Functions of Personnel Management

Functions of Personnel Management: 1.
Managerial Functions 2. Operative Functions

Functions of Personnel Management: 1. Managerial Functions 2. Operative Functions!
1. Managerial Functions:
The Managerial functions of a personnel manager involve POSDCORB (Luther Gullick) i.e., Planning,
organisation, staffing, directing, coordinating, reporting and budgeting of those who actually perform
the operative functions of the Personnel Department.
The following are the managerial functions (viz. planning, organising, directing and controlling)
performed by a personnel department:
A. Personnel Planning:
Planning lays down a pre-determined course to do something such as what to do, how to do, where to
do, who is to do etc. A personnel manager plans in advance the trend in wages, labour market, union
demands etc. Through planning, most of the future problems can be anticipated.
B. Organising:
According to J.C. Massic, An organisation is a structure, a framework and a process by which a cooperative group of human being allocates its task among its members, identifies relationships and
integrates its activities towards common objectives. The personnel manager has to design the structure
of relationships among jobs, personnel and physical factors so that the objectives of the enterprise are
achieved.
C .Directing:
This function relates to guidance and stimulation of the subordinates at all levels. The personnel
manager directs and motivates the employees of his department so that they work willingly and
effectively for the achievement of organisational goals,
D. Controlling:
A personnel manager has to constantly watch whether there is any deviation from the planned path.
Controlling is concerned with remedial actions. Continuous monitoring of the personnel policies
relating to training, labour turnover, wage payments, interviewing new and separated employees etc., is
the backbone of controlling.
If deviations are unavoidable, corrective action can be planned in advance. Controlling helps the
personnel manager to evaluate the performance of employees of the personnel department so far as the
operating functions are concerned.
2. Operative Functions:
The operative functions of the Personnel Department are also called service functions. These include.
(a) Procurement function

(b) Development
(c) Promotion, transfer and termination function
(d) Compensation function
(e) Welfare function
(f) Collective bargaining function
(g) Miscellaneous functions.
These functions of the personnel Department are discussed below:
(1) Procurement:
It includes:
(a) Recruitment i.e., tapping the possible sources from where prospective labour supply will come.
(b) Getting information regarding prevailing wage rates and job requirements.
(c) Selecting the best candidate by following a systematic selection procedure.
(d) Maintaining the records of employees.
(e) Introducing the new employee to the officers of the other departments such as Security Officer,
Time Keeper, and Cashier etc.
(2) Training or Development Function:
The training of the new employees and also of those who are being promoted is the crucial function of
Personnel Department. A training programme is devised for this purpose. The training increases the
skills and abilities of the employees.
The various aspects of training are:
(a) Training to new employees, instructors and supervisors.
(b) Training in safety equipments and various policies of companies.
(c) Training through improvement of education such as evening classes, films, Entertainment
programmes etc.
(d) Encouraging employees to give suggestions.
(3) Promotion, Transfer and Termination:
The performance of the employees is evaluated for the purpose of taking decisions concerning the
employment. Merit rating is undertaken for evaluation of the performance of the employees.
The functions of the Personnel Department in this regard are given below:
(a) To lay down a promotion policy.
(b) To formulate policies regarding transfer and termination.

(c) Analysis of voluntary separations and knowing the possible causes of such separations.
(4) Compensation:
The employees should get adequate and equitable remuneration for the work being done by them.
The functions of the Personnel Department concerned with fixation of fair wages are:
(a) To evaluate jobs and determine their worth in terms of money.
(b) To collaborate with those who formulate wage plans.
(c) To assist in formulation of policies regarding pension plans, profit sharing programmes, nonmonetary benefits, etc.
(d) To compare the wages of the enterprise with the industry and remove inconsistencies, if any.
(5) Welfare Activities:

These activities relate to physical and social well-being of the employees and include:
(a) Provision of medical facilities such as first aid, dispensaries, etc.
(b) Suggesting ways and means by which accidents can be eliminated or minimised.
(c) To make provisions for restaurants and other recreational facilities.
(d) To apply the labour laws effectively.
(e) To publish a plant magazine.
(6) Collective Bargaining:
It includes:
(a) To assist in the negotiations which are held with the union leaders?
(b) To know the grievances of employees and following their problems properly.
(7) Miscellaneous:
(a) To advise the line managers regarding administration of personnel policies.
(b) To secure co-ordination of all personnel activities.
(c) To have an effective communication system.
(d) To provide good working conditions.

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Functions of Personnel Management: 1.

Managerial Functions 2. Operative Functions

(a) Procurement function

(b) To formulate policies regarding transfer and termination.

(5) Welfare Activities:

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