Personnel management

 Personnel :- it is defined as people employed in an organization or engaged

in an organized undertaking such as staff, employees, workforce, workers etc.
many of the personnel involved require training.

 Definition of Personnel management

According to Flippo, “Personnel management is the planning, organizing,
compensation, integration and maintenance of people for the purpose of
contributing to organizational, individual and societal goals.”
Nature of Personnel Management
 Personnel management includes the function of employment,
development and compensation.
 Personnel management is an extension to general management.
 Personnel management exist to advice and assist the line managers
in personnel matters.
 Personnel management lays emphasize on action rather than
making lengthy schedules, plans, work methods.
 It is based on human orientation. It tries to help the workers to
develop their potential fully to the concern.
 It also motivates the employees through it’s effective incentive
plans so that the employees provide fullest co-operation.
 Personnel management deals with human resources of a concern.
In context to human resources, it manages both individual as well
as blue- collar workers.
cont…..
 Role of Personnel Manager
 Personnel manager is the head of personnel department. He performs both
managerial and operative functions of management.
 Personnel manager provides assistance to top management-The top
management are the people who decide and frame the primary policies of the
concern.
 He advices the line manager as a staff specialist- Personnel manager acts like a
staff advisor and assists the line managers in dealing with various personnel
matters.
 As a counsellor,- As a counsellor, personnel manager attends problems and
grievances of employees and guides them. He tries to solve them in best of his
capacity.
 Personnel manager acts as a mediator- He is a linking pin between management
and workers.
 He acts as a spokesman- Since he is in direct contact with the employees, he is
required to act as representative of organization in committees appointed by
government.
Functions of Personnel Management

 Manpower Planning
 Recruitment
 Selection
PERSONNEL POLICIES

 Definition
 Statement of predetermined guidelines
 Policies in general , they are guidelines to help in the safe and
efficient achievement of organizational objectives.
 A set of rules that define the manner in which an
organization deals with a human resources or personnel –
related matter. A personnel policy should reflect good
practice, be written down , be communicated across the
organization , and should adapt to changing circumstances.
IMPORTANCE

1.To the employee it represents a guarantee of fair and

equitable treatment.
 The establishment of good personnel policies helps to give
the employee a sense of security and individual worth.
 It gives employee pride and loyalty to the organization for
which he / she works.
 Policies that are planned in advance are likely to meet the
needs of the organization better.
 To the supervisor it is a safeguard in that it relieves her of the
responsibility of making a personal decision which may
conflict with decisions given by other supervisors.
 Established personnel policies serve as guides to action so
that a great deal of time is saved by administrational
personnel in handling individual cases.
 A well understood clearly written policy saves time for an
employee and the employer.
PHILOSOPHY

 “ the nursing service administration of …………. Believes

that its supreme objective ; the best possible patient care ,
can be achieved only by the full cooperation of all who are
privileged to take part in that care “.
OBJECTIVES

 To employ those persons best fitted by education , skill and

experience to perform prescribed work.
 Guarantee fairness in the maintenance of the discipline.
 Upgrade and promote existing staff wherever possible.
 Take all practical steps to avoid excessive hours of work.
 Ensure the greatest practicable degree of permanent and
continuous employment.
 Maintain standard of remuneration.
 Provide and maintain high level of physical working
conditions.
TYPES OF POLICIES

 IMPLIED POLICY
 EXPRESSED POLICY
PROCESS OF DEVELOPMENT OF
PERSONNEL POLICIES
 Clarification by top management of philosophy and the objectives
of the organization.
 Analysis of personnel policy requires assessment of relevant facts.
Job is delegated to the committee who through interviews and
conferences collect data from inside and outside the organization.
 Consultation with staff representatives.
 Writing the first draft of the policy statement.
 Further discussion to get the final approval of policies from top
management and staff representatives.
 Communication of policy statements by means of training session,
discussion groups and staff hand books.
 Periodic re evaluation and follow up.
POLICIES RELATED TO NURSING
PRACTICE
 STAFFING POLICIES (HOSPITAL)
 Vacations
 Holidays
 Sick leave
 Weekend off
 Rotation to different shifts
 Overtime
 Part time personnel
 Exchanging hours
FACTORS INFLUENCING PERSONNEL
POLICY
 LAW OF THE COUNTRY
 SOCIAL VALUES AND CUSTOMS
 MANAGEMENT PHILOSOPHY AND VALUES
 STAGE OF DEVELOPMENT
 FINANCIAL POSITION OF THE FIRM
ADVANTAGES

 Helps to give employees a sense of security and individual worth.

