1 PERSONNEL MANAGEMENT M.Sc. IIIrd Semester Institutional Management
2 Personnel management can be defined as obtaining, using and maintaining a satisfied workforce.It is a significant part of management concerned with employees at work and with their relationship within the organization. Personnel management thus concerned with getting results through the willing efforts of people
3 ROLE OF PERSONNEL MANAGER
4 Personnel manager provides assistance to top managementAs a counsellor : personnel manager attends problems and grievances of employees and guides them Personnel manager acts as a mediator- He is a linking pin between management and workers. He acts as a spokesman- Since he is in direct contact with the employees, he is required to act as representative of organization in committees appointed by government.
5 FUNCTIONS OF PERSONNEL MANAGEMENT
6 Manpower Planning Recruitment Selection Training and Development
7 MANPOWER PLANNING Manpower Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization.
8 IMPORTANCE Key to managerial functions- planning, organizing, directing and controlling are based upon the manpower Motivation- motivational programmes, i.e., incentive plans to be framed for further participation and employment of employees in a concern. Better human relations- A concern can stabilize itself if human relations develop and are strong. Higher productivity- Productivity level increases when resources are utilized in best possible manner
9 RECRUITMENT According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is of three types: Planned-plan policies such as retirement Anticipated - studying trends in internal and external environment. Unexpected-deaths, illness, resignation
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11 SELECTION It is a procedure of matching organizational requirements with the skills and qualifications of people. By selecting best candidate for the required job, the organization will get quality performance of employees
12 DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
13 BASIS RECRUITMENT SELECTION MEANING "Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation." Selection is the process of choosing from among the candidates, from within the organization or from the outside STEPS Recruitment involves few steps. Selection involves many steps. MAJOR FACTOR In recruitment, advertising the job is a major factor. In selection, final selection of a suitable candidate is the major factor. PURPOSE The purpose of recruitment is to attract maximum candidates to the organisation. The purpose of selection is to select the most suitable candidate and to reject the other candidates.
14 TIME REQUIRED Recruitment is a short process. It requires less time because it only involves few steps. All these steps can be completed very quickly. Selection is a lengthy process. It requires a lot of time because it involves all the steps in the Selection procedure. All these steps are very time consuming. COST FACTOR Recruitment is not expensive. It mostly involves only advertisement cost. Selection is very costly. This is because a lot of money is spent on conducting different types of tests, interviews, medical examinations, etc. ORDER Recruitment proceeds with a selection. That is, recruitment comes before selection. Recruitment provides the candidates for selection. Selection follows recruitment. That is, selection comes after recruitment. Selection is done from the candidates who are provided by recruitment.
15 TRAINING AND DEVELOPMENT Training is the process of enhancing the skills, capabilities and knowledge of employees for doing a particular job. . It is continuous and never ending in nature. It is also become more important globally in order to prepare workers for new jobs.
16 IMPORTANCE Improves morale of employees Less supervisionBoost up confidence Chances of promotion Increased productivity-
17 LEADERSHIP
18 Leadership is a process by which an executive can direct, guide and influence the behavior and work of others towards accomplishment of specific goals in a given situation. . example: The manager, as a leader, influences his subordinates to indulge in such activities as are vital for the accomplishment of the enterprise goal
19 Leadership is management tool for accomplishing goalsLeadership is the ability of a manager to induce the subordinates to work with confidence and zeal. It encourages average people to achieve above average results. Leaders are required to develop future visions, and to motivate the organizational members to want to achieve the visions.
20 CHARACTERISTICS OF LEADERSHIPIt is a inter-personal process in which a manager is into influencing and guiding workers towards attainment of goals It denotes qualities to be present in a person like intelligence, maturity and personality. It is a group process. It involves two or more people interacting with each other A leader is involved in shaping and moulding the behaviour of the group Leadership is situation bound
21 QUALTIES OF GOOD LEADER TRUSTWORTHY ASSERTIVENESS OPENESS DEDICATIONFAIRNESS SENSE OF HUMOUR INNOVATIVE MAGNIMITY
22 TYPES OF LABOUR Chefs, head cooks, and food preparation and serving supervisors oversee the daily food service operation of a restaurant or other food service establishment Chefs and head cooks are usually responsible for: directing cooks in the kitchen dealing with food-related concerns providing leadership.
