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8/4/2019 Ppt Foe College

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PERSONNEL

MANAGEMENT


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It is that portion ofmanagement which is relatedto the management ofworkers , who are working

and their personalrelationships.

Definiti

on


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Characteristi

cs


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Establishment And MaintenanceOf Adequate Organisation

Structure. Appointment Of Efficient And

Skilled Personnel.

Arrangement for Promotion. Labour Welfare.

Labour Relations.

Objective

s


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Importance


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Principles Of PersonnelManagement

Scientific Selection

Dignity Of Labour

Maximum Individualdevelopment

High Morale Team Spirit

Effective Communication


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Functions Of Personnel

management


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Managerial

Functions


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Operative

Functions


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MAN POWER

PLANNING


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Definiti

onMan Power Planning maybedefined as a strategy for

the acquisition, utilisation,improvement andpreservation of the human

resources of an Enterprise.


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Functions relating to Humanresources.

Quantitative and Qualitativeaspect.

Inventory of Human resources.

Different aspects Of labourMarket.

Programme for Human resource

Characteristi

cs


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Rectification oforganisational errors.

Oppoturinity for preparation.

Development of management.

Increase in efficiency andImprovement in technology.

Estimation of future cost.

Basis for National lannin .

Importance Of Man PowerPlanning


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Accurate estimate of man-powerrequirements.

Helpful in recruitment andselection.

Achieving the target of

production. Employment of personnel

according to need.

Performance of other activities.

Objective

s


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Useful both for organization andnation.

Generates facilities to educate people

in the organization. Brings about fast economic

developments.

Provides smooth working even afterexpansion of the organization.

Creates healthy atmosphere of

encouragement and motivation inthe or anization.

Advantage

s


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Analysing the current

manpower inventory Making future manpower

forecasts

Developing employmentprogrammes

Design training programmes

Process Or Steps In Man

Power Planning


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Different Functions Of

Staffing


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RECRUITME

NT


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Recruitment refers to theprocess of finding possiblecandidates for a job or a

function. It has been definedas the process of searching forprospective employees and

stimulating them to apply forjobs in an organisation

Definiti

on


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Source

s


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Internal Sources OfRecruitment


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E l S Of


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External Sources OfRecruitment


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SELECTION


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Selection is the process ofchoosing from among the

candidates from within theorganization or from the outside,the most suitable person for the

current position or for the futureposition - Koontz

Definiti

on


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Flow Diagram For selectionProcess


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PLACEMEN

TS


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In the words of THE AMERICANMANAGEMENT ASSOCIATION

defines , placement is to giveassignment of theresponsibilities to an employee

for those jobs for which he isconsidered to be fittest on thebasis of selection andappointment.

Definition


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In Order To Perform The Functions OfPlacement

The Following Factors Are To BE

Considered

TRAINING AND


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TRAINING ANDDEVELOPMENT


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Training means equipping theemployees with the required skill toperform a job. The candidates are

sent for training so that they canperform the job in the expectedmanner.

Development refers to overallgrowth of the employee. It focuseson personal growth and successful

employees development.

Definiti

on


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Training AndDevelopment Cycle


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BASIS TRAINING DEVELOPMENT

MEANING IT IS AN ACT OF

IMPARTINGKNOWLEDGE OF SKILLFOR PERFORMING APARTICULAR JOB

IT IS THE PROCESS FOR

THE OVERALL GROWTHOF EMPLOYEE FORFUTURE MANAGEMENTTASKS OF INCREASINGDIFFICULTY AND SCOPE

SUITABILITY MORE SUITABLE FORTECHNICAL STAFF

MORE SUITABLE FORMANAGERIAL STAFF.

NATURE IT CONCENTRATES ONDEVELOPING THE SKILLALREADY POSSESSEDBY THE EMPLOYEES.

IT FOCUSES ONDEVELOPMENT OFHIDDEN QUALITIES OFEMPLOYEES.

METHODS

USED

ON THE JOB METHODSOF TRAINING ARE

PREFFERED.

OFF THE JOB METHODSOF TRAININGARE

PREFERRED.

M th d Of


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Methods Of

Training


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PROMOTION


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Generally, promotion iscommunicating with the public

in an attempt to influence themtoward buying your productsand/or services.

The word promotion is alsoused specifically to refer to aparticular activity that is

intended to promote the

Definiti

on


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Promotion places theemployees in a position wherean employee's skills and

knowledge can be betterutilized.

It creates and increases theinterest of other employees inthe company as they believethat they will also get their

turn.

Advantages Of

Promotion


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It can be quite costly.

Promotion also tends to

be competitive. It asks for more

responsibility and morestress.

Industrial Unrest.

Disadvantages Of

Promotion


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A business' total marketingcommunications program. is

called the "promotional mix"and consists of a blend ofadvertising, personal selling,

sales promotion and publicrelations tools.

Promotional

Mix


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Elements Of

Promotional Mix

Element Mix Advantages

Disadvantages


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Advertising Good for buildingawarenessRepetition of mainbrand and product

positioning helps buildcustomer trust

Impersonal - cannotanswer all a customer'squestionsNot good at getting

customers to make afinal purchasingdecision

Personal Selling Highly interactive - lotsof communicationbetween the buyer and

seller.Excellent forcommunicating complex/ detailed productinformation andfeatures

Costly - employing asales force has manyhidden costs in addition

to wagesNot suitable if there arethousands of importantbuyers

Sales Promotion Can stimulate quickincreases in sales.Short term tactical tool.

