HUMAN RESOURCE

1. HUMAN RESOURCE AND PERSONNEL MANAGEMENT

2. CONTENTS • HRM AND PERSONNEL MANAGEMENT • Meaning of HRM and Personnel Management • Difference between HRM and Personnel Management • HRM V/s Personnel Management • NATURE OF PERSONNEL MANAGEMENT • ROLE OF PERSONNEL MANAGEMENT • OBJECTIVES OF PERSONNEL MANAGEMENT

3. HRM AND PERSONNEL MANAGEMENT MEANING OF HRM AND PERSONNEL MANAGEMENT Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization. According to Flippo, “Personnel management is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals.” According to Brech, “Personnel Management is that part which is primarily concerned with human resource of organization.”

4. Human Resource Management could be described in two ways : 1-Strategic 2-Proactive The reason being that there strategies are ongoing and they constantly work towards managing and developing an organizations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce. Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand.

5. DIFFERENCE BETWEEN HRM AND PERSONNEL MANAGEMENT Quoted: "When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency. Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce. Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function.

6. HUMAN RESOURCE MANAGEMENT V/s PERSONNEL MANAGEMENT PM HRM • HRM is proactive in nature. It is not only concerned with the present organizational conditions but foresees future necessities and then acts appropriately. • HRM as a resource centered activity focuses more on the managerial aspects in terms of delegating the responsibility of HRM to line authority and management development. • PM is mainly reactive in nature. It satisfies itself by ensuring peaceful measure management relations in the present. • PM which is employee centred , aims at hiring, training, compensating, and maintaining the existing force of the organization.

7. HRM PM • PM emphasizes the strict observance of defined rules, procedures, and contracts that govern the relationships between the workforce and the management; for example collective bargaining and employment contracts. • HRM emphasizes open minded contracts, which can be modified depending upon the demand of the business. Management assumes the responsibility to motivate the employees and constantly inspires performance based upon team spirit. • HRM is based on the principle that better performance itself is a cause of job satisfaction and morale. • PM considers job satisfaction and morale as a source of better performance. It works on the foundation that a contended worker is a productive worker.

8. NATURE OF PERSONNEL MANAGEMENT • The following points will bring out the nature of personnel management… • Personnel management includes the function of employment, development and compensation- These functions are performed primarily by the personnel management in consultation with other departments. • Personnel management is an extension to general management. It is concerned with promoting and stimulating competent work force to make their fullest contribution to the concern. • Personnel management exist to advice and assist the line managers in personnel matters. Therefore, personnel department is a staff department of an organization.

9. Personnel management lays emphasize on action rather than making lengthy schedules, plans, work methods. The problems and grievances of people at work can be solved more effectively through rationale personnel policies. • It is based on human orientation. It tries to help the workers to develop their potential fully to the concern. • Italso motivates the employees through it’s effective incentive plans so that the employees provide fullest co-operation. • Personnel managementdeals with human resources of a concern. In context to human resources, it manages both individual as well as blue- collar workers.

10. ROLE OF PERSONNEL MANAGER • Personnel manager is the head of personnel department. He performs both managerial and operative functions of management. His role can be summarized as : • Personnel manager provides assistance to top management- The top management are the people who decide and frame the primary policies of the concern. All kinds of policies related to personnel or workforce can be framed out effectively by the personnel manager. • He advices the line manager as a staff specialist- Personnel manager acts like a staff advisor and assists the line managers in dealing with various personnel matters. • As a counsellor,- As a counsellor, personnel manager attends problems and grievances of employees and guides them. He tries to solve them in best of his capacity.

11. Personnel manager acts as a mediator-He is a linking pin between management and workers. • He acts as a spokesman-Since he is in direct contact with the employees, he is required to act as representative of organization in committees appointed by government. He represents company in training programmes.

12. OBJECTIVES OF PERSONNEL MANAGEMENT The objectives of an organization are guidelines of policies, procedures and functions and principles are the tools to accomplish these objectives. The main objectives of an organization to are to get maximum satisfaction out of its available resources. The objectives of personnel management may be classified in to 2 (A) General Objectives:- The statement of general objectives expresses the basic philosophy of top management towards the labour force engaged on the work and its deep underlying conviction as to the importance of the people in the organization and it include the following as the most important objectives:- (1) Maximum individual development. (2) Desirable working relationship between employer and employee. (3) Effective moulding of human resources as contrasted with Physical resources.

13. (1) Maximum Individual development:-The employer should always be careful in developing the personality of each individual. They should be regarded as co-owners or partners of the organization and given a due importance in the organization. Each individual differs in nature and management should recognise his or her individual ability and make use of such ability in an effective manner. (2) Desirable working relationship between employer and employee:-So that they may co-operate the management and it is possible when there is complete mental revolution. The personnel administrator should get it realized to the top management that labour is human being and humanly treatment should be given on the other hand management should get it realized to workers that they co-operate the management in accomplishing the goals of the management. (3) Effective moulding of human resources as contrasted with Physical resources:-Man is the only active factor of Production which engages the other factors of Production to work. Therefore, management should emphasize the effective utilization of human resources as contrasted with other physical resources so that maximum production at minimum cost is possible.

14. (B) Specific Objectives:- (i) Selection of right type and number of persons. (ii) Proper orientation and introduction of new employees to the organization to their jobs. (iii) Organization of suitable training facilities for better job performance & to prepare the man to accept the challenge of higher job. (iv) Provision of better working conditions & other etc. so as to help to hold competent and qualifier personnel in the organization. (v) Provision of sound, fair and effective wages and salary administration and other incentives which will result in highest possible productivity of workers. (vi) A full & fair consideration should be given to an employee when his services are terminated or he leaves the organization. (vii) Good relations should be maintained with representative trade unions. (viii) Personnel research which keeps the management equipped with recent development and trends essential to take sound decisions without any further delay as regards personnel matters