Personal Policies

Personal Policies:
The objective of a business lay down the goals whereas the personnel policies provide
guidelines to achieve such goals. In order to perform the personnel functions efficiently,
personal policies must be prepared by all personnel executives in advance .Personnel
policies are a part of the total system and includes policies relating to recruitment selection
development, wages, and promotion , demotion , transfer, performance evaluation.
Functions of Personnel Management: 1. Managerial Functions 2. Operative Functions!

1. Managerial Functions:
The Managerial functions of a personnel manager involve POSDCORB (Luther Gullick) i.e.,
Planning, organisation, staffing, directing, coordinating, reporting and budgeting of those
who actually perform the operative functions of the Personnel Department.
The following are the managerial functions (viz. planning, organising, directing and
controlling) performed by a personnel department:
A. Personnel Planning:
Planning lays down a pre-determined course to do something such as what to do, how to
do, where to do, who is to do etc. A personnel manager plans in advance the trend in
wages, labour market, union demands etc. Through planning, most of the future problems
can be anticipated.
B. Organising:
According to J.C. Massic, An organisation is a structure, a framework and a process by
which a co-operative group of human being allocates its task among its members, identifies
relationships and integrates its activities towards common objectives. The personnel
manager has to design the structure of relationships among jobs, personnel and physical
factors so that the objectives of the enterprise are achieved.
C .Directing:
This function relates to guidance and stimulation of the subordinates at all levels. The
personnel manager directs and motivates the employees of his department so that they
work willingly and effectively for the achievement of organisational goals,
D. Controlling:
A personnel manager has to constantly watch whether there is any deviation from the
planned path. Controlling is concerned with remedial actions. Continuous monitoring of the
personnel policies relating to training, labour turnover, wage payments, interviewing new
and separated employees etc., is the backbone of controlling.
If deviations are unavoidable, corrective action can be planned in advance. Controlling helps
the personnel manager to evaluate the performance of employees of the personnel
department so far as the operating functions are concerned.
2. Operative Functions:
The operative functions of the Personnel Department are also called service functions.
These include.
(a) Procurement function
(b) Development
(c) Promotion, transfer and termination function
(d) Compensation function
(e) Welfare function
(f) Collective bargaining function
(g) Miscellaneous functions.
These functions of the personnel Department are discussed below:

(1) Procurement:
It includes:
(a) Recruitment i.e., tapping the possible sources from where prospective labour supply will
come.
(b) Getting information regarding prevailing wage rates and job requirements.
(c) Selecting the best candidate by following a systematic selection procedure.
(d) Maintaining the records of employees.
(e) Introducing the new employee to the officers of the other departments such as Security
Officer, Time Keeper, and Cashier etc.
(2) Training or Development Function:
The training of the new employees and also of those who are being promoted is the crucial
function of Personnel Department. A training programme is devised for this purpose. The
training increases the skills and abilities of the employees.
The various aspects of training are:
(a) Training to new employees, instructors and supervisors.
(b) Training in safety equipments and various policies of companies.
(c) Training through improvement of education such as evening classes, films,
Entertainment programmes etc.
(d) Encouraging employees to give suggestions.
(3) Promotion, Transfer and Termination:
The performance of the employees is evaluated for the purpose of taking decisions
concerning the employment. Merit rating is undertaken for evaluation of the performance
of the employees.
The functions of the Personnel Department in this regard are given below:
(a) To lay down a promotion policy.

(b) To formulate policies regarding transfer and termination.
(c) Analysis of voluntary separations and knowing the possible causes of such separations.
(4) Compensation:
The employees should get adequate and equitable remuneration for the work being done
by them.
The functions of the Personnel Department concerned with fixation of fair wages are:
(a) To evaluate jobs and determine their worth in terms of money.
(b) To collaborate with those who formulate wage plans.
(c) To assist in formulation of policies regarding pension plans, profit sharing programmes,
non-monetary benefits, etc.
(d) To compare the wages of the enterprise with the industry and remove inconsistencies, if
any.
(5) Welfare Activities:
These activities relate to physical and social well-being of the employees and include:
(a) Provision of medical facilities such as first aid, dispensaries, etc.
(b) Suggesting ways and means by which accidents can be eliminated or minimised.
(c) To make provisions for restaurants and other recreational facilities.
(d) To apply the labour laws effectively.
(e) To publish a plant magazine.
(6) Collective Bargaining:
It includes:
(a) To assist in the negotiations which are held with the union leaders?
(b) To know the grievances of employees and following their problems properly.
(7) Miscellaneous:
(a) To advise the line managers regarding administration of personnel policies.
(b) To secure co-ordination of all personnel activities.
(c) To have an effective communication system.
(d) To provide good working conditions.
Functions And Roles Of Human Resource Department/Manager
Human resource department of an organization is headed by high-ranking officials. He is
the human resource manager of the organization. The Hr department is meant for the
management of people in order to achieve organizational goal. It coordinates with other
departments for the effective utilization of resources.Hr department performs a variety of
functions ranging from managerial functions to operative functions. More specially, the
functions are ranged from the time of entry to the exit of an employee in the organization.
The functions carried out by human resource department or human resource manager are
as follows:
1. Managerial Functions Of Human Resource Department

Managerial function is concerned with the activities performed by top management in the
organization. Human resource manager as a managers perform different activities ranging
from planning to controlling. Following are the main managerial functions of human
resourcedepartment:
* Planning
* Organizing
* Directing/leading
* Controlling
2. Operative Functions Of Human Resource Department
Operative function is concerned with day-to-day management of organizational activities

andhuman resources. They can be classified as follows:
* Employment
* Development
* Compensation
* Motivation
* Maintenance
* Personnel record
* Industrial relation or employee relation
* Separation
3. Advisory Functions of Human Resource Department

Human resource manager has specialized knowledge, education and training in managing
human relations. He/she is an expert on managing human relations. So, he/she can provide
advice on matters relating to human resources of the organization. The advice may be to
the top management or departmental heads.

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Personal Policies:

Functions of Personnel Management: 1. Managerial Functions 2. Operative Functions!

These functions of the personnel Department are discussed below:

(a) To lay down a promotion policy.

1. Managerial Functions Of Human Resource Department

Operative function is concerned with day-to-day management of organizational activities

3. Advisory Functions of Human Resource Department

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