Personnel Management can be defined as “the function of planning,
organizing, directing, and controlling of the procurement, development,
compensation, integration, maintenance, and separation of human resource to the
end that individual, organizational and societal objectives are accomplished”.
A
set of programs, functions and activities designed to develop both personal and
competent people. It involves the establishment of various policies to deal
with employees and to retain them by bringing in some rules regarding working
conditions, designs, appropriate compensation plans and strengthens employer
employees’ relations. Edwin B. Flippo enumerated three functions of Personnel
Management which are the key development dimensions of Personnel Function.
a)
Operative Development
b)
Managerial Development
c)
Organization Development
Operative Development:
An operative is one who has no authority over other but has been given a
specific task or duty to perform under managerial supervision. These functions
are known as service functions and are concerned with activities like: Procurement,
Development, Compensation, Integration, Maintenance & Separation.
The development of operatives calls for specific
increases in skill and knowledge to perform a particular job which can be
brought by using four basic methods: On-the-job Training, Vestibule School,
Apprenticeship, and Special Courses.
Managerial Development: All those who perform all or some of the basic
functions of management to some degree regularly or occasionally can be called
as ‘Managers’. The conceptual skills are very essential at the top level
and Human Skills are important at all levels. As it is very rightly said, “Superior
workers do not necessarily make superior managers”, a systematic process of
growth and development by which managers can develop their abilities is an
important development dimension for Personnel Function.
The Personnel Department has to identify the
existing level of skills, knowledge etc., of various executives and compare
with their respective job requirements and objectives, identifies developmental
needs and will establish specific Managerial Development Programmes by two
types of techniques, one is ‘On-the-Job Training’ and the other one is ‘Off-the-job
Training’. The success of any Managerial developmental programme largely
depends on the selection of the technique.
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On-the-Job
Training
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Off-the-job
Training
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Organizational Development-
It is a complex educational plan intended to change the beliefs, attitudes,
values and structure of organizations so that they can better adapt to new
technologies, markets and challenges and rate to change itself. This
development can be brought by: Team Development, Survey Feedback,
Intergroup Sessions etc.,
The Overall Development
Dimensions of the Personnel Function
- Analyzing
the Role
·
Task Analysis
·
Key Performance Areas
·
Job Evaluation
·
Critical Attributes
- Matching
the Role and the Person
·
Selection / Recruitment
·
Placement
·
Potential Appraisal
·
Promotion
- Developing
the Persons in the Role
- Performance
appraisal
- Feedback
and Counseling
- Mentoring
- Career
Development & Succession Planning
- Training
& Development
- Developing
the Role for the Person
·
Job Rotation
·
Job Enrichment
·
Job Re-designing
·
Role Effectiveness and
efficacy
- Developing
Equitability
·
Salary & Amenities
·
Incentives & Rewards
·
Administering Procedures
- Developing
Self-renewing capability
·
Communication
·
Organizational Development
·
Organizational Change
Planning
·
Organizational Training
·
Developing Organizational
Culture and Climate
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