He tries to solve them in best of his capacity. The history of the evolution and growth of personnel management in our country is not very old. Whatever the department does is to achieve that goal. Informal organisation grows within the formal organisation. It must be performed continuously if the organisational objectives are to be achieved smoothly. It refers to the entire spectrum of an organisations interaction with its human resources from recruitment activity to retirement process.
The managers should give due attention to these factors. Many a times the terms labour relations andindustrial relations are used interchangeably with personnel administration but it isalways better to distinguish between them. That is, every manager from top to bottom, working in any department has to perform the personnel functions. To understand the concept of personnel administration, it is very essential to first understand the meaning and nature of the term. Human relations skills are also required in training performance appraisal, transfer and promotion of subordinates. Sison,1991:30 The outlining of things to be accomplished and the methods necessary for the accomplishment.
The achievement of these two objectives becomes easier if the organ~sationprovidesappropriate opportunities for individual development. Personnel administration includes all activities and functions. Gljvernment departments and public corporations are theexamples of line agencies. According to Flippo, personnel function is concerned with the procurement, development, compensation, integration and maintenance of the personnel of an organisation for the purpose of contributing toward the accomplishment of that organisations major goals and objectives. So, in this article, we are going to throw light on the meaning and differences between Personnel Management and Human Resource Management.
Line agencies cannot function withotit the help of staff agencies. He recruits employees with knowledge, skills and abilities that the organization needs. Four key factors that drive the need for quality training will be covered in detail to show why new coaching tactics are necessary. The problems and grievances of people at work can be solved more effectively through rationale personnel policies. It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will result ultimately in achieving organizational success. Directing This involves directing all the organization resources towards a common goal.
Jueius, personnel management should aim at: a Attaining economically and effectively the organizational goals, b Serving to the highest possible degree the individual goals, and c Preserving and advancing the general welfare of the community. Human resource management develops compensation plans just like personnel management. The personnel manager also asks you questions regarding your experience working with the company. Adaptability with the changed conditions is a guarantee for efficient personnel management. Significant difference exists between personnel management and human resource management in terms of scope, approach, and application. Personnel management requires a constant alertness and awareness of human relations and their importance in everyday operations.
Employee relations are another key responsibility. A training programme is devised for this purpose. Hence it becomes a basic responsibility of the mariagement, be in the government or in semi or non-gbvernment organlsatidns. When documenting appointments using a direct-hire authority, an agency must use two authority codes. However, he can take the help of the specialized of the personnel department in discharging this responsibility. For training, the manager contacts trainers to provide in-house sessions, then contacts employees who need the training.
The industrial disputes of 1920s forced the government and businessmen to think in terms of labour problems and promotion of personnel management. Alert box notification is currently enabled, please. There is no standard definition of the term personnel administration: Still there is a widespread unaniAity among writers on its meaning, scope and purpose. The object of personnel management is to enable each worker to expose his best abilities as an individual and as a part of a work group. The personnel function lies embedded in the structure, is inherent in the dynamism of that structure, an integral part of the process of management itself. Personnel functions include both line and staff activities in an organisation. In your own words, what is your understanding of job analysis? The task of personnel administration in such organisations becomes more intricate.
They provide them withthe necessary assistance, advice, counsel, support,, information and statistics etc. Agencies may discuss labor market supply shortages based on information found on the internet, in publications, such as the Department of Labor Occupational Outlook, professional or trade association publications, news articles, etc. The scope of personnel management includes functional activities such as manpower planning, recruitment, job analysis, job evaluation, payroll administration, performance appraisals, , training administration, and related tasks. Corporate plan Marginal Central 11. The functions that are primarily within the purview of the personnel department are varied, complex and dynamic in nature. Agencies can discuss factors that prevent or limit internal development and related reasons candidates give for declining job offers.