Unit - 1
Meaning, concept, function
- Personnel management is defined as the management of human resources in an organization by creating a harmonious working relationship amongst participants and upbringing their individual and group development.
- It deals with the hiring and utilization of human resources.
- It also deals with the human relationship in an organization.
- It explains the process of planning and directing the workforce.
- It relates activities to human elements or relationship and to material elements in an organization.
Objectives
a) Optimum output: It aims to maximize output and profit which is achieved by securing optimum contribution from the staff employed in a library.
b) Development of Workers' Capacities: It helps the workers to develop their capacities to the maximum so that they contribute their maximum to the institution. This is done by providing the workers maximum work satisfaction.
c) Development of Team Spirit: It strives to develop a spirit of co-operation among the workers. They are made to feel that they are a group to achieve their goal.
d) Continuous Vigilance: It is continuous in nature. It requires a constant and alternate awareness to human relation and their importance in every day operations.
Functions
It is grouped under the following heads:
a) Job analysis,
b) Job evaluation,
c) Staffing,
d) Recruitment and selection,
e) Tests,
f) Placement,
g) Induction,
h) Training and,
i) Wage and salary administration.
Importance
It is an integral part of university library. Much depends on the right selection of the right personnel with aptitude and attraction. After that, their proper training is most essential. The responsibilities and obligations of an employee should be appraised initially. And salaries should be fixed accordingly so that an employee does not feel that he is up a blind alley with no further prospects of bettering his position. An employee should be made to feel that good and earnest work yielding good results will invariably be appreciated and suitably recognized. A progressive minded employer cannot afford to lose sight of his security of employment. It has a great deal to command itself. But in it the pitfall is the complacency that an employee may feel losing all initiative and desire for earnest service as one generally finds amongst government employees where promotion is time bound and not on one's merits or special efforts.
One important function of personnel manager is counseling role.
As a counselor, personnel manager discusses the problems with employees related to career, health, family, finance, social life and try to solve their problems and offer advice on how to overcome them.
Other functions can be: a mediator, initiating policies, representative role, decision making role, leadership and welfare role.
Personnel policies serve as a stabilizing influence to prevent the waste of energy in programmes not in harmony with the organisation objectives.
They promote cooperation in the organisation and foster initiative and drive, particularly at lower levels of supervision.
NEED FOR PERSONNEL POLICIES
The formulation of personnel policies is basically needed:
- To have a formal statement on corporate thinking this will serve as a guideline for action.
- To establish consistency in the application of the policies over a period of time so that each one in the organisation gets a fair and just treatment.
They are created because of the following reasons:-
- Both an organisation and its employees basic needs and requirements requires deep thought;
- All personnel throughout an organisation is consistently treated as per established policies;
- 12 A certainty of action is assured even though the top management personnel may change;
- Policies serve as standards or measuring yards because they specify routes towards selected goals for evaluating performance;
- Employees enthusiasm and loyalty is built by sound policies;
- Policies are control guides for decision making.
- Personnel development deals with identifying, training and developing human with potential for higher positions so that the positions that are vacant may get immediately filled.
- It is often used to cover the methods the organization adopts to meet its succession requirements and the techniques it uses to assist individuals to reach the limits of their potentialities.
It involves:
- Job Rotation :
It is imperative that the individual is given authority in his temporary job, and be allowed to carry it out for long time. It is important that employees destined for high-level positions, in particular, should be allowed to enjoy reasonably wide experience.
2. Counselling:
It is that of fixing a job for the appropriate line manager or superior. The personnel specialist's part is to encourage them to undertake such duties and advise them on the techniques of successful counseling.
3. Special Assignments :
It is the introduction of a new management technique and assigning an employee temporarily to ascertain the ways in which it is used and to prepare proposals for its use within his own organization.
4. Committee Membership:
It is a useful method of developing subordinates to appoint personnel committees to give them the opportunity of dealing with problems. Managers should normally consult each other on appointments to such committees for development purposes.
5. Study for Formal Qualification:
One can study management tools and techniques but knowledge of these is insufficient for good management of supervision.
6. Visit to other Organizations:
It is often useful to combine this form of development with special assignments. It can be very useful for him to investigate how such a technique is used in organizations.
References:
1. Personal management by C.B.Memoria& G.V. Gankar- Himalaya
2. Personal management & industrial relation by P.C.Tripathi-S.chand
3. Industrial relation, Trade Union &Labour Relation by G.P.Sinha& PRN Sinha, Pearson.
