Management of Office PersonnelPersonnel Management is really the management of personnel at work in the words of Edwin B. Flippo, The personnel function is concerned with the procurement, development, compensation, integration and maintenance of the personnel of an organization, for the purpose of contributing towards the accomplishment of that organizations major goals or objectives.Scope of Personnel Management1. Recruitment and maintenance of labor force.2. Training to all personnel, new and old, to meet the challenges of the new jobs or techniques.3. Job analysis and job description- just to hire the qualified personnel to the jobs.4. Compensation determining the wage methods and incentive plans.5. Keeping personnel records- maintaining complete bio-data of each every employee.6. Welfare activities such as education, recreation, sanitary conditions, etc.Personnel PoliciesPersonnel policies are the guide towards accepted goals and objectives. They decide the line of action and give liberty to the management at all levels to take decisions regarding personnel matters. Personnel policies may be interpreted as the recognized intentions of the management with respect to man-power management in the organization.Development of Personnel PoliciesFormulation of personnel policies and their development thereafter are the sole responsibility of the management. The main purpose of formulating the policy is to assist the top executives in reaching the decisions in a given situation.Contents of Personnel Policy The Personnel policy must contain the name of the company, method, procedures and technique for selection, working conditions, planning of training program, rules and regulation regarding accidents, promotion, discharge, transfer etc. and labor welfare activities, representation in collective bargaining and methods and procedure of joint consultation.Manpower PlanningManpower planning is the process of development and determining objectives, policies and programs that will develop utilize and distribute manpower so as to achieve the goals of the organization. In other words, manpower planning is a process by which organization ensures the right number and the right type of people, at the right place and time, doing the right things for which they are suited for the achievement of the goals of the organization.Job AnalysisJob analysis means a detailed and systematic study of each job to establish in advance the standards of the people to be appointed on the job. It involves collection, compilation and analysis of the data regarding each job in order to define and characterize each occupation as to distinguish it from all other jobs. Job Description Job description is the immediate product of the job analysis process. It is a description statement of the organizational relationship, responsibilities and duties on a given job.Recruitment According to Dal S. Bleach, Recruitment is the development and maintenance of adequate manpower resource. It involves the creation of a pool of available labor upon whom the organization can depend when it needs additional employees.Normally, source of manpower supply can be classified into two broad categories.1. Internal source- it means promotion of workers from the lower rank to the upper rank. Most companies have established a policy of promotion from within, that is, vacancies other than at the lowest level are filled up by promoting the personnel to the higher office.2. External source it is always not possible to recruit the employees from within especially for vacancies at the lowest level or recruitment at the time of expansion of the firm.a. Employee referrals e. unsolicited applications i. Professional agenciesb. Former employee f. Advertisingj. Personnel consultantsc. Labor contractor g. Public employment exchangek. labor uniond. Gate hiring h. Private agenciesl. Campus recruitment

Selection of ManpowerSelection of manpower is a decisions making process in which the management should decide certain norms and principles or standards on the basis of which, discrimination between qualified and unqualified candidates can be made.Selection Process1. Preliminary interview2. Application blanka. Educationb. Experience3. Employment Testa. Trade testb. Psychological test4. Employment interview5. Reference check6. Medical examination7. Final selectionPerformance Appraisal Merit rating and performance appraisal are used as synonyms in common parlance between there are difference in their meaning. Merit rating evaluates the difference traits of the employee by analyzing the qualitative factors (such as nature of individual, physical and mental ability etc.) while the performance appraisal evaluates the performance of an employee by taking into account the qualitative factors (such as quantity of output and rejected output and standard of work etc.Methods of Performance Appraisal1. Ranking method2. Paired comparison method3. Factor comparison method4. Grading method5. Graphic scale method 6. Checklist method7. Forced choice description method8. Critical incidents method9. Descriptive evaluation method10. Group appraisalTraining Training is a process whereby trainees learn the skills, knowledge, attitudes and behaviour required in order to perform their work effectively.Types of Skill1. Technical skills2. Interpersonal skills3. Conceptual skillsMethods of Training1. On the job training2. Off the job trainingPlacement- once an employee is given induction/ orientation training the supervisor has to assign specific job to the employee.Transfer is a change in job assignment. It is a horizontal or lateral movement of an employee from one job, section, department, shift plant or position to another at the same or another place, where his salary status and responsibility are the same.Promotion it is advancement within an organization. It involves movement of a person to a position carrying higher status, more pay, increased benefits and privileges in the same organization.Wage and Salary Administration- wages is a matter of great importance in the industrial field. Majority of labor problems are related to wage payment.Incentives an incentive is most frequently built on monetary rewards but may also include a variety on non-monetary rewards or prizes.