With changes in the size and environment of the organization, changes take place in personnel. On the contrary, human resource management focuses on treating employees as valued assets, which are to be valued, used and preserved. Difference in Approach The personnel management approach tends to attach much importance to norms, customs and established practices, whereas the gives importance to values and mission. Difference in Application Personnel management is an independent staff function of an organization, with little involvement from line managers, and no linkage to the organization's core process. Corporate plan Marginal Central 11.
If a manager is to get the best of his people, he must undertake the basic responsibility of selecting people who will work under him and to develop, motivate and guide them. The recognition of trade unions in India gave a new perspective to the employer and employee relationship. The Personnel Officer deals with labour welfare, industrial relations and personnel administration. Human relations skills are also required in training performance appraisal, transfer and promotion of subordinates. It increases job satisfaction and morale of the workers through adequate remuneration for each job. Many companies in India now have specialised personnel departments and a full-time Personnel Officer in charge. They function in a areflexible manner and are not bound by rigid rules and regulations.
Development of employees—Personnel managements concerned with helping employees to develop their potential abilities fully. The concept of Personnel Management study is — Functions of Personnel Management, Nature of Personnel Management, Principles of Personnel Management, and Importance of Personnel Management. Staffing is the function of human relationship in the organisational structure with competent staff. This has really changed the ratios of working force. Directing This involves directing all the organization resources towards a common goal. At the same time, it must be recognised that human resource management is inherent in the process of management.
The personnel management approach holds employee satisfaction as the key to keeping employees motivated, and institutes compensation, bonuses, rewards, and work simplification initiatives as possible motivators. Personnel management includes the function of employment, development and compensation, which are performed primarily by the personnel management in consultation with other departments. Personnel Management; Theory and Pracrice: Sultan Chand : NewDelhi. If this article defines your study course material, then have some time Comment below for next. If qualified individuals regularly leave a company, it becomes necessary to continuously seek new personnel, which costs money and time.
Arena of human resource management has been widening with the increase of importance of employees who are core for running any business. Since staffing is a continuous function, it will be effective in realizing its goals. The branch of management that focuses on the most effective use of the manpower of an entity, to achieve the organizational goals is known as Human Resource Management. The problems and grievances of people at work can be solved more effectively through rationale personnel policies. It refers to the entire spectrum of an organisations interaction with its human resources from recruitment activity to retirement process.
Personnel management now constitutes a vital part of management. Out of all the resources required, people alone can provide thinking without which the job cannot be performed and the objectives cannot be achieved. Hence it becomes a basic responsibility of the mariagement, be in the government or in semi or non-gbvernment organlsatidns. Taylor advocated a close collaboration anddeliberate cooperation between the workmen and the management. It is not a complex of matter but a complex of humanity.
It was necessary for the then developing nations to apply the strategies of development management in order to check,. What are the principal uses of job analysis?. Staffing is concerned with the optimum utilisation of human resources. Training and development Controlled access to courses Learning companies 27. They are responsible for controlling,regulating, directing and commanding the administration and come frequently indirect contact with people.
The current Government wide codes are available. Agencies may provide information describing problems with the location and commuting area of the positions. They manage many aspects of the employee-employer relationship, such as handling employee grievances. These activities are important for the material and growth of employees. Treat manpower of the organization as valued assets, to be valued, used and preserved. Human resource management, on the other hand, remains integrated with the organization's core strategy and functions.
This can be shown in diagram 1. Some organisations have a labour relations officer ordirector whose primary task is to advise and assist top management in their dealingwith union representatives. Many theories related to human resource management which are being learnt and applied in today's management were formulated during or before the era of personal management. Personnel management is based on certain well-defined principles which have been evolved after a great deal of research and experimentation. Occasionally, some employees must be terminated for breaking rules, failing to perform adequately or job cutbacks. We may add a number of observations by eminent authorities and the emerging fact will be that the aims and objects of personnel functions are to make an Endeavour of overall improvement of workers in their physical, mental and moral plane. This provides a consistent end date, while giving agencies the time necessary to complete background and security investigations, medical reviews, etc.
In context to human resources, it manages both individual as well as blue- collar workers. According to Flippo, Personnel management is the planning, organizing, compensation, integration and maintainance of people for the purpose of contributing to organizational, individual and societal goals. It should be uniformly applicable to all members of the organization. It is concerned with all categories of personnel from top to the bottom of the organisation. The training needs should be stated for different categories of personnel. Employers, employees, unions and public agencies all have important roles to play in these processes : According to Thomas G. Adequate utilisation of humanresources would automatically lead t o optimum utilisation of financial, physical and : :technological resources.