KULDEEP MATHURM.B.A. JIWAJI UNIVERSITY GWALIOR

MANAGEMENT – Accomplishment of organisational objectives by utilizing physical, & financial resources through the efforts of human resources.

RESOURCES - factors of production results in conversion of raw materials into useful goods/services.

1. Labour / Manpower – denotes physical abilities & capacities of employees – commodity-wages based on demand & supply

2. Personnel – persons employed in service – employees as a whole

3. HR- denotes resources of all the people who contribute their services to the attainment of organisational goals

Human Resources – › Acc to Leon C. Megission, “HR is the total

knowledge, skills, creative abilities, talents and aptitudes of an organisation’s workforce as well as the values, attitudes and beliefs of the individuals involved.”

Defined as the art of procuring, developing and maintaining competent workforce to achieve goals of an organisation in an effective and efficient manner.

PERSONNEL MGT HRM

Mgmt of people employed Mgmt of KSA, abilities, attititudes..

Man is an economic resource/service exchanged for wage / salary

Man is an economic, social & psychological

Commodity that can be purchased & used

Treated as a valuable resource

Employees are cost centers, mgmt controls cost

Profit centre- invest capital for development & future use

Used organisational benefit Used for organisation, individual & family benefit

Auxiliary function Strategic mgmt function

“Our employees are our greatest assets, and the ability to attract and retain them is the key driver of our future success.”

The human capital can be defined as "the embodiment of productive capacity within people. It is the sum of people’s skills, knowledge, attributes, motivations, and fortitude. It can be given or rented to others, but only on a temporary basis; its ownership is non-transferable.”

HR – most important resource Put other resources to proper use Help transform lifeless factors of

production into useful products Capable of enlargement – produce

extraordinary things when inspired Can help organisation achieve results

quickly, efficiently & effectively.

OBJECTIVES OF HRM

1. Help the organisation reach its goals

2. Employ the skills & abilities of the workforce efficiently

3. Provide the organisation with well trained & motivated employees

4. Increase to the fullest the employee's job satisfaction & self actualization

5. Develop & maintain a quality of work life

6. Communicate HR policies to all employees.

7. Ethically & socially responsive to the needs of society.

Concerned with employees, both individuals and as a group

Development of HR. covers all levels and all categories – unskilled/skilled/tech/prof/clerical/magerial

Applies to all types of organisation Continuous process

Aims at attaining the goals of an organisation

Responsibility of all line managers and a function performed by staff managers.

A. Managerial Functions:Planning, Organizing, Directing ,

ControllingB. Operative Functions:Procurement functions, Development

functions, Motivation & compensation, Maintenance, Integration, & Separation.

Planning – Determine the personnel prog regd recruitment, selection, & training to achieve desired objectives.

Organizing – design structure of relationships b/w jobs, personnel and physical factors.

Directing – Getting people to do work willingly & effectively thro supervision and guidance, motivation & leadership.

Controlling – ensure accomplishment of plans correctly- measure performance thro review reports, records etc.

Managerial Functions

1. Procurement Function – concerned with procuring & employing people with required knowledge, skill and aptitude.

2. Development – Increase of skills, knowledge abilities etc

3. Motivation & compensation – inspire people to give best-through incentives & rewards

4. Integration – of goals thro progs, redressal, negotiations.

5. Maintenance – protecting & preserving physical and psychological health of employees

6. Separation

Procurement Development Motivation & Compensation

Integration Maintenance Separation

Job Analysis Training Job design Grievance redressal Health & safety Retirement

HR Planning Executive development

Work scheduling Discipline Employee welfare Layoff

Recruitment Career planning & development

Motivation Teams & teamwork Social security measures

Outsourcing

Selection Human Resource development

Job evaluation Collective bargaining

Discharge

Placement Performance appraisal

Employee participation & empowerment

Induction & orientation

Compensation administration

Trade unions & associations

Internal Mobility Incentives & benefits.

Industrial relations

ROLE OF PERSONNEL MANAGER1. Administrative Roles

Policy maker - develop personnel policies

Administrative expert - record keeping, databases, processing benefits/claims, leave, medical facilities.

Advisor - to line managers , grievance redressal, conflict resolution, selection & trainingHousekeeper - recruiting, testing, ref check, employee surveys, salary & wage admin

Counselor - on various personal and professional problems

Welfare officer - provides & maintains canteens, hospitals, clubs, libraries, transportation, coop societies.

Legal consultant - settling disputes, handling disciplinary cases, collective bargaining.

2. Operational Roles

Recruiter

Trainer, developer, motivator

Coordinator

mediator

3. Strategic Roles

Change Agent - translate vision statements into meaningful format.

Strategic partner - training centre, design centre..

QUALITIES & QUALIFICATIONS OF A PERSONNEL MANAGER

a. Personnel Attributes: Initiative, resourcefulness, perception, maturity, analytical ability, unbiased, thorough with labour laws, understanding of human behaviour, Patience, Understanding, empathy, Perseverance

b. Skills: educational skills, discriminating skills, executing skills, leadership skills,

c. Experience & training, Professional Attitudes - knowledge of various disciplines.