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ORIGINS OF PERSONNEL MANAGEMENT IN INDIA

1920 CONCERN ABOUT WELFARE. 1931 LABOUR WELFARE OFFICER. 1936 SOCIAL WORK EDUCATION. 1948 FACTORIES ACT. IIPM (INDIAN INSTITUTE OF PERSONNEL MANAGEMENT) CALCUTTA. NILM (NATIONAL INSTITUTE OF LABOUR MANAGEMENT) BOMBAY.

IN 1960 THE PERSONNEL FUNCTION WAS EXPANDED INTO: * LABOUR WELFARE. * INDUSTRIAL RELATIONS. * PERSONNEL ADMINISTRATION. IN 1970 WELFARE TO EFFICIENCY. IN 1980 NEW HRM CHALLENGES. IIPM & NILM BECAME NIPM (NATIONAL INSTITUTE OF PERSONNEL MANAGEMENT)

GROWTH OF PERSONNEL MANAGEMENT


ERA OF INDUSTRIAL REVOLUTION. ERA OF TRADE UNIONISM. ERA OF SOCIAL RESPONSIBILITY. SCIENTIFIC MANAGEMENT. INDUSTRIAL PSYCHOLOGY ERA. THE BEHAVIOURAL SCIENCE ERA. THE PERSONNEL SPECIALISTS AND WELFARE ERA.

FUNCTIONS OF PERSONNEL MANAGEMENT

ORGANISATIONAL PLANNING AND DEVELOPMENT DETERMINING THE NEEDS OF THE ORGANISATION. PLANNING, DEVELOPING AND DESIGNING THE ORGANISATION STRUCTURE. DEVELOPING INTER-PERSONAL RELATIONSHIP.

STAFFING AND EMPLOYMENT

MANPOWER PLANNING. RECRUITMENT. SELECTION. PLACEMENT. INDUCTION. TRANSFER. PROMOTION. SEPERATION.

DETERMINING THE TRAINING NEEDS. INITIATING DEVELOPMENTAL ACTIVITIES.

TRAINING AND DEVELOPMENT

COMPENSATION, WAGE AND SALARY SDMINISTRATION


JOB EVALUATION. WAGE AND SALARY PROGRAMME. INCENTIVE COMPENSATION. PERFORMANCE APPRAISAL. MOTIVATION

SAFETY PROVISION EMPLOYEE COUNSELLING. MEDICAL SERVICES. RECREATIONAL AND OTHER WELFARE FACILITIES. FRINGE BENEFITS

EMPLOYEE SERVICES AND BENEFITS

UP-TO-DATE INFORMATION IS MANTAINED ABOUT THE EMPLOYEES.

EMPLOYEE RECORDS

PERSONNEL POLICIES. PERSONNEL AUDIT. PERSONNEL RESEARCH. PERSONNEL MANUAL

E. FLIPPO: PERSONNEL MANAGEMENT IS DEFINITION OF PERSONNEL MANAGEMENT THE PLANNING, ORGANISING, DIRECTING AND CONTROLLING OF THE PROCUREMENT, DEVELOPMENT, COMPENSATION, INTEGRATION, MAINTENANCE AND SEPERATION OF HUMAN RESOURCES TO THE END THAT INDIVIDUAL, ORGANISATIONAL AND SOCIAL OBJECTIVES ARE ACCOMPLISHED

WELFARE ASPECTS. PERSONNEL ASPECTS. INDUSTRIAL RELATIONS ASPECTS.

NIPM

PM

HRM
MANAGEMENT OF SKILLS,KNOWLEDGE, ABILITIES,TALENTS,A PTITUDE. MANS SOCIAL AND PYCHOLOGICAL FACTORS. TREATED AS A PROFIT CENTRE. RESOURCE. MUTUAL BENEFIT

MANAGEMENT OF PEOPLE. MAN AS ECONOMIC PERSON. EMPLOYEE IS TREATED AS A COST CENTRE. EMPLOYEE IS A TOOL. EMPLOYEES ARE UTILISED FOR ORGL BENEFIT.

PERSONNEL MANAGEMENT IS CONCERNED WITH MANAGING PEOPLE. IT IS CONCERNED WITH EMPLOYEES BOTH AS INDIVIDUALS AND GROUPS. IT IS CONCERNED WITH HELPING THE EMPLOYEES TO DEVELOP THEIR POTENTIALITIES.

