Functions of Personnel Managers
The functions of a personnel manager can be broadly classified into two categories:
1. Managerial functions
2. Operative functions
Managerial functions
The managerial functions of a personnel manager have an impact on the operative functions as well. They are enumerated below:
Planning – this involves formulating the future course of action. Planning includes determining in advance the personnel programs and changes required that would contribute to the achievement of organizational goals.
Organizing – it involves establishing an intentional structure of roles for people in an organization. Structural considerations such as the chain of command, division of labor, and assignment of responsibility are part of the organizing function. The organizing function establishes relationships among employees so that they can contribute collectively towards the attainment of an organization's goals.
Staffing – This is the process of obtaining and maintaining capable and competent personnel in various positions at all levels. It broadly encompasses manpower planning, recruitment, placement, induction and orientation, transfer, career progression, promotion, and separation.
Directing – it involves directing all the available resources towards the common organizational goals. Thus, direction is a vital management function, which ensures maximum employee contribution and also helps in establishing sound industrial and human relations. It also involves coordination between different departments.
Controlling – it involves the measurement of performance against goals and plans, identifies deviations, and by placing the process back on track, helps in the accomplishment of plans.
Operative functions
These can be classified into four broad areas: employment, development, compensation, and employee relations.
Employment – it involves procuring and employing individuals with suitable knowledge, skills, experience, and aptitude necessary to perform various jobs. It includes functions such as job analysis, human resource planning, recruitment, selection, placement, and induction.
Training and development
This process aims to train and develop employees to improve and update their knowledge and skills, so as to help them perform their jobs better. The process also includes developing the attitudes, beliefs, and values of the employees to match the organizational needs. This comprises of performance appraisal, training, management / executive development, career planning, and development.
Compensation
It is governed by the principle of rewarding an employee extrinsically during and after the course of his job for his contributions to the organization adequately, equitably, and in a fair manner. It encompasses salaries, incentives, bonus, and fringe benefits. This function comprises of Job evaluation, wage and salary administration, incentives, bonus, and fringe benefits.
Employee relations & services
This function deals with employees as a social group that contributes to the organization, it includes:
Maintaining employee records, analyzing them, and developing information needed for managerial decision making.
Increasing employee productivity
Keeping the employees satisfied and motivated
Maintaining a healthy and effective human organization.
Counseling services and developing employees into complete individuals and responsible citizens.
Developing policies, rules, guidelines, and procedures relating to employee behavior and ensuring their implementation and observance.
Developing team building, team management, and leadership skills in employees.
Developing a fast and suitable grievance management system to redress grievances.
Compliance with labor laws.
Personnel research.
Enhancing the quality of work life and personal life of the employees.
From India, Coimbatore
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746The functions of a personnel manager can be broadly classified into two categories:
1. Managerial functions
2. Operative functions
Managerial functions
The managerial functions of a personnel manager have an impact on the operative functions as well. They are enumerated below:
Planning – this involves formulating the future course of action. Planning includes determining in advance the personnel programs and changes required that would contribute to the achievement of organizational goals.
Organizing – it involves establishing an intentional structure of roles for people in an organization. Structural considerations such as the chain of command, division of labor, and assignment of responsibility are part of the organizing function. The organizing function establishes relationships among employees so that they can contribute collectively towards the attainment of an organization's goals.
Staffing – This is the process of obtaining and maintaining capable and competent personnel in various positions at all levels. It broadly encompasses manpower planning, recruitment, placement, induction and orientation, transfer, career progression, promotion, and separation.
Directing – it involves directing all the available resources towards the common organizational goals. Thus, direction is a vital management function, which ensures maximum employee contribution and also helps in establishing sound industrial and human relations. It also involves coordination between different departments.
Controlling – it involves the measurement of performance against goals and plans, identifies deviations, and by placing the process back on track, helps in the accomplishment of plans.
Operative functions
These can be classified into four broad areas: employment, development, compensation, and employee relations.
Employment – it involves procuring and employing individuals with suitable knowledge, skills, experience, and aptitude necessary to perform various jobs. It includes functions such as job analysis, human resource planning, recruitment, selection, placement, and induction.
Training and development
This process aims to train and develop employees to improve and update their knowledge and skills, so as to help them perform their jobs better. The process also includes developing the attitudes, beliefs, and values of the employees to match the organizational needs. This comprises of performance appraisal, training, management / executive development, career planning, and development.
Compensation
It is governed by the principle of rewarding an employee extrinsically during and after the course of his job for his contributions to the organization adequately, equitably, and in a fair manner. It encompasses salaries, incentives, bonus, and fringe benefits. This function comprises of Job evaluation, wage and salary administration, incentives, bonus, and fringe benefits.
Employee relations & services
This function deals with employees as a social group that contributes to the organization, it includes:
Maintaining employee records, analyzing them, and developing information needed for managerial decision making.
Increasing employee productivity
Keeping the employees satisfied and motivated
Maintaining a healthy and effective human organization.
Counseling services and developing employees into complete individuals and responsible citizens.
Developing policies, rules, guidelines, and procedures relating to employee behavior and ensuring their implementation and observance.
Developing team building, team management, and leadership skills in employees.
Developing a fast and suitable grievance management system to redress grievances.
Compliance with labor laws.
Personnel research.
Enhancing the quality of work life and personal life of the employees.
From India, Coimbatore
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