Lecture 2

Personnel Department – Function and Organisation

Function
Assist with the acquisition, development and retention of
human resources.
Mainly can be divided into two functions
(a) Managerial Functions
(i) Planning.
(ii) Organising.
(iii) Directing.
(iv) Controlling.
(b) Operative Functions

(i) Procurement.
(ii) Development.
(iii) Compensation.
(iv) Integration.
(v) Maintenance
(vi) Separation.
 PLANING

Planning

Research Fore casting

Predict trends in wages in labour market, in union demands, in

other benefits, in personnel policies and programmes.

Forecasting personnel needs

Decide in advance What, When Where, Why, How and by Whom

the job is to be done.
 ORGANISING
Pre requisite is the Task/What is the action that needs to be done.
Thus the need for an organisation which will do the task.
PM/HRM – responsible for identifying and grouping various
activities that need to be performed. Dividing them among
individuals and creating authority and responsibility relationships
among them.
DIRECTING

Essentially involves getting people to go to work willingly and

effectively.

CONTROLLING.

Controlling means regulating the activities of the personnel in

accordance with the personnel plans.
 OPERATIVE FUNCTIONS

(i) Procurement.
Obtain the correct human resource deals with
determination, recruitment selection and placement.

Actual process involves

- screening personnel.
- reviewing application forms.
- psychological testing.
- checking references.
- conducting interviews etc.
(ii) Development

- Enhancing skill through training that is necessary for

proper job performance.
- Drafting & directing training programmes.
- Arranging for their on-the-job, office and vestibule-
training, holding seminars and conferences.
- Educational and vocational counseling.
- Appraising employee potential and performance.
(iii) Compensation

- wage survey.
- wage policies.
- wage systems.
- job descriptions.
- job analyses.
- wage rates, incentives.
- Profit sharing plans etc.
(iv) Integration
- Reasonable reconciliation of individual societal and
organisational interests.
- Meshing of feeling and attitudes of personnel in
conjunctions with principles and policies of
organisation.
- Grievances.
- Disciplinary action.
- Labour unions.
(v) Maintenance

- Employee service programmes.

- Improve conditions for service to have a willing and
able work force.

(vi) Separation

- Retirement.
- Lay off.
- Out – placement.
- Discharge.
 Role of Personnel Function

1. Advisory Role

(i) Personnel Policies.

- Organisation – basis on which to structure.
- Social Responsibility.
- Employment.
- Pay.
- Career and Promotion.
- Training & Development.
- Industrial Relations.
(ii) Personnel Procedures.

- Manpower Planning.
- Recruitment and Selections.
- Employment.
- Training.
- Management Development.
- Performance Appraisal.
- Pay.
- Industrial Relations – IR.
- Health and Safety.
Characteristics and Qualities of a Personal Manager.

Desirable personality traits are

(i) Insight into Human nature.

(ii) Freedom from Bias.
(iii) Passion for Anonimity.
(iv) communication skills.
(v) Leadership & Organisational skills.
 Role of a Personnel Manager

- Humanitarian – reminds the management of its moral and

ethical obligations to its employees.
- Counselor – Consultations on various problems.
- Mediator – Plays role of peace – maher .
- Spokesman for the company.
- Problem solver.
- Change Agent – implement major institutional changes.
- Helps other managers to detect & solve problems.
Future – Role.
- More technically competent.
- More professional in approach.
Must be able to meet

Efficient production of goods Work towards achieving a

and services. higher standard
of life for the employees.
 FUNCTIONAL BASISS OF ORGANISATION
Organisation of Personnel Department

Personnel Director

Org Design Research

(Planning) (Records)

Employment Wage and salary Safety

(Procurement) (Compensation) (Maintenance)

Training Industrial
Relations Employee
(Development)
(Integration) Services and
Benefits
(Separation)