i. Meaning of Personnel Management
ii. Definitions of Personnel Management
iii. Difference between Personnel Management and Human Resource Management
iv. Nature of Personnel Management
v. Role of Personnel Manager
vi. Functions of Personnel Management
vii. Structure of Personnel Department
viii. Job Analysis – Meaning of Job Analysis, Definitions of Job Analysis, Important terms, Features, Uses, Process, Purpose, and Techniques
ix. Job Description – Meaning of Job Description, Definitions of Job Description, Contents of Job Description, Specimen of Job Description, Guidelines for Preparing Job Description, Advantages
x. Job Specification – Meaning of Job Specification, Definitions of Job Specifcation, Essential components of Job Specification, Purpose of Job Specification, Specimen of Job Specification, Difference between Job Specification and Job Description.
xi. Manpower Planning – Meaning of Manpower Planning, Definition of Manpower Planning, Characteristics of Human Resource Planning, Importance of human Resource Planning, Manpower Planning Process and Challenges of Human Resource Planning
xii. Recruitment- Meaning of Recruitment, Definitions of Recruitment, Features of Recruitment, Recruitment Process, Sources of Recruitment, Techniques of Recruitment
xiii. Selection – Meaning, Definitions, Process of Selection and Difference between Recruitment and Selection
xiv. Placement/Induction/Orientation – Definition of Orientation, Objectives of Induction, Contents of Induction Programme, Steps in Induction Programme
xv. Socialization – Meaning of Socialization, Definition of Socialization, Process of Socialization, Difference between Socialization and Orientation
xvi. Wage and Salary Administration, objectives of Wage and Salary Administration, Components of Compensation, Factors affecting Wage and Salary Administration, How to determine Wages and Salary, Wage Policy in India, regulation of Wages by Government of India, Methods of Payment.
xvii. Job Evaluation – Meaning of Job Evaluation, Definitions of Job Evaluation, Objectives of Job Evaluation, Difference between Job Evaluation and Performance Appraisal, Process of Job Evaluation, Methods of Job Evaluation and Limitations of Job Evaluation.
xviii. Discipline and Grievance Handling – Meaning of Discipline, Definitions of Discipline, Objectives of Discipline, Types of Discipline, Principles of Disciplinary Action, Procedure of Disciplinary Action, Statutory Provisions Concerning Discipline, Code of Discipline, Clauses of Code Discipline,
xix. Grievance Handling – Meaning of Grievance, Definitions of Grievance, Features of Grievance, Grievance Management Procedure, Significance of Grievance Procedure, Ways to find out Employee Grievances, Requisite of Grievance Handling, Grievance Redressal in India Industry, Essentials of a Sound Grievance Procedure
Meaning of Personnel Management
Personnel Management can be defined as process of obtaining, utilizing and maintaining a satisfied workforce. It is a significant part of management, which is concerned with employees at work and with their relationship within the organization.
The success of an organization depends on the capacities and capabilities of its personnel. Unless, it devotes enough resource on development of its resource, it would not get required output from its personnel.
According to Flippo
Personnel management is the planning, organizing compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals.
According to Brech
Personnel management is that part which is primarily concerned with human resource of organization.
Difference between Personnel Management and Human resource Management
|Personnel Management||Human Resource Management|
|Organization interest like profit maximization.||
Views Human Resource as important resource, develop individuals in accordance with need and aspirations so that individuals would be motivated to make their best contribution towards the accomplishment of common goals.
|Functional area of management.||
It is philosophy, attitude, policy and practice.
Nature of Function
|Staff function headed by Personnel Manager.||
Part of every line function.
|Concern of Personnel Manager||
Concern of all manager from top to bottom.
|Concerned with selection, recruitment and appraisal.||
Concentrate on Motivation.
|Orderly way of administration of policies and programs.||
|Pressure tactics and threats of punishments||Team building, motivation and mutual understanding.|
Nature of Personnel Management
- Personnel management includes the function of employment, development and compensation. These functions are performed by the personnel management in consultation with other departments.
- Personnel management is an extension to general management. It is concerned with promoting and stimulating competent workforce to make their dedicated and best possible contribution to the organization.
- Personnel management advises and assist the line managers in personnel matters. Thus working as a staff department of an organisation.
- It is based on human orientation. It tries to help the workers to develop their potential to full extent for the organisation.
- It also motivates the employees through it’s effective incentive plans so that the employees provide best possible co-operation.