Personnel Administration.ppt Chap 1

Personnel Administration (PA)

Introduction

All other resources like financial, material, technology are important but adequate utilization of human resource will lead to optimum utilization of other resources.

All resources are necessary to achieve organization objective , but human capital is the most essential part f the organization

PA deals with Human resource

What is HRM? what is the difference between HRM & PA

PA:

1.administrative in nature, deals with payroll, complying employees law etc.

2. Has a narrow scope

3. Its reactive

4. Independent Function of the organization

5.Focus on monetary benefit for motivation.

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HR:

1.More responsible in nature for managing workforce.

2.Has a broader scope.

3.Its proactive

4. Integral part of the company function

5.Creativity,effective strategies, work group challenges are motivators

What is PA?

It’s a part of administration which is concerned with people at work & their relationship within the organization.It involves personnel planning & forecasting appraising human performance, selection & staffing, training & development,maintainance &improvement of performance & productivity.

Acc to Thomas Spates

It is a :Code of ways of organizing & treating individuals at work.So that to get the greatest possible realization of their intrinsic abilities attaining maximum efficiency for themselves & their groups thereby giving to the enterprise its determining competitive advantage & its optimum results.

PA is concerns with framing policies covering:

Manpower planning, recruitment ,selection, placement & termination.Eduaction,training,career development.Terms of employments , methods, standard of remuneration.Working conditions & employee services.Formal & informal communicationNegotiation & application of agreements on wages & working conditions, procedures for avoiding & settlement of disputs.

Nature

Concern with managing people: rank & file level of employees at work.

Concerned with individual employee as well as in group, believe in collaboration.

Does not function as formal organization.

It’s a central pervasive system of all organization.

Continuous in nature.

Performs line & staff functions.

Scope of PA

The primary objective of personnel administration, is to ensure effective utilization of human resources in pursuit of organizational goals.Personnel administration has to concentrate on various aspects of management like recruitment, training, promotion, conditions of service, employees welfare, employer employee

relations and processes of morale and motivation.

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salary structuring of employees is a wholesome task because each category has to be adequately and equitably compensated for the contribution it is expected to make towards organization's objectivesFraming of conduct rules, laying down procedures of disciplinary action, enforcement of those rules and adoption of appropriate procedures are also a part of personnel administration.

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Employer-employee relations, provision for Joint Consultative Machinery, establishment of public service tribunals for adjudication, adoption of welfare measures and payment of retirement benefits etc. to the employees are the added responsibilities of personnel administration.Thus the scope of PA is wide & changes as per the environment

Objective

General objectives 1.Maximum individual development

2.Desirable working relationship between employer and employee

3.The administrator provides the tools such as record keeping, policy making, controlling and advising.

4.Recognize & satisfy individual needs & group goals

5. Maintain high morale & better human relations.

6.To establish & maintain an adequate organizational structure & desirable working relationship.

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Specific objectives1. Selection of the right type and number of persons2. Proper orientation and introduction of new

employees to their job3. Organization of suitable training facilities4. Provision of better working conditions and

facilities.5. Provision of sound, fair and effective wage and

salary administration and incentives.6. Good industrial relations with representative

trade unions7. Personnel research

Role of a Personnel Manager

Conscience role

Counselor

Peace maker

Problem solver

Change agent

Auditor

Service provider

PrinciplesPrinciple of individual development

Principle of scientific procedure

Principle of adequate communication

Principle of incentive

Principle of participation

Principle of Dignity of labour

Principle of Team spirit.

Principle of labour Management relations

Principle of contribution to National prosperity