2-1 EXCEL

BOOKS
Chapter

PERSONNEL MANAGEMENT:
FUNCTIONS, POLICIES AND
ROLES
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ANNOTATED OUTLINE

Introduction
Personnel management may be defined as a set of programmes,
functions and activities designed to maximise both personal and
organisational goals. Basically, it covers three broad areas:

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Three dimensions of Personnel
Management

Personnel Aspect
Recruitment, selection, placement, training,
appraisal, compensation, productivity.

Personnel
Welfare Aspect
Management
Working conditions, amenities, facilities, benefits.

Industrial Relations Aspect

Union-management relations, disputes settlement,
grievance handing, discipline, collective
bargaining.

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Features

deals with employees both as individuals and as a group

concerned with the development of human resources
covers all levels (lower, middle and top)
applies to all types of organisations
aims at attaining the goals of an organisation
aims at securing unreserved cooperation from all employees.

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Managerial Functions

Planning
Organising
Directing
Controlling

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Operative Functions

 Procurement Function

Job analysis
Human resource planning
Recruitment
Selection
Placement
Induction and orientation
Internal mobility
 Development Function
Training
Executive development
Career planning and development
Human resource development     
Cont…

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Operative Functions

      Motivation and Compensation

Job design
Work scheduling
Motivation
Job evaluation
Performance appraisal
Compensation administration
Incentives and benefits
      Maintenance Function
Health and safety
Employee welfare
Social security
Cont…

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Operative Functions

  Integration Function
Grievance redressal
Discipline
Teams and team work
Collective bargaining
Employee participation and empowerment
Trade unions and employers associations
Industrial relations
     Emerging Issues
Personnel records
Human resource audit
Human resources research
Human resource accounting
Human resource information system
Stress and counselling
International human resource management

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Personnel department in a line

organisation

Chief Executive

Personnel Manager

Recruiting Officer Training Manager Compensation Welfare Officer

Manager
Assistants Assistants Assistants
Assistants

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Personnel department in a functional

organisation

Chief Executive

Personnel Manager

Recruiting Officer Training Manager Compensation Welfare Officer

Manager

Assistants Assistants Assistants Assistants

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Personnel department in a line and

staff organisation

Chief Executive

Personnel Manager

Recruiting Officer Training Manager Compensation Welfare Officer

Manager
Assistants Assistants Assistants
Assistants

Line relationship
Staff relationship

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Personnel department in a
divisionalised structure
M a n a g in g D i r e c t o r

G e n e ra l M a n a g e r

M anager M anager M anager M anager M anager

M a r k e tin g F in a n c e P r o d u c tio n R & D H u m a n R e s o u rc e s

M anger M anager M anager

S o u t h e r n R e g io n C e n t r a l R e g io n N o r th e r n R e g io n

D e p u ty M a n a g e r D e p u ty M a n a g e r D e p u ty M a n a g e r
M a rk e tin g P r o d u c tio n H u m a n R e s o u rc e s

B ra n c h M a n a g e r B ra n c h M a n a g e r B ra n c h M a n a g e r
N agpur N e w D e lh i Bom bay

O ff ic e r O ffic e r O f fic e r
M a rk e tin g P r o d u c tio n H u m a n R e s o u rc e s

D e n o te s L in e R e la tio n s h ip s
D e n o te s S ta ff R e la tio n s h ip

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Personnel department in a matrix

structure
M a n a g in g D ir e c to r

G e n e ra l M a n a g e r

M anager M anager M anager

A u t o m o b ile M a c h in e s E le c t r i c a ls

S u p p o r tin g F u n c tio n a l A s s is ta n c e to P r o je c ts

P ro d u c tio n M a r k e t in g P e rs o n n e l F in a n c e

P e rs o n n e l
G ro u p

H e a v y In d u s t r ia l
M a c h in e s
P e rs o n n e l
G ro u p
L ig h t
I n d u s tr ia l
M a c h in e s
P e rs o n n e l
G ro u p
A g r i c u lt u r a l
M a c h i n e s & To o l s

F lo w o f W o r k P e rfo r m a n c e

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Roles Played by a Personnel Manager

 Administrative roles
 Policy maker
 Administrative expert
 Advisor
 Housekeeper
 Counsellor
 Welfare officer
 Legal consultant

 Operational roles
 Recruiter
 Trainer, developer, motivator
 Coordinator/linking pin
Cont…
 Mediator

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Roles Played by a Personnel Manager

 Strategic roles
 Change agent
 Strategic partner

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Qualities And Qualifications Of A

Personnel Manager
HR professionals must have a thorough knowledge of the
organisation and its overall functioning. To deliver effective results,
they need considerable amount of knowledge, skills and expertise in
tax laws, finance, statistics, social sciences etc apart from the
training that they receive from reputed B-schools.
Qualities
 Personal attributes
 Intelligence
 Educational skills
 Discriminating skills
 Executing skills
 Experience and training
 Professional knowledge Cont…

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Qualities And Qualifications Of A

Personnel Manager
 Qualifications
 Business mastery
 Change mastery

Professionalisation of personnel management in India

Attributes of a profession
    Well defined body of knowledge
    Formal education and training
    Minimum qualifications
    Representative body
    Service above self
    Ethical conduct Cont…

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Qualities And Qualifications Of A

Personnel Manager
Over the years, personnel management has emerged as a highly
respected profession in India. The reasons are fairly obvious;

 Growth of management institutes

 A growing body of literature
 Professional bodies
 Self-regulatory institutions overseeing the operations of
personnel people
 Code of conduct

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