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Personnel Management and Job Analysis

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Flow Of Presentation……► Introduction to Personnel Management►Principles►Functions, Policies & Procedures►Difference Between HRM & Personnel

Management►Future Prospective► Job Analysis► Job Design

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HRM

Human Resource Management is the process of acquiring, training, appraising, and compensating employees and attending to their labor relations, health and safety, and fairness concerns.

Human resource is a most valuable asset in the Organization.

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Personnel Management “It is that phase of management which

deals with the effective control and use of manpower as distinguished from other sources of power”.

Administrative discipline of hiring and developing employees so that they become more valuable to the organization.

It includes conducting job analysis, planning personnel needs and recruitment, selecting the right people for job, orienting and training, determining and managing wages and salaries, providing benefits and incentives, appraising performance, resolving disputes, communicating with all employees at all levels.

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Principles of Personnel Management Employees are to be dealt with as complete

individuals.

Employees should be made to feel worthwhile.

Rewards should be earned, not given.

Supply employees with relevant information, instructions, orders and rules.

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Judge the strength or intelligence of the people properly, and associate them with decision making process.

Sell the personnel programmes either orally or in writing.

Equal wages for equal work, and the wages paid must be adequate.

Set examples “Actions are louder than words”.

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PERSONNEL FUNCTIONS, POLICIES AND PROCEDURES

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PERSONNEL FUNCTIONS

1) Manpower Planning

2) Job Analysis

3) Staffing

4) Orientation

5) Training And Development

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6) Performance Appraisal

7) Career Planning

8) Compensation

9) Benefits

10) Labor Relations

11) Record Keeping

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Personnel policiesPolicy:- “Is a man-made rule of pre

determined course of action that is established to guide the performance of work toward the organization objective”

Policy concerned with what is to be done rather than how to do it.

Personnel policies:-principles and rules of conduct that that govern the relationship with employees in attainment of organisation objectives

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A Sound Personnel Policy Aim At

1) Maximizing employees satisfaction2) Encouraging employees participation in the

management of organisation3) Developing effective communication system4) Maximizing utilization of existing human

resources

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Advantages of personnel policies1) Policies promote consistency and fairness

2) Policies acts as control over the line managers and their employees

3) Policies avoid repeated analysis of the same type of problems

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Examples of policies statements of a company

1) To maintain a salary administration programme

2) To select suitably qualified and experienced personnel

3) To provide adequate training facilities to employees

4) To safeguard the health and safety of all employees

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Personnel proceduresProcedures are customary methods of

handling activities and are more specific than policies

Procedure indicate “How” a policy is to be carried out

Procedure spells out in detail the methods, processes, movements and specific rules and regulations

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DIFFERENCE BETWEEN H.R.M. AND P.M

.

H.R.M P.M.primary goal of human resources is to enable employees to work to a maximum level of efficiency.

Development of functions and policies for the purposes of improving a company’s workforce.

It include incorporate and develop personnel management tasks.

It include administrative tasks that are both traditional and routine.

Human resource management, on the other hand, tends to be an integral part of overall company function.

Personnel management is often considered an independent function of an organization.

Measure to improve personnel management function

1. Determine employer’ performance:

2. performance evaluations: job knowledge and skill, interaction, communication, quality concerns and productivity.

3. Adopt strategies:

4. Implement strategies:

FUTURE PERSPECTIVE OF PERSONNEL MANAGEMENT

3 MAIN REASON FOR CHANGETECHNOLOGYLEGISLATION

LABOUR FORCE

CHANG IN VALUE OF THE LABOUR FORCE.CHANGE IN ORGANISATION STRUCTURE AND

JOB.

MAIN AIM OF PERSONNEL MANAGEMENT IN FUTURE

TO INTENDED EMPLOYEES.LESIURE TIME WILL BE INCREASED. GROWING

CONCERN

IN FUTURE THE SCOPE OF PERSONNEL WORK WILL BECOME WIDER.

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Job Analysis

Job analysis is the process of systematically analyzing the activities pertaining to each job.

The three basic parts of a job analysis Program are: (1) identifying the job; (2) obtaining information about the tasks, duties responsibilities, and working conditions of the job; and (3) determining the workers characteristics needed for successful performance.

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Methods of Job analysis

Observation Method-(a) Direct observation method,(b) Work method analysis (c)Critical incident Technique.

Interview Method – (a) Individual interview method & (b) Group interview method.

Technical Conference Method Structured questionnaire Method Diary method Functional Job Analysis

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Job Analysis Components 1. Job Description :It involves classifying and

summarizing data according to specific duties, task related behaviors, personnel requirements, and other descriptive characteristics of the job.

GUIDANCE ON WRITING JOB DESCRIPTIONS JOB TITLE.THE DEAPARTMENTPOSITION AREAS OF RESPONSIBILITY LOCATION SPECIAL CIRCUMSTANCES SIGNED AGREEMENT BY POSTHOLDER & DATE

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Job Analysis Components Cont…2. Job specification:A job Specification is a minimum acceptable human

quality necessary to perform a task. Education, Qualification and training of employees.Work experienceWork based competenciesBehavioral competencies.

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Job Specification Model

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Job Analysis Components Cont…3. Job Evaluation:

It is a procedure for measuring the relative contribution of each job and ranking these jobs in accordance with these measurements.

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Job Evaluation Chart Job evaluation chart

is basically used in the organization to evaluate the Performance, qualities and the efficiency of the employees

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1. Job design2. Job enlargement 3. Job rotation 4. Job enrichment

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Job designJob design is the specification of the content of a

job, the material and equipment required to do the job, and the relation of the job to other jobs.

Job rotation - increases task variety by periodically shifting employees between jobs involving different tasks.

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DrawbacksRemained only in papersEmployees could not plan

their own career pathTraining cost is increasedJob enlargement

Job Enlargement is the horizontal expansion of a job. It involves the addition of tasks at the same level of skill and responsibility. It is done to keep workers from getting bored. It is different than job enrichment.

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Job enrichment

Job Enrichment is the addition to a job of tasks that increase the amount of employee control or responsibility. It is a vertical expansion of the job as opposed to the horizontal expansion of a job, which is called job enlargement.

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Job Enrichment

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