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Personnel Function

Personnel functions evolved over the 20th century from welfare management and paternalistic practices to become more strategic and proactive. Roles expanded from clerical and administrative to include developer, counselor, coach, problem solver, and change agent. HR management in India underwent a shift from traditional reactive and isolated administrative roles focused on production to emerging strategic roles integrated with organizational missions and service-focused. Approaches changed from functional silos and individual rewards to process-based teams and treating people as key investments. Strategic HRM aims to plan HR activities and developments to help organizations achieve their goals.

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44 views3 pages

Personnel Function

Personnel functions evolved over the 20th century from welfare management and paternalistic practices to become more strategic and proactive. Roles expanded from clerical and administrative to include developer, counselor, coach, problem solver, and change agent. HR management in India underwent a shift from traditional reactive and isolated administrative roles focused on production to emerging strategic roles integrated with organizational missions and service-focused. Approaches changed from functional silos and individual rewards to process-based teams and treating people as key investments. Strategic HRM aims to plan HR activities and developments to help organizations achieve their goals.

Uploaded by

svpriya233282
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Personnel Function: Changing Scenario

Period
1920-1930

Emphasis
Welfare mgmt Paternalistic practices Expanding the role to cover labor, welfare and industrial relations.
Efficiency, effectiveness along with human values. Incremental productivity gains through human assets.

Status
clerical

Roles
Welfare Administrator policemen
Appraiser Advisor Mediator Legal advisor Change agent Integrator Trainer educator

Administrative

1940-60

developmental

1970-1980

1990sonwards

Pro-active growth Developer oriented. Counselor Coach Problem solver

Shift in HR management in India


Traditional HR practice Administrative role Reactive Separate , isolated from company mission Production focus Emerging HR Practice Strategic role Proactive Key part of organisational mission Service focus

Functional organisation
Individuals encouraged , singled out for praise, rewards People as expenses

Process based organisation


Cross functional teams, teamwork most important People as key investments /assets

Strategic HRM
Is a pattern of planned Human resource developments and activities intended to enable an organisation to achieve its goals

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