If used over the long-term, customers mayget used to the effectToo much promotionmay damage the brandimage

PERFORMANCE


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PERFORMANCEAPPRAISAL


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Performance Appraisal isthe process of evaluating theperformance and qualificationsof the employees in terms ofthe requirements of the job forwhich he is employed, forpurpose of placement,selection for promotion,providing financial rewards andth r .

Definiti

on

Purpose Of Performance


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To review the performance of the employeesover a given period of time.

To judge the gap between the actual and thedesired performance.

To help the management in exercisingorganizational control.

To diagnose the training and developmentneeds of the future.

To judge the effectiveness of the otherhuman resource functions of theorganization.

Helps to strengthen the relationship and

Purpose Of PerformanceAppraisal


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Featur

es

Importanc


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Importance

P d O


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Procedure Or

Steps


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ME

THO

DS


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Lack of appreciation aboutthe philosophy and

benefits of performancefeedback.

Lack of willingness of

superiors or topmanagement in adoptingthe performance appraisal.

Limitatio

ns


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JOB

EVALUATION


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Definiti

onJob evaluation is a practical technique,designed to enable trained andexperienced staff to judge the size of

one job relative to others. It does notdirectly determine pay levels, but willestablish the basis for an internalranking of jobs, balancing two goals:-

Internal EquityExternal Competitiveness

Obj ti


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Objective

s

P i i l


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Principl

es

I t


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Importanc

e


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PRE-

R

EQUI

SITES


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INDUSTRIAL RELATIONS


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INDUSTRIAL RELATIONSAND TRADE UNION


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The term Industrial Relationexplains the relationship

between the managementand employees which stemdirectly or indirectly from

union employerrelationship.

Definiti

on


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I d t i l


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Industrial

DisciplineTo maintain harmonious relationsand promote industrial peace, a code ofdiscipline has been laid down which

applies to both Public and PrivateEnterprises.It specifies various obligations for themanagement and the workers with the

objective of promoting co operationsbetween their representatives.


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d


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Trade

UnionA Trade Union is an organization of workers whohave bonded together to achieve common goals

like better working conditions.

The trade union through its leadership , bargains

with the employer on behalf of union members

and negotiates with employer.

The Trade Union may be composed of individuals ,

professional or past workers.

Objective


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Objective

s

W k P ti i ti


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Workers Participation

In ManagementAs defined by the International

Institute of Labour Studies :Workers Participation InManagement is theparticipation resulting from the

practices whichincreases the scope of employeesshare of influence in decision makingat different tires of organizational

hierarch with concomitant assumption

I t


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Unique motivational power and agreat psychological value.

Peace and harmony between

workers and management.

Workers get to see how theircontribution help in overall

growth of the company.

Participation makes them moreresponsible.

Importanc

e

Ad t


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Encourages better decision.

Helps in increasing the creativityof the employee.

It encourages in accepting theresponsibility.

It helps in settling the disputes. It helps in giving justice to the

workers.

Advantage

s

Disadvantag


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Conflicts of interest.

Weakness of Trade Union.

Limited aspirations ofworkers .

Want of knowledge . Minority group, no active

role .

Disadvantag

es


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COLLECTIVEBARGAINING

D fi iti


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It is the procedure bywhich the employer or

employers and a group ofemployees agree to theconditions of work.

Definiti

on


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Importanc


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Importanc

eDecreasein industrialdisputes

Means ofsettlement

Establishmentof industrial

peace

Maintenance

of democraticatmosphere

Increase in

labour welfare

Advantage


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Advantage

s

Disadvant


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Disadvant

ages

EMPLOYEE


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EMPLOYEECOMPENSATION

D fi iti


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It is meant to pay satisfactory wages to theworkers in exchange of their work, so thatthey can perform their task with more

inducement and inspiration.The different forms of employeecompensation are:-

1)Wages2)Incentives and Bonus3)Moral and productivity

Definiti

on

f


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Whatever is paid by the employer tothe workers engaged in production inreturn for their labour, is calledwages. The worker is compensated bymeans of payment of wages. There aretwo principal methods of wagespayment.They are :-

(a) Time Rate

(a) Piece Rate

Payment Of

Wages

*I ti W


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*Incentive Wage

PlanWe know that time rate maintains qualitybut affect quantity, whereas piece rateaffects quality but increases production.Incentive plan attempts to compromisebetween them by combining good points ofeach. In this way, both the employers andworkers are benefited and derivesatisfaction.A few incentive plans are :-

(a) Halsey Premium Plan(b) Rowan Premium Plan(c) 100 per cent plan(d) The Bedeaux or Point Plan(e) Taylors Differential piece Rate

*Profit


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*Profit-

SharingProfit-sharing is a method of industrialremuneration under which an employer agrees toplay his employees a share in the annual netprofits of the enterprise as fixed in advance. Thusprofit is no longer looked upon as the exclusiveright of the capitalist. The main features of thissystem are as follows :

1) Additional method

2) Pre-determined share3) Form of distribution4) Basis of each workers share5) Basis of sharing

*C


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*Co-

PartnershipUnder this scheme, workers arerepresented on the board ofmanagement and they also share a

profit of the concern. So it refers tosharing of control and of profit. In otherwords, co-partnership claims for allworkers that they shall share to a

certain extent in profits, capital andcontrol of the business in which theyare engaged.

MORAL


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MORAL

E

Definiti


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It is a Psychological state of a personas expressed in self-confidence,

enthusiasm, and/or loyalty to a causeor organisation.

Morale flows from the people's

conviction about the righteousness orworth of their actions and the hopesof high rewards (material orotherwise) in the future.

Definiti

on

Factors Influencing


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Factors Influencing

Morale

Significance Of


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Significance Of

Morale

CASE


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CASE

STUDY


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