Chp 2 org of personnel functions
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This document discusses the organization of personnel functions. It addresses the composition of HR departments and qualities of a successful HR manager. For small organizations, there may not be a separate HR department, while large organizations will have an HR director. The document also outlines HRM policies around selection, training, compensation, work arrangements, employee services, and industrial relations. Finally, it discusses careers in human resource management.
Chp 2 org of personnel functions
- 2. Organization of HR department Composition of the Personnel department Qualities of a Successful HR Manager HRM Policies & Principles HRM: Arguments & conclusion Jobs & Careers in HRM Prof.Sujeesha Rao
- 3. 2 Issues become relevant in a discussion on organization of an HR department. Place of the HR dept. in the overall set-up Composition of the HR department itself Status of the HR dept. depends on whether the unit is small or large. In small organizations there is no separate dept. to coordinate the HR activities A large scale unit will have a Manager/Director heading the HR dept. Prof.Sujeesha Rao
- 5. HRM in a large scale unit: Chairman / MD Director Production Director Finance Director HRM Director Marketing Director R&D Prof.Sujeesha Rao
- 7. Fairness & firmness Tact & resourcefulness Sympathy & consideration Knowledge of labour laws & other terms Broad social outlook Academic qualifications Others (positive attitude, competence to perform activities for betterment of people) Prof.Sujeesha Rao
- 8. HRD policies can be formulated to cover the following subjects: 1. Selection 2. Training 3. Compensation 4. Arrangement for work 5. Employee services 6. Industrial relations Prof.Sujeesha Rao
- 9. 9 Selection: Reservation of seats Employment of family relations/ people from competing firms Preference for handicapped people Basis for discharging an employee The role of the union in recruitment & selection ‘Closed Shop’ method where only the members of the union are hired others recruitment is ruled out. Training: Training needs are to be decided Training curriculum must be designed Methods of follow-up and evaluation needs to be decided Post- training support to be given as and when required Prof.Sujeesha Rao
- 10. 10 Compensation: The relation of wages to the market and to the industry rate The relation of wages paid to different employees within the company Recognition to be given to differences in individual performance Arrangement for work: Policies about the hours of work Number and duration of rest pauses Vacations and working conditions Prof.Sujeesha Rao
- 11. 11 Employee Service: Policies about organizing cooperative societies, festival celebration, recreation centres and sports and family budgeting Industrial Relations: Issues like Collective Bargaining, right of workers to decide the union and the union leader they want Policy regarding third party intervention in industrial disputes Prof.Sujeesha Rao
- 12. Principle of individual development Principle of scientific selection Principle of free flow of communication Principle of participation Principle of fair remuneration Principle of incentive Principle of dignity of labour Principle of labour management Principle of team spirit Principle of contribution to national prosperity Prof.Sujeesha Rao
- 13. Critics argue that HRM is more rhetoric than reality & the term HRM lacks precision. HR functions cost money & no attempt has been made to conduct cost-benefit analysis Today, HR practices are becoming highly visible in organizations HRM now has gained a wider acceptance in the industry over the last decade. Prof.Sujeesha Rao
- 14. HR Specialist HR Manager HR Executive Prof.Sujeesha Rao