with getting maximum productive contributions from workers and employees, which requires organizations to develop their knowledge, skills and attitudes.

3. Personnel management establishes cordial relationship between management and workers and employees for improving organizational efficiency.

4. Personnel management being part and parcel of general management, shares the same principles with general management.

5. Personnel management deals with personnel aspects, welfare aspects and industrial relations.





Objectives of Personnel Management

1. To establish cordial relationship between management and workers and

employees so that the organization functions economically and effectively.

2. To develop workers and employees in order to increase their skills and

abilities for facilitating maximum contributions to the organization.

3. To improve welfare of workers and employees working in the organization

so that they are satisfied, productive, and healthy.

4. To provide for a bridge between management and workers and employees

with the purpose of strengthening understanding and trust between both the

parties.

5. To foster an environment of belongingness and ownership amongst workers

and employees towards the organization.





Models of Personnel Management

Legge has given four models of personnel management as depicted in figure.

These models help in evaluating the purposes and functions of personnel

management.

Normative Model Describes personnel

management in terms of normative

framework

Descriptive Functional Model Views personnel management in

terms of specialized approach to solve

organizational problems


Descriptive Behavioural Model

Views personnel management as a

difference in perception between practitioners

and line managers

Critical Evaluative Model

Describes personnel management as

secondary to economic objectives and often requires

state help






Cont….

Functions of Personnel Management


Managerial

Planning

Organizing

Directing

Controlling

Coordinating

Staff

Policy formulation

Consultancy

Service

Development

Control

Line

Workforce planning

Ensuring proper working conditions

Workforce recruitment

Arranges training

Compensation administration

Communication

Personnel research






Personnel Experience is Important!





Cont….

Personnel Policies, Procedures and ProgrammesThe main aim of personnel management is to ensure that workers and employees contribute their best in attaining the goals and objectives of the organization successfully.

1. Personnel policies help in fostering cordial relationship between management and workers and employees in the best interest of organizational development and growth;

2. Personnel policies provide a rationale and valid basis on which decisions affecting workers and employees are taken by the management;

3. Personnel policies provide standardization of management decisions;

4. Personnel policies help the top management in delegating their authority to various levels of the management for empowerment of lower levels of

management and speedy decision making;

5. Personnel policies help in motivating workers and employees in enhancing their productivity since personnel policies are designed for their welfare and betterment.





Cont….

There are various types of personnel policies. Personnel policies may be

classified based on their origin. Broadly, there are six types of policies:

Originated policies

Appealed policies

Imposed policies

General policies

Specific policies

Explicit or Implicit policies





Cont….

Identifying need and scope

The first step of formulating personnel policy involves identification of the need

and earmarking its scope.

A personnel policy developed without need will be useless and a wastage of

organizational resources and managerial time.

Armstrong has classified personnel policies as under:

Employment policies

Promotion policies

Development policies

Relations policies

Policies on social responsibility





Cont….

Collecting Data

After identification of need to formulate a given policy/policies, it is time for collecting

data for validating the process of policy formulation. Data can be collected from

various sources such as:

Personnel records;

Past policy or practices;

Organizational culture;

Philosophy of top management;

Senior managers;

Trade unions;

Laws;

Aspirations of the workers and employees; etc.





Cont….

Evaluating Options

After collecting data, information received should be collated for generating a

few options for decision-making.

The options should then be discussed with all those people who are going to

be affected by its formulation, such as workers and employees, trade unions,

line managers, etc.

Evaluating Policy Selection

Having done intense brainstorming with different groups or individuals, the best

policy option should be selected/accepted for policy formulation.

While doing so, policy option selected should be subject to thorough evaluation

in terms of its contribution to organizational goals and objectives.





Policy Review and Approval

Senior line managers and personnel manager under stewardship of top management should review the policy selected/accepted.

After incorporating suggestions of the top management, if any, and feedback of other people personnel policy should be formulated and approval of

management obtained in writing.

Communicating Policy

The approved personnel policy should be widely circulated to all concerned people through e-mails, bulletins, in-house journals, etc.

Policy Implementation

Personnel policy is implemented from a notified date and personnel department takes initiative in giving wider coverage, training and understanding to workers and employees in respect of personnel policy.

Subsequently, depending on needs, feedback and organizational requirements, personnel policy is suitably reviewed, modified, changed or scrapped.





Quality and Role of Personnel Manager A Personnel Manager is a manager who is entrusted with the responsibility of

managing workers and employees of the organization. Personnel Manager occupies an important position in the organization.Richard P. Calhon enlists the following qualities of a Personnel Manager: Mental ability Personality Character Operational ability Excellent Communication skill Job knowledge Personnel administrator Cost controller Record Keeper Fire Fighter Counsellor and motivator





Importance of Personnel Management1. It facilitates the rapid development of an organization by integrating human efforts with organizational goals and objectives;

2. It ensures balancing of needs and demands of management and workers and employees aptly;

3. It helps in quickly identifying and finding solutions at the earliest of various worker’s and employee’s problems which may otherwise adversely impact

functioning of the organization;

4. It aids in fulfillment of objectives of trade unions;

5. It provides dignity of labour to workers and employees which is necessary for the success of the organization;

6. It develops emotional bonding of the workers and employees with their organization;

7. It establishes harmonious relations between capital and labour; and

8. It facilitates effective and economical utilization of labour and material resources of the organization.

Human Resourec Management

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