IT PERMEATES ALL TYPES OF FUNCTIONAL MANAGEMENT. IT IS OF A CONTINUOUS NATURE. IT ATTEMPTS AT GETTING THE WILLING COOPERATION OF THE PEOPLE.

TACTFUL AND IMAGINATION. SPECIALIST IN ORGANISATION THEORY. EXPERTISE IN PERSONNEL ADMINISTRATION. MUST POSSESS KEEN SENSE OF SOCIAL JUSTICE.

QUALITIES OF A PERSONNEL MANAGER

CAPACITY FOR CREATIVE THINKING. HE SHOULD KNOW THE PROBLEM-SOLVING TECHNIQUES. PERSONAL INTEGRITY SO THAT EMPLOYEES MAY REPOSE CONFIDENE IN HIM. CAPACITY FOR PERSUATION, PATIENCE AND TOLERANCE. ABILITY TO GENERATE TRUST AMONG HIS COLLEAGUES.

HUMANITARIAN WHO REMINDS THE MANAGEMENT OF ITS MORAL AND ETHICAL OBLIGATIONS. COUNSELLOR. MEDIATOR, PEACE MAKER CHANGE AGENT.

ROLE OF A PERSONNEL MANAGER

PERSONNEL ROLE ADVISORY MANPOWER PLANNING TRAINING AND DEVELOPMENT. ASSESSMENT OF INDIVIDUAL AND GROUP BEHAVIOUR.

WELFARE ROLE

RESEARCH IN PERSONNEL PROBLEMS. MANAGING SERVICES- CANTEENS, SHOPS, TRANSPORT FACILITIES. GROUP DYNAMICS- GROUP COUNSELLING, MOTIVATION, LEADERSHIP ETC.

ADMINISTRATIVE ROLE

TIME KEEPING. SALARY AND WAGE ADMINISTRATION. MAINTENANCE OF RECORDS. HUMAN-ENGINEERING MAN-MACHINE RELATIONSHIP.

GRIEVANCE HANDLING. SETTLEMENT OF DISPUTES. HANDLING DISCIPLINARY ACTIONS. COLLECTIVE BARGAINING.

LEGAL ROLE

PERSONNEL MANUAL
IT IS A GUIDELINE FOR PERSONNEL DEPARTMENT WHICH INCLUDES THE PHILOSOPHY OF THE ORGANISATION, VARIOUS POLICIES, OBJECTIVES, PRACTICES AND PROCEDURES, PROGRAMMES, THE RESPONSIBILITIES OF DIFFERENT INDIVIDUALS IN THE ORGANISATION. IT ALSO CONTAINS THE WORKFLOW, CHART, INITIATION, IMPLEMENTING AND APPROVING AUTHORITIES.

CONTENTS OF THE PERSONNEL MANUAL


ORGANISATION GOALS. PERSONNEL POLICY. THE ROLE OF PERSONNEL DEPARTMENT. HUMAN RESOURCE PLANNING, JOB DESIGN, JOB ANALYSIS, JOB EVALUATION. RECRUITMENT AND SELECTION. ORIENTATION, INDUCTION AND PLACEMENT.

TRAINING AND DEVELOPMENT PERFORMANCE APPRAISAL. REMUNERATION, REWARDS, INCENTIVES. EMPLOYEE BENEFITS AND SERVICES INCLUDING LEAVE, LEAVE RULES. PROMOTIONS, TRANSFERS, SEPERATIONS. EMPLOYEE WELFARE / EMPLOYEE RELATIONS. SAFETY AND HEALTH, COUNSELLING. EMPLOYEE COMMUNICATION, SUGESSION SCHEMES, QUALITY CIRCLES. GRIEVANCE REDRESSAL.

DISCIPLINE AND DISCIPLINARY ACTION. EMPLOYEE PARTICIPATION. INDUSTRIAL RELATIONS INCLUDING RELATIONS WITH UNIONS. EMPLOYEE PARTICIPATION. HUMAN RESOURCE AUDIT. LEGAL COMPLAINCE OF VARIOPUS LABOUR LAWS. BUILDING EMPLOYEE COMMITMENT. RETIREMENT AND RETIRE BENEFITS.