Theories Of Personnel Management (PM):

Meaning Of Personnel Management:

       Personnel Management is an important part of the activities of every manager. It is concerned with the manpower of the enterprise. The following are some precise definitions.

Defined by Dale Yoder:

       In the opinion of Dