Personnel Management - An Overview Notes free
Introduction:
Personnel Management is concerned with the effective use of the skills of people. They may be sales people in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working towards established goals. In addition to recruiting and hiring, some of the responsibilities of a personnel manager are,
- To classify jobs and prepare wage and salary scales.
- To advice employees.
- To deal with labour unions and service union contracts.
- To develop safety standards and practices.
- To manage benefit programs, such as group insurance, health, and retirement plans.
- To provide for periodic reviews of the performance of each individual employee, and for recognition of his or her strengths and needs for further development.
- To assist individuals in their efforts to develop and qualify for more advanced jobs.
- To plan and supervise training programs.
- To keep abreast of developments in personnel management.
To understand the personnel management's job consider the following examples of challenging employee situations.
The firm's employee - especially the most qualified ones - can get comparable, if not better jobs with other employers.
When a firm faces a scarcity of supervisory and specialized personnel with adequate experience and job capabilities, it has to train and develop its own people. This can be time consuming and expensive.
The cost of hiring and training employees at all levels is increasing, for instance, several thousand rupees for a salesperson. A mistake in hiring or in slow and inefficient methods of training can be costly.
Personnel managers must comply with the law by employing, training and promoting women and persons from minority groups. The problem in doing so is that employees have not had appropriate experience and education in the past.
Most employees, whether or not represented by labour unions, continue to seok improvements in direct compensation, employee benefits, and working conditions. All commitments must be based upon what the firm can afford, comply with current practices of other employers, and be understood and accepted by the employee. To do this, all employee policies and operating procedures should be developed and negotiated with great care.
Some employees may not perform satisfactory simply because their firm offers competitive compensation, benefits and working conditions. In addition to these financial or physical, compensations, they want responsibility, the opportunity to develop, and recognition of accomplishment in their jobs.
When a firm faces a scarcity of supervisory and specialized personnel with adequate experience and job capabilities, it has to train and develop its own people. This can be time consuming and expensive.
The cost of hiring and training employees at all levels is increasing, for instance, several thousand rupees for a salesperson. A mistake in hiring or in slow and inefficient methods of training can be costly.
Personnel managers must comply with the law by employing, training and promoting women and persons from minority groups. The problem in doing so is that employees have not had appropriate experience and education in the past.
Most employees, whether or not represented by labour unions, continue to seok improvements in direct compensation, employee benefits, and working conditions. All commitments must be based upon what the firm can afford, comply with current practices of other employers, and be understood and accepted by the employee. To do this, all employee policies and operating procedures should be developed and negotiated with great care.
Some employees may not perform satisfactory simply because their firm offers competitive compensation, benefits and working conditions. In addition to these financial or physical, compensations, they want responsibility, the opportunity to develop, and recognition of accomplishment in their jobs.
