Understanding Key Factors that play a vital role in personnel management and planning in an organization

Management plays a key role in the development of the Business enterprise. It means getting any work done by other people. Management system has some core functionalities such as planning organizing, staffing and controlling the efforts of human beings who are working in the concerned in the enterprise.


Management basically deals with all the persons working in the concern who are responsible for managing an organization. Everyone in the organization will have certain responsibilities and duties in the enterprise. Personnel management includes planning and directing the applications, development and utilization of human resource in the enterprise. Employees, unions, public relationship also plays a key role in personnel management. So there is a need for personnel Management and planning of the members play a vital role in the Enterprise.

Personnel Management is an important branch in Management of any business enterprise. It holds a key to all actions and successful management. It is also concerned with human and social implications of change in internal organization and methods of working and of economic and social changes in the community. The main aim is to establish a better coordination between all the members from top level management to down below the subordinates to have better cooperation, better focus to bring out innovative ideas, their objectives, understanding in the enterprise. Co-operative relationship is achieved within the enterprise by creating harmonious relations, genuine consultation and participation and system of effective communication.

Personnel management should designed in such a way it will have the capability to respond to the changes. Maintain a good relationship within the organization; meet the enterprise social and legal responsibilities. Human relations have to be nurtured constantly in the enterprise. Only the enterprise, which is conscious of this need, can achieve their targets by efficiently handling their available resources for a particular process.

The objectives of personnel management in any working organization are, to bring development of individuals, maintain a safe and effective environmental conditions, utilize the available resources, to ensure job satisfaction among workers. What are all the objective to be focused?

Ø Social.
Ø Personnel.
Ø Enterprise.
Ø Union.

Social objective is concerned about how the enterprise creates new employment opportunities, how the productivity of the enterprise can be maximized, bring satisfaction to the work force, avoidance of wastage of resources and promote a healthy relationship between the human and the social welfare.

Personnel objectives specifies the needs of the members by providing job security, maximizing the development of the members, provide proper working environmental conditions to workers. Enterprise objective is to bring a balance between demand and supply of the personnel and maintain competent workers in the enterprise. Union objective deals with formulation of personnel policies in consultation with unions and self-discipline within the enterprise.

Financial and physical resources required for a particular process to be done, and the members of the organization. Personnel Management is responsible for both the enterprise operating system and the workers. Other areas in which personnel management is expected to help the workers are include maintenance of personnel records, determination of wage policy, methods and rates of remuneration.

Characteristics of good personnel management are:

Ø Stability, to appoint or replace key personnel executives with minimal loss
Ø Flexibility, capability to handle problems encountered within the enterprise.
Ø Simplicity, balancing the perfect line of relationship among the workers.
Ø Objectivity, feature of having definite objectives for all the levels or units in the enterprise.

Functional responsibilities concerned with the personnel management are

Ø Managerial functions
Ø Operative functions.

Managerial functions includes planning, it involves formulating policies for future development of the enterprise, program to choose adequate number of persons who can work efficiently and accomplish the business objectives, provide training to the workers in the enterprise, integration and maintenance of work force.

Organizing, it has to provide a clear layout about the inter-relationship between persons, jobs and physical factor and every worker should have proper understanding of their job. Direction involves motivation, which can be either positive or negative for the enterprise. It is necessary to motivate the workers about the nature of their job. Instructions should be clear, neatly explained and easy to understand.

Control, it helps in bringing out performance analysis of all the workers, which would be useful in, evaluate and to discover their deviations. Operative functions include procurement, which deals with recruitment of right kind of persons for the available job in the enterprise i.e. right person for right job. Development, subordinates of the enterprise should be able to know what are the qualities needed to get into higher levels in the organization. Integeration, it provides so-operation among the workers, efficient channel for communication, satisfactory solution for problems and grievances.

Planning is a process of deciding the business targets and charting out the path of attaining those targets. It is also described as process of thinking before doing. Every enterprise that recruits people to carry out its work, whether it is educational institutions, enterprise or business needs a personnel plan in various phases of personnel.

Planning in personnel management system is concerned about present manpower positions, what number and kind of employees are required for the enterprise. And this can be done only when the enterprise knows its objectives and how the plans are accomplished with right kind of resources. Future demand and supply of personnel. Assessment of all the workers should be carried out.

1. What each worker does?
2. How his performance during his career?
3. About his educational qualification skills and training in the concerned field.
4. How his job is related to others. ?
5. In what kind of environment his performance can be increased.

These evaluations can be carried out by conducting interviews to selected number of workers in the enterprise or by having a detailed performance report. By assessing the enterprise we can also determine the plan for the future. This can be carried out by analyzing the objectives and plan of the enterprise for long term and short term required number of workers, resources needed for the future purpose, forecasting the number of personnel requirements estimate not only of the number of personnel required but their qualities and their types also should be specified. So assessment for future holds a key in the development of the enterprise so it should be carefully analyzed.

Sources of personnel may be from Internal or External. Internal supply deals with new recruitments to the concern this is determined by the enterprise itself it is not difficult to know what type and number personnel they need would be to accomplish the objectives of the enterprise, transfers within the enterprises this is not determined by the enterprise while transferring within a department or organization it is difficult to fulfill all the workers satisfactions, personnel reporting after a period of leave.

Retirements, dismissals, voluntary resignations, retrenchments, deaths of an employee may decrease the internal supply of the personnel of all these retirements are the easiest to forecast, deaths and voluntary resignations are difficult to handle, dismissals and retrenchment can be broadly determined. External supply focuses on schools and colleges from which students pass out. Housewives looking for a part time job for income and those who search for a better job with good salary.


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