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Introduction:
This chapter focuses its main objective on evolution of personnel management and its
importance. Today in very organisation HUMAN CAPITAL is the main factor based on
which the organisation functions. Since no individual can work isolate and has to work with
team, the need for personnel management becomes all the more pivotal.
Objectives:
Lesson—1
Lesson Contents:
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took active interest in the operation of public and private sector for regulating employer-
employee relationship.
After the 2 world war when industrialization came into existence, there was
a rapid growth of industries and basically then came into being of two
divisions labour and management. People at those times understood only two
terms 1.labour 2. Management.
But slowly this concept changed. People started realizing that organizations
in which they work are not just offices but their second homes. Because most
of there time or rather majority of their time they spend at the workplace. So
if this workplace is turned into happy place where people enjoy their work,
enjoy working with their superiors and subordinates then there would be no
problems and no hassles at all.
With this concept or idea personnel management was born. Here we believe
that men when they come to work come first as human beings then they come
with their respective designations. We are first humans i.e., we have our own
emotions, feelings, perceptions, attitudes, values, judgements, backgrounds,
educations etc.,
Therefore to cater to all these attributes and motivate employees to work in a
proper channel personnel mgmt was evolved.
There are other things, which are also important in any organization to
achieve its objectives they are material, money, machinery.in short there are
4M’S i.e., including the MEN. But human beings are the only living
resources available to the management in an organization, so these resources
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have to be coordinated with other resources like money, machinery and
material so as to achieve organizational objectives.
In brief we can say human beings efficiency, effectiveness and productivity
will determine to what degree we can achieve organizations goal.
PEOPLE AT WORK
Now that we know the most important factor of any organization is human
resource so, this factor has to be taken care of. We can say human resource is
nothing but people at work. Therefore we can define human resource as
nothing but pool of knowledge, skills, creative, abilities, talents, and
aptitudes. It is this human resource, which is of paramount importance in the
success of any organization, because most of the problems in organizational
settings are human and social rather than physical, technical or rather
economical.
We can now understand human resource management term came into being
.HRM of an organization consist of all people who perform its activities. In
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other words all the decisions that effect workforce is HRM function.
Regardless of the size or existence of a formal function.
HRM activities are divided into 5 major domains
1.Organizational Design
Human resource planning
Job analysis/work analysis
Job design
Information systems
2.Staffing
Recruiting/interviewing/hiring
Affirmative action
Promotion /transfer/separation
Outplacement services
Employee selection methods
Induction/orientation
3.Performance management and appraisal
Management appraisal/management by objectives
Productivity/enhancement programs
Customer-focused performance appraisal
Multilateral systems
4.Employee training and organizational developments
Management/supervisory development
Career planning
Employee assistance/counselling
Attitude surveys
Training delivery options
Diversity programs
5. Reward systems, benefits and compliance
Safety programs
Health/medical services
Complaint/ disciplinary procedures
Compensation administration
Wage/salary administration
Insurance benefits administration
Unemployment compensation
Pension/profit sharing plans
Labour relations/collective bargaining
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