23 hire, train, and supervise staff prepare cost estimates for food All of these workers—chefs, head cooks, and food preparation and serving supervisors— hire, train, and supervise staff prepare cost estimates for food supplies, set work schedules order supplies ensure that the food service establishment runs efficiently and profitably. Additionally, these workers ensure that sanitation and safety standards are observed and comply with local regulations
24 The work of chefs and head cooks is concentrated in the kitchen or in providing overall guidancefood preparation and serving supervisors over see specific areas of operation in food service establishments or the kitchen and counter areas of quick service restaurants.
25 They are responsible fordealing with customer complaints, balancing the books at the end of the day, scheduling workers ordering supplies. supervise and train kitchen and food preparation staff ensure that these workers know how to gather food supplies operate equipment assemble orders.
26 SELECTION CRITERIA Selection criteria are statements that describe the qualifications, knowledge, skills, abilities and experience that are required in a job Some organisations (government departments) distinguish between ‘essential’ and ‘desirable’ criteria. Essential criteria are those elements or conditions of a job that the employer considers are vital for successful performance in a particular role. Desirable criteria are the ones that are nice to have and may be of assistance in the role.
27 When addressing selection criteria you need to choose specific situations that demonstrate your ability to meet the conditions of the particular role Example: You could be asked to explain how you have met deadlines and prioritised tasks. You might be asked how you have dealt with difficult people, or how you have shown leadership.
28 Common selection of criteria Based on: Good communication skills Common selection of criteria Based on: leadership Ability to meet deadlines Ability to manage conflicts cooperate
29 STAFFING AND EMPLOYMENT CONDITIONS
30 STAFFING Staffing means hiring people for work in a manner such that their skills are matched to job requirements of particular position Concerned with : recruitment Selection induction placement training development of people
31 CONDTIONS OF EMPLOYMENTIt is important to draw certain terms and conditions of employment which are mutually acceptable by the employee and employer Terms and conditions vary with size of establishment SMALL ESTABLISHEMENT In catering establishments situated in areas of poverty & unemployment, people including children work as servers, dishwashers etc. For example: boy working in tea Terms are simple such as rs.2 per hour with free meals
32 ESTABLISHMENT ON LARGE SCALE Staff employed are more qualified In such conditions employer knows no terms and conditions and is happy to receive meal whatever else in terms of pocket money he gets to carry home ESTABLISHMENT ON LARGE SCALE Staff employed are more qualified they know their rights and insist on a written contract Rights generally takes on forms indicating terms and conditions of employment
33 These are accepted by the applicant in writing or through a signatureContract must include the names of the parties date of start of employment date for continuous service pay working hours paid holidays pension scheme job title disciplinary rules grievance procedures. These are accepted by the applicant in writing or through a signature
34 Written contracts have advantages not only to the employee but also to the employer:ADVANTAGES FOR THE EMPLOYER ARE: Contracts allow for flexibility Contract prohibit staff from leaving without notice. Employer has the right for meeting the changing business requirements such as the employees place of work or normal working hours Financially, contract provide the right to deduct money owing, form an employees salary.
35 UNION AND ITS ROLE
36 UNIONS An organization of workers joined to protect their common interests and improve their working conditions. Its role is to safeguard employees' rights, ensure safe work conditions Unions can and do play a positive role in preventing and addressing domestic abuse through training and intervention. Unions are key in helping members stay safe, healthy and employed so they can retain their dignity and remain economically self-sufficient.
37 Unions are organizations that negotiate with corporations, businesses and other organizations on behalf of union members. Its of two types: Trade unions(represent workers who do a particular type of job) Industrial unions( which represent workers in a particular industry. )
38 ROLE OF UNION Assist in the organization of workplaces to get a better deal for workers Ensure that members know their entitlements Assist with specialist industrial advice and legal representation Represent members in any counseling or disciplinary matters before their employer. Ensure members are being paid correctly by checking employer time and wage records
39 EMPLOYMENT WELFARE SCHEMES
40 non-statutory welfareOrganizations provide welfare facilities to their employees to keep their motivation levels high The employee welfare schemes can be classified into two categories : Statutory non-statutory welfare
41 STATUTORY WELFARE SCHEMES: The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The Factories Act, 1948 covers the obligation of employers regarding the comfort & welfare facilities of Staff.
42 STATUTORY WELFARE SCHEMES Drinking Water Facilities for sittingFirst aid appliances. Canteen facilities Spittoons Lightning Washing places Changing rooms STATUTORY WELFARE SCHEMES
43 NON-STATUTORY WELFARE SCHEMESThe non statutory schemes differ from organization to organization and from industry to industry.
44 NON-STATUTORY WELFARE SCHEMES Personal Health Care Employee Assistance Programs Harassment policy Maternity and adoption leave Mediclaim insurance NON-STATUTORY WELFARE SCHEMES