The act of supplying, as and when required, the suitably skilled and qualified staff to assist the administration to run into its aims is another managerial map known as Staffing. Employment: The first operative function of the human resource of personnel department is the employment of proper kind and number of persons necessary to achieve the objectives of the organisation. In the end, a plan is ascertained to eliminate this shortage of employees. The significance of these two varieties of functions is that one function cannot work without the others. Advised to Top Management: Personnel manager advises the top management in formulation and evaluation of personnel programs, policies and procedures.
A personnel manager must develop the ability to command and direct others. Development: Training and development of personnel is a follow up of the employment function. This Fresher training is mainly done to make the employees up to date in their respective areas as required by the company. 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. For this purpose, the personnel departments will device appropriate training programs. It tries to help the workers to develop their potential fully to the concern. The personnel manager has to ensure the release of retirement benefits to the retiring personnel in time.
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. The coherence of strategic direction with human resource direction creates a alone place of activity within an administration which underpins many of the cardinal tactical maneuvres an administration makes to accomplish its ends. Human resource management ensures satisfaction of employees and maximum contribution of employees to the achievement of organisational objectives. Recruitment and selection cover the sources of supply of labour and the devices designed to select the right type of people for various jobs. The traditional method of human resource management involved planned exploitation of staffs. Solidarity amongst employees and sections, conformance to the schemes and directives and measuring public presentation degrees on an on-going footing, doing necessary accommodations.
This function of Human Resource Management is to help the organization in finding out if the employee they have hired is moving towards the goals and objectives of the organization. The human resource manager helps the various departmental managers to design a system of financial and non-financial rewards to motivate the employees. Organizing: This involves proper designing of organizational structure, the inter relationship between jobs, establishing smooth channels of communication, assignment of authority, responsibility and creating accountability, establishing line and staff relationship etc. 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. But how smoothly the plans are implemented depends on the motivation of people. 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.
Koontz and Weihnrich 2008: p. He helps in laying down the grievance procedure to redress the grievances of the employees. Personal Objectives: and rewards in the form of pay, promotion and recognition is aimed at, on the part of employees. Role of Personnel Manager Personnel manager is the head of personnel department. The next step is a. The organization undertakes to sponsor their employees for various seminars, trade shows, and corporal responsibilities. Wages are also mostly the biggest cost of a business, therefore the management of workers should be done carefully.
Its like a goal for what the company wants to do for the world. Compensation: This function is concerned with the determination of adequate and equitable remuneration of the employees in the organisation of their contribution to the organisational goals. He offers his advise to: 1. They should also counsel the employees and the management to prevent and, when necessary, resolve disputes over labour agreements or other labour relation issues. It is utile to an administration for its ability to downsize when environmental factors demand it, or purge underperforming employees Reed, 2010: p. A clean job description is needed to lure people with the right skills for the right position.
Controlling is concerned with remedial actions. Planning is necessary to determine the goals of the organisation and lay down policies and procedures to reach the goals. A personnel manager must inculcate in the workers a keen appreciation of an organizations policies. 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. Which term describes the process of gathering, analyzing and synthesizing information about the jobs that are being done and any new jobs that are envisaged? It ensures that all groups and persons work efficiently, econimically and in harmony. 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. The personnel manager has to blend the two to the desirable extent.
It includes, amongst others, the processes of hiring, , compensating, appraising and , and attending to their labour relations, health and safety, and equality concerns. This, in turn, makes the employees feel that they have been taken care by their superiors and also the organization. Procurement is acquirung the pertinent sum of forces. Hence, the primary task of the personnel department is to engineer highly formalized and standardized procedures as well as to supervise and implement the comprehensive collective bargaining agreements with the unions. This can be attained by having in place a proper planning of career of employees, various motivational methods and having friendly relations with the manpower. He represents company in training programmes. Thus, controlling completes the cycle and leads back to planning.
The best applicants then have to be selected through various selection methods, such as interviews or aptitude tests. Directing: The plans are to be pure into effect by people. Through planning, most of the future problems can be anticipated. Lastly, selection involves screening , testing , interviewing and hiring the most suitable employees for the organization. Though personnel or human resource manager is a staff officer in relation to other departments of the enterprise, he has a line authority to get orders executed within his department. These relationships are known as the administration construction. The personnel can be compensated both in terms of monetary as well as non-monetary rewards.