This can be achieved by providing adequate remuneration, opportunities for advancement, facilities for training and development, job security and proper work. Before these processes are performed, it is better to determine the manpower requirements both in terms of number and quality of the personnel. Firstly, a supply and demand forecast for each job category is made. Example : To prepare agenda for a program. The best applicants then have to be selected through various selection methods, such as interviews or aptitude tests. I hope that this answers your question! The personnel manager can motivate the employees in an organisation through career planning, salary administration, ensuring employee morale, developing cordial relationships and provision of safety requirements and welfare of employees. These are powerful, employee-elected bodies that are legally entitled to co-determination, consultation, and access to important information, and hence restrict the degree of managerial autonomy Wachter and Stengelhofen, 1995; Scholz, 1996.
These functions of the personnel Department are discussed below: 1 Procurement : It includes: a Recruitment i. It involves performance appraisal, critical examination of personnel records and statistics and personnel audit. The generally substantial size of German personnel departments is primarily a response to the detailed legal rights enjoyed by the works councils, which at any time can demand written information on any aspect of personnel policy and veto changes in working hours, training agreements, recruitment of personnel, and disciplinary procedures Bennett, 1997. This is a common objective for profit-motivated businesses. Thus, controlling completes the cycle and leads back to planning. Advised to Top Management: Personnel manager advises the top management in formulation and evaluation of personnel programs, policies and procedures. Secondly, net shortage and excess of personnel by job category are projected for a specific time horizon.
This leads to a very complex situation. He also gives authentic information to the trade union leaders and conveys their views on various labour problems to the top management. The human resource manager helps the various departmental managers to design a system of financial and non-financial rewards to motivate the employees. Training and development is widely accepted as a method for enhancing the employee skills, increasing the individual and organizational performance, improving the employee morale , and achieving the business growth and success. These being the basic managerial undertakings expected of a individual or section in a managerial capacity. In other words, the direction function is meant to guide and motivate the people to accomplish the personnel programs. We can see that Strategic Management has at its bosom a clear construct of end oriented attempts, and when regarded against the descriptions of it supplying a model that it utilises the resources at its disposal, viz.
After the planning stage is developed and settled upon, administration becomes the venue of activity. Factors which must be borne in mind while fixing the remuneration of personnel are their basic needs, requirements of jobs, legal provisions regarding minimum wages, capacity of the organisation to pay, wage level afforded by competitors etc. They should also counsel the employees and the management to prevent and, when necessary, resolve disputes over labour agreements or other labour relation issues. This happens because employees are not adequately motivated. Positive motivation in the form of financial and non-financial incentives, a good working environment is essential on the part of the management.
Personnel Records: The human resource or personnel department maintains the records of the employees working in the enterprise. Motivation will be a continuous process here as new needs may come forward as the old ones get fulfilled. Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists. The controlling function ends the cycle and again prompts for planning. The organization undertakes to sponsor their employees for various seminars, trade shows, and corporal responsibilities.
I will discourse the major factors and highlight why they prove to be of such importance to an administration, and what this function is. Personnel Research - Personnel researches are done by human resource management to gather employees' opinions on wages and salaries, promotions, working conditions, welfare activities, leadership, etc,. It is responsible for the attractive force, choice, preparation, appraisal, and rewarding of employees, while besides supervising organisational leading and civilization, and guaranting conformity with employment and labour Torahs Wikipedia, 2013. This step requires knowledge to both labour market conditions and the strategic posture and goals of the organisation. DirectingThe directing function of the personnel manager involves encouraging people to work willingly and effectively for the goals of the orgainsation. Planning is necessary to determine the goals of the organisation and lay down policies and procedures to reach the goals.
For more information on these topics, visit here. He also gives advice for achieving and maintaining good human relations and high employee morale. Its like a goal for what the company wants to do for the world. The operative functions of human resource or personnel department are discussed below: 1. Advised to Departmental Heads: Personnel manager offers advice to the heads of various departments on matters such as manpower planning, job analysis and design, recruitment and selection, placement, training, performance appraisal, etc.
This function also involves advice regarding maintaining high-quality human relations and far above the ground employee morale. Directing: Issuing orders and instructions down the line and motivating the work force to carry out those instructions satisfactorily. It is important to point out that personnel department arranges for training not only of new employees but also of old employees to update their knowledge in the use of latest techniques. Termination and Discipline: A workers employment contract can be terminated under the two following conditions. Here, job analysis refers to both the determination of specific tasks and responsibilities connected to a job and identifying the skills, knowledge and abilities required for the job holder. Most people do not die on the job. Workers can also easily leave to work for another competitor, if the competitor offers a hogjer wage rate, or better benefits.
The functions of the Personnel Department concerned with fixation of fair wages are: a To evaluate jobs and determine their worth in terms of money. The significance of these two varieties of functions is that one function cannot work without the others. Harmonizing to Gurpreet Randhawa the major maps under the managerial map umbrella can be inferred as follows: Managerial Functions Planning is the primary map of direction. Operative Functions: The operative functions are those tasks or duties which are specifically entrusted to the human resource or personnel department. Controlling helps the personnel manager to evaluate the performance of employees of the personnel department so far as the operating functions are concerned. This is because of the fact that he is in possession of full information relating to personnel and has the working knowledge of various labour enactments.
It is the responsibility of the manager of a firm to lay down specifications of the qualities and skills required by the workers and determining sources from where the workers are to be recruited. The next step is a. It also preserves many other records relating to the behaviour of personnel like absenteeism and labour turnover and the personnel programs and policies of the organisation. The direction function of the personnel manager involves encouraging people to work willingly and effectively for the goals of the enterprise. Decision As Kandhawalla 2007: p. Role of Personnel Manager Personnel manager is the head of personnel department.