A Presentation on

PERSONNEL MANAGEMENT
(HUMAN RESOURCE AND
MANGEMENT)
(HS-6201)

NORTH EASRERN REGIONAL INSTITUTE OF SCIENCE AND

TECHNOLOGY
DEPARTMENT OF CIVIL ENGINEERING
DEEMED UNIVERSITY (MHRD), Govt. of India
NIRJULI-791109, Arunachal Pradesh, India

EIGHT AREAS OF OPERATIONS

Facility Management

Fiscal Management

(Building/Grounds Maintenance
and Custodial Services)

(Finances and Budgeting)

Information Services
Management

Risk Management

(Computers & Technology)

(Health & Safety of Visitors and

Employees)

Personnel Management

Sales Management

(Human Resources)

(Marketing and Customer

Relations)

Program Services

Planning & Development

(Delivery of Leisure Services)

(Facility & Event Planning

INTROUDUCTION TO PERSONNEL
MANAGEMENT

Personnel Management is the

Planning,
Organizing,
Directing and
Controlling
Of the
Procurement, Development,
Compensation, Integration,
Maintenance & Separation
Of human resources to the end that
individual, organizational, and societal

NATURE OF PERSONNEL MANAGEMENT

1. Personnel management includes the function of

employment, development and compensation.
2. Personnel management
general management.

is

an

extension

to

3. Personnel management exists to advise and

assist.
4. Personnel management lays emphasize on
action rather than making lengthy schedules,
plans, and work methods.
5. It tries to help the workers to develop their

THE OBJECTIVES

Important objectives
management:

of

the

personnel

o To ensure that the people in the organization

understand and accept their responsibilities.
o To obtain and develop the
required by the organization
motivate them effectively

human resources
and to use and

o To make the best use of the skills and capacities of

employees
o To meet the
responsibilities
o To

provide

organization's

good,

healthy

social
and

and

safe

legal

working

THE ROLE OF THE PERSONNEL

MANAGER

The Personnel Manager has Exclusive responsibility of

Assistance ship in Framing the workforce

Advices the line manager

A Counsellor

A Mediator

A Spokesman

Personnel manager is the head of personnel department. He performs

both managerial and operative functions of management.

FUNCTIONS OF PERSONNEL
MANAGEMENT

1.

Manpower Planning

2.

Recruitment

3.

Selection

4.

Training and Development

MANPOWER PLANNING

It consists of putting right number of people, right kind

of people at the right place, right time, doing the right
things for which they are suited for the achievement of
goals of the organization.
The procedure is as follows:

Analysing the current manpower inventory

Making future manpower forecasts

Developing employment programmes

Design training programmes

RECRUITMENT

Internal Recruitment
Internal Recruitment is a recruitment which takes place
within the concern or organization.
Internal sources are primarily three
Transfers,
promotions and
Re-employment of ex-employees.
Advantages: Internal sources of recruitment have the
advantages of familiarity, better utilisation of internal talent,
economy and motivational value.
Limitations: The limitations of this methodology are:
restricted choice, inbreeding, absence of competition and
generating internal conflict among the employee.

RECRUITMENT

External Recruitment
The external sources of recruitment include
advertisements,
employment exchanges,
employment agencies,
educational institutes,
labour contractors,
recommendations etc.
Advantages: Advantages of external sources of
recruitment are availability of wide options, infusion of
new blood and element of competition.
Limitations: Limitations of external source of
recruitment are: frustration among existing employees,
high expense, time consuming and lack of certainty.

1
0

SELECTION

Employee Selection is the process of putting right

men on right job.
It is a procedure of matching organizational
requirements with the skills and qualifications of
people.
By selecting best candidate for the required job, the
organization will get quality performance of
employees.
By selecting right candidate for the required job,
organization will also save time and money.
The Employee selection Process
following order Preliminary Interviews
Application blanks
Written Tests Employment Interviews-
Medical examination-

takes

place

in

TRAINING AND DEVELOPMENT

1
1

Training of employees takes place after orientation

takes place.
Training is the process of enhancing the skills,
capabilities and knowledge of employees for doing a
particular job.
Training process moulds the thinking of employees
and leads to quality performance of employees.
It is continuous and never ending in nature.
The benefits of training can be summed up as:
Improves morale of employees-
Less supervision.
Fewer accidents.
Chances of promotion.
Increased productivity.
Training is generally imparted in two ways:
On the job training.

ELEMENTS OF PERSONNEL
MANAGEMENT

1
2

The elements of Personnel Management:

1. Organization-
Organization is said to be the framework of many
activities taking place in view of goals available in
a concern.
The nature of the organization is dependent upon
its goal.

2. Job.

3.
People-People form the most important element
because :
a. The organizational structure is meaningless
without it.
b. It helps to achieve the goals of the enterprise.
c. It helps in manning the functional areas.
d. It helps in achieving the functional departmental

CHALLENGES OF MODERN PERSONNEL

MANAGEMENT

1
3

Changing Mix of the Work force

Changing Personal Values of the
Work force
Changing expectations of citizenemployees
Changing levels of productivity
Changing demands of
government

CHANGING MIX OF THE WORKFORCE.

1
4

Increased numbers of minority members

entering occupations requiring greater
skills.
Increasing levels of formal education for
the entire work force.
More female employees.
More married female employees.
More working mothers.
A steadily increasing majority of whitecollar employees in place of the blue-collar.

CHANGING PERSONAL VALUES OF THE

WORK FORCE

1
5

Better morale
Better fit of work time to the employees
body clock
Improving
workloads

handling

of

fluctuating

Increased customer service

Reduced employee absenteeism
Reduced turnover

1
6

CHANGING EXPECTATIONS OF CITIZEN-EMPLOYEES

Changing Expectations of Citizen-Employees

Freedom of Speech
Right to privacy
Changing Levels of Productivity
Numerous laws
Increase in new numbers of employees
Adversial relations with labour unions
Changing Demands of Government
In procurement, development,
compensation, integration, maintenance

Dimension

Personnel Management

HRM

1
7

1. Employment
Contract

Careful delineation of
written contracts

Aim to go beyond
contract

2. Rules

Importance of devising
clear rules

Can do outlook,
Impatience with rule

3. Key Relations

Labour Management

Customer

4. Speed of decision

Slow

Fast

5. Management role

Transaction

Transformational

6. Job design

Division of labor

Team work

7. Respect for
employees

Labor is treated as a tool

which is expendable &
replaceable.

People are treated as

assets to be used for the
benefit of an
organization, its
employees & the society
as a whole.

8. Shared interest

Interests of the
organization are
uppermost

Mutuality of interests

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CUMMULATIVE NATURE OF STRATEGIC HUMAN

CAPITAL MANAGEMENT

Alignm
ent
with
Strategi
c
Effective Goals
HR Business

Practices

Efficient HR Business Practices

HR Legal and Regulatory Requirments

1
8

CONCLUSION

1
9

It is that phase of management which deals

with the effective control and use of
manpower as distinguished from other sources
of power

There are many objectives and importance of it.

Its useful to achieve an effective utilization of

human resources in the achievement of
organizational goals.

Personal management tries to improve moral by

giving adequate training to workers and by
achieving for its self a knowledge of human nature
which is the totality of motives that cause human
action it is mosaic or reflexes and instincts

T H
A N K

U
Y O