PERSONNEL
MANAGEMENT
HUMAN
RESOURCE
MANAGEMENT
DEFINTION
2
Personnel
management
is
defined
as
an
administrative specialization that focuses on
hiring and developing employees to become
more valuable to the company.
It is sometimes considered to be a subcategory
of
human
resources
focuses on administration
that
only
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DEFINITION
 Manpower – Number of people working for a
particular job
 Personnel management – People employed in a
company for work or service.
 Human resource – Set of individuals who
makes up workforce of a company.
 HR management – Management process of
company’s workforce
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INTRODUCTION
It lays out the rules regarding conditions,
design compensation plans and strengthens
employer – employee relations.
It involves the establishment of various
policies to deal with employees and retain
them.
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INTRODUCTION
 Human Resource Management is the
strategic
approach
to
the
effective
management of people in a company or
organization such that they help their
business gain a competitive advantage.
 It is designed to maximize employee
performance in service of an employer's
strategic objectives
6
HR BASICS
Skills must be acquirable through
specialised training and education.
The integrity of the profession must
be maintained and binding code of
ethics.
Competence
exams.
by
passing
prescribed
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RELATION BETWEEN PM AND HR
MANAGEMENT
NO. PERSONNEL MANAGEMENT
HR MANAGEMENT
1
It’s a job
It’s a career
2
Manages people
People is a resource
that can be developed
3
Basic skills could handle it.
Done by professionally
qualified persons
4
More administrative oriented
More development
oriented
5
More rules and strict controls
More career
advancement
opportunities
6
Less motivational on employees More motivation
future
7
Cost effective on short term
Cost effective on long
term (Investment)
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FUNCTIONS OF
PERSONNEL MANAGEMENT
PERSONNEL
MANAGEMENT
MANAGERIAL
FUNCTIONS
1. PLANNING.
2. ORGANISING.
3. DIRECTING.
4. MOTIVATING.
5. CONTROLLING.
OPERATIVE
FUNCTIONS
1. PROCUREMENT.
2. DEVELOPMENT.
3. COMPENSATION.
4. INTERGRATION.
5. MAINTENANCE.
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MANAGERIAL FUNCTIONS
PLANNING:
Planning involves deciding human
resource goals
Formulating human resource policies
and programmes
Preparing human resource budget.
MANAGERIAL FUNCTIONS
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ORGANIZING:
 Allocating tasks among the members
of the group.
Establishing authority responsibility.
Integrating activities towards
common objective.
MANAGERIAL FUNCTIONS
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DIRECTING
Directing includes all those activities
by which a manager influences the
actions of subordinates.
Instructing, guiding, counseling,
motivating and leading HR
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MANAGERIAL FUNCTIONS
MOTIVATING
It refers to the process of acting
behaviour, sustaining it, and directing
towards a particular goal.
The major activities includes:
Job design
Performance evaluation
Rewards and compensation
Employees benefits.
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THE HIERACHY OF THE FOUR SOURCES
OF MOTIVATION
MOTIVATION
EXTERNAL
INTERNAL
MOTIVES
MOTIVES
NEEDS
COGNITION
Sources of motivation
EMOTION
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MANAGERIAL FUNCTIONS
CONTROLLING
Evaluating performance.
If necessary apply corrective
measures so that performance takes
place according to plans.
Job Analysis
Human resource planning
PROCUREMENR OF
PERSONNEL
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OPERATIVE FUNCTIONS
Recruitment
Selection
Placement
Induction
Transfer
Promotion
Separation
DEVELOPMENT OF
PERSONNEL
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OPERATIVE FUNCTIONS
Performance
appraisal
Training
Executive
development
Carrier
planning
Carrier
development
COMPANSATION OF
PERSONNEL
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OPERATIVE FUNCTIONS
Job evaluation
Salary
administration
Bonus and
incentives
Payroll
OPERATIVE FUNCTIONS
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INTERGRATION
Motivation
Job satisfaction
Grievance
redressal
Collective
bargaining
Conflict
management
Discipline
Participation of
employees
Healthy
MAINTENANCE
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OPERATIVE FUNCTIONS
Safety
Social security
Welfare
schemes
HR records
HR research
HR audit
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RECRUITMENT
 Human resources recruitment is the process of
locating
potential
job
applicants
and
performing all other functions that lead them
to fill vacant job positions in the work
organisation.
 Another
name
recruitment,
for
commonly
resources procurement.
human
used
resources
is
human
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RECRUITMENT
Why work organisations recruit?
Age
Employee Turnover
Technological Development
Health Reasons
Restructuring
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RECRUITMENT PROCESS
 It begins with the efforts of the organisation
to find suitable applicants for its job openings,
and ends when the selected candidates become
members of the organisation.
 This process thus includes the following three
main component processes
 Communication of the vacant job to prospective
applicants
 Selection process
 Appointment of the successful candidate
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ORIENTATION AND PLACEMENT
 Employee orientation refers to the process of
familiarizing the new employee with his or her
role, the work organisation, its policies, and
other employees for purposes of getting him or
her off to a good start.
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WHY ORIENT EMPLOYEES
 To reduce anxiety for the new employee
 To establish self-confidence in the new employee
 To reduce the amount of help which new employees
need
 To reduce start-up costs
 To enable the new employee form accurate job
expectations, and positive job attitudes
 It is fair and polite that the work organisation
provides its new members with vital information to
enable them socialise quickly
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EMPLOYEES PLACEMENT
 Placement
means
the
assignment
or
reassignment of an employee to a new or
different job.
 There are five placement decisions.
 Initial assignment
 Confirmation
 Promotion
 Transfers
 Demotions