 Gives the employees pride and loyalty to the organization for
which they work.
 Employees tend to give good service and identify themselves with
the goals of the organization and they want to remain in the
organization.
 Are planned in advance and with due consideration on how policy
will apply in various situations to meet the needs of the
organization.
 As guides to action , save a great deal of time of the administrator.
 A clearly written policy saves the time of the employee as well.
Health safety and welfare of personnel

 The terms health, safety and security are closely related to

each other. Health is the general state of well being. It not
only includes physical well being, but also emotional and
mental well being. Safety refers to the act of protecting the
physical well being of an employee. It will include the risk of
accidents caused due to machinery, fire or diseases. Security
refers to protecting facilities and equipments from
unauthorized access and protecting employees while they are
on work.
 Health and safety
 Preventing work related injuries and illnesses;
 Fostering a workplace safety culture in which employees and their supervisors
work together to ensure workplace safety;
 Establishing administrative procedures that encourage employees to report
unsafe conditions.
 Developing appropriate hiring, training and performance appraisal practices;
 Recruiting and retaining the best employees who care about their own well
being and the wellbeing of co-workers.
 Ensuring that the health and safety policies and procedures conform with the
applicable occupational health.
 Establishing procedures for enforcing company safety rules;
 Helping reduce costs associated with losses due to absenteeism injuries,
Workers' Compensation, disability, and health care.
WORKPLACE SAFETY
PROGRAMS
 Effective designing and implementation of workplace safety
programs can minimize the loss and damage caused to
persons and property by eliminating the risk of industrial
accidents. In addition to it, the employee safety programs can
result in substantial cost savings, increased productivity and
establishing harmonious relations with workers.
Occupational Safety and Health Act
(OSHA) of 1970
Mission of OSHA
•To assure the safety and health of America’s workers
by setting and enforcing standards
• providing training and education
•establishing partnerships with businesses
• encouraging continual improvements in workplace
safety and health
•Coverage of employees—all nongovernmental
employers and employees; state and local
government employees
Provisions of OSHA
• OSHA Standards
Apply to general industry, maritime, construction, and
agriculture
Cover the workplace, machinery and equipment,
material, power sources, processing, protective
clothing, first aid, and administrative requirements.
• Enforcement of the Act
The Secretary of Labor is authorized by the Act to
conduct workplace inspections, to issue citations, and
to impose penalties on employers.
Inspections are conducted by the Occupational Safety
and Health Administration of the Department of Labor.
 Safety Policy
 Provision of Physical Health Services
 Mental Health Services
 Employee Assistance Programs
 Fitness Programs
 Awareness Programs
 Occupational health programs deal with the prevention of ill
health arising from working conditions .they consist of two
elements:
 Occupational medicine
 Occupational hygiene
Importance

 Managing health and safety at work is a matter of:

 Developing health and safety policies
 Conducting risk assessments which identify hazards and
assess the risks attached to them.
 Carrying out health and safety audits and inspections,
implementing occupational health programs stress
 Preventing accidents measuring health and safety
performance, communicating the need for good health and
safety practices.
 Training in good health and safety practices, organizing health
and safety.
Employee health

 Legal provisions regarding health {section 11 to 20, factories act,

1948)
 Cleanliness
 Waste management
 Ventilation and temperature
 Prevention of dust and fumes
 Articial humidification
 Prevention of overcrowding
 Proper lighting
 Drinking water
 Latrines and urinals (conservancy)
 Spittoons
 Measures to promote health

 Health promotion focuses on

prevention rather than treatment or
cure. The core health promotion
activities cover the following areas
 Healthy living
 Eating wisely
 Exercise and physical fitness
 Smoking cessation
 Stress management
 Protecting oneself from workplace
hazards
Concepts in accident prevention[8

 Primary prevention

 Secondary prevention

 Tertiary prevention
Role of clinicians in accident
prevention
 Child accident prevention
 Identify hazards (on home visits or if treatment sought for
accidental injury).
 Advise about prevention - eg, stair gates, keeping chemicals
out of reach, etc.[2]
Patients with medical conditions:
 Identify and treat accident-causing conditions - e.g. obstructive sleep
apnea, visual or balance disorders.
 Give appropriate advice on fitness to drive.
 Advise patients on how to minimize accident risks from their medical
condition.
 Identify unacceptable risks and
intervene where appropriate
 Identify vulnerable children and adults with recurrent
injuries or at high risk.
 Consider reporting to the Driver and Vehicle Licensing
Agency (DVLA) patients who fail to comply with
medical driving regulations,
Staff development

 Definition
 Staff development includes all training and education
undertaken by an employer to improve the occupational and
personal knowledge, skills and attitudes of employment.
Need for staff development

 Social changes and scientific advancement

 Advancement in the field of science like medical science and
technology.
 To provide the opportunity for nurses to continually acquire
and implement the knowledge, skills, attitudes, ideals and
valued essentials for the maintenance of high quality of
nursing care.
 As part of an individual and a long term career growth.
 To add or improve skills needed in the short term
 Being necessary to fill gap in the past performance
 Induction training

 Job orientation

 Continuing education

 In-service education