The document summarizes the role and functions of personnel management. It discusses key definitions of personnel management from various experts that focus on procuring, developing, and maintaining personnel to contribute to organizational objectives. The document also outlines the roles and objectives of personnel management such as building organizational culture, dealing with human relations, designing compensation packages, and ensuring the satisfaction of employees, customers, and the community. Finally, it discusses how the role of the personnel manager has evolved over time from a mediator and implementor of labor laws to a change agent, trainer, and business leader in the modern organization.

1. Personnel Management Concept
Role Function
H.R. I.R./E.R. Welfare Administration
Manpower Planning Canteen Transport
Statutory
Structure Compliance Establishment
Hospital/First Aid
Compensation Relationship with Union/Employees/ Housing
Package Transport
Govt./Local Bodies Colony/School
Scheme
Training Negotiation
Security
Appraisal Schools etc.
Labour Law Implementation
Miscellaneous
O.D. Functions in
Court Proceeds
Organisation
Personal
Records Discipline
Management Time Officer Worker Anything HR Solutions

2. Definitions of Personnel Management
 Edwin Flippo:
Concerned with procurement, development, compensation,
integration and maintenance of personnel of organization for the purpose of
contributing towards the accomplishments of the organizational objectives
 Paul Pigore & Charles Myres:
Is the line responsibility & staff functions, assisting managers
in providing advise, counsel, service and various types of controls to secure
uniform administrations of personnel policies designed to achieve
organization’s objective.
Anything HR Solutions

3. Definitions of Personnel Management
 Prof. Michael Jueins:
Is that field of management which has to do with
planning, organizing and controlling various operative functions
of procuring, developing, maintaining and utilizing a labor force
in such a way that
 Objectives of company are attained economically and
effectively.
 Objectives of all levels of personnel are served to the highest
possible degree.
 Objectives of the community are duly considered and served
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4. Role and Objectives of Personnel
Management
 Build – up Culture, Philosophy & Leadership Style. Approach,
Openness & Participation.
 Deal with human relations at work.
 Understand and resolve Inter-Personal problems.
 Identify job hazards and evolve conducive working conditions.
 Design organization structure and personnel policies.
 Evolve compensation package.
 Plan Recruit, Retain, Separation of employee.
 Maintain co-ordial & productive industrial relations vis-à-vis
public relations.
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5. Role and Objectives of Personnel
Management
 Appraisal, Needs Analysis – Training & Counseling.
 Develop & respect human being at work (process of HRD).
 Develop system of evaluation – reward – suggestion to improve
production – productivity and gain employee commitment.
 Discipline, Welfare and Administration.
 Career and growth planning of employee.
 Ensure service to community, shareholders, customers, public
and creditors creating best image to organizations.
 Handling of 3P’s (People, Productivity & Profitability) is an art
which decides survival and growth of company in competitive
world.
Anything HR Solutions

6. Structure of Organization
 Depends on:
 Culture of Organization
 Size of Organization ~ Units, Branches, Overall Strength of
Workforce.
 Activities
 Responsibility ~ Job Analysis of Positions.
 Minimize the size ~ Enrich the Job & Satisfaction
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7. Influencing Factors On The Role
 Environment
 Culture
 Size
 Nature of Business
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8. His Faces
(no gender bias please !)
 H.R. Manager [HRD]
 Fire Fighter [IR]
 Care Taker [Welfare]
 Administrator [Admin.]
Anything HR Solutions

9. Changing Role of Personnel
Manager
Anything HR Solutions

10. After This Presentation You Will Be
Able To:-
 Understand historical background, the Concept and the Role of
the Personnel Manager.
 Appreciate the influence of socio – political developments on the
role and growth of Personnel Management.
 Understand the impact of the Western and Eastern management
philosophies and theories on Personnel Management.
 Understand the complexities of the role in the light of IR-HRD
interface.
 Identify challenges of 21st century as a ‘Change Agent’.
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11. The Voyage
 A Leaf In History  Upto 1920
 Turbulent Period  1920 – 1960
 East Meets West
 1960 – 1980
 The Transition
 1980 – 1998
 The Next Millenium
 2000AD…..
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12. A Leaf In History
Upto 1920
 Industrialization And Profit Motive
 Exploitation
 Social Vs Political Revolution
 Birth Of Trade Unions
 Gandhiji Steps In
 Impact Of Russian Revolution
 The Mediator
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13. Turbulent Period
1920 - 1960
 Multiplicity Of Trade Unions
 Awareness Of Rights
 Evolution Of Labour Legislations
 Enlarged Role To Implement The Legislations
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14. East Meets West
1960 - 1980
 Advent Of Professional Management Thoughts
 Intra And Inter Union Rivalry
 M.A.D. (Mutually Assured Destruction)
 Transition Towards A Proactive And Pivotal Role
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15. The Transition
1980 - 1998
 Crucial Period In The History Of Personnel Management
 Impact Of Textile Strike
 Bleeding Trading Unions
 Change In Management’s Outlook
 Paradigm Shift Due To HRD Movement
 Pathbreaking Step OF Globalization
 Volatile Environment
 Quality Consciousness & Competition
 Customer Delight
 Technology Dynamics
 Employee As Chief Differentiating Factor
 Enriched Role Of Personnel Manager
 Trainer
 Developer
 Motivator
 Business Leader
 Catalyst Anything HR Solutions

16. The Next Millenium
2000 AD….
 Challenges of New Global Order
 Technological…… [Automation, Internertworking, AI]
 Intellectual……[Knowledge Worker]
 Cultural Integration
 Self Development
 Socio-Economic
 Importance Of The Human Touch – Soft Corner In An
Organization
Anything HR Solutions

17. Enterprise Management
Capital
Customer
Supplier Resource Conversion
Labour Community
Resources : Inputs
Needs : Satisfaction Output
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