Personnel Administration (PA)

Introduction
All other resources like financial, material, technology are important but adequate utilization of human resource will lead to optimum utilization of other resources. All resources are necessary to achieve organization objective , but human capital is the most essential part f the organization PA deals with Human resource

What is HRM? what is the difference between HRM & PA

PA: 1.administrative in nature, deals with payroll, complying employees law etc. 2. Has a narrow scope 3. Its reactive 4. Independent Function of the organization 5.Focus on monetary benefit for motivation.

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HR: 1.More responsible in nature for managing workforce. 2.Has a broader scope. 3.Its proactive 4. Integral part of the company function 5.Creativity,effective strategies, work group challenges are motivators

What is PA?
Its a part of administration which is concerned with people at work & their relationship within the organization. It involves personnel planning & forecasting appraising human performance, selection & staffing, training & development,maintainance &improvement of performance & productivity.

Acc to Thomas Spates

It is a : Code of ways of organizing & treating individuals at work. So that to get the greatest possible realization of their intrinsic abilities attaining maximum efficiency for themselves & their groups thereby giving to the enterprise its determining competitive advantage & its optimum results.

PA is concerns with framing policies covering:

Manpower planning, recruitment ,selection, placement & termination. Eduaction,training,career development. Terms of employments , methods, standard of remuneration. Working conditions & employee services. Formal & informal communication Negotiation & application of agreements on wages & working conditions, procedures for avoiding & settlement of disputs.

Nature
Concern with managing people: rank & file level of employees at work. Concerned with individual employee as well as in group, believe in collaboration. Does not function as formal organization. Its a central pervasive system of all organization. Continuous in nature. Performs line & staff functions.

Scope of PA
The primary objective of personnel administration, is to ensure effective utilization of human resources in pursuit of organizational goals. Personnel administration has to concentrate on various aspects of management like recruitment, training, promotion, conditions of service, employees welfare, employer employee relations and processes of morale and motivation.

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salary structuring of employees is a wholesome task because each category has to be adequately and equitably compensated for the contribution it is expected to make towards organization's objectives Framing of conduct rules, laying down procedures of disciplinary action, enforcement of those rules and adoption of appropriate procedures are also a part of personnel administration.

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Employer-employee relations, provision for Joint Consultative Machinery, establishment of public service tribunals for adjudication, adoption of welfare measures and payment of retirement benefits etc. to the employees are the added responsibilities of personnel administration. Thus the scope of PA is wide & changes as per the environment

Objective
General objectives
1.Maximum individual development 2.Desirable working relationship between employer and employee 3.The administrator provides the tools such as record keeping, policy making, controlling and advising. 4.Recognize & satisfy individual needs & group goals

5. Maintain high morale & better human relations. 6.To establish & maintain an adequate organizational structure & desirable working relationship.

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Specific objectives 1. Selection of the right type and number of persons 2. Proper orientation and introduction of new employees to their job 3. Organization of suitable training facilities 4. Provision of better working conditions and facilities. 5. Provision of sound, fair and effective wage and salary administration and incentives. 6. Good industrial relations with representative trade unions

Role of a Personnel Manager

Conscience role Counselor Peace maker Problem solver Change agent Auditor Service provider

Principles
Principle of individual development Principle of scientific procedure Principle of adequate communication Principle of incentive Principle of participation Principle of Dignity of labour Principle of Team spirit. Principle of labour Management relations Principle of contribution to National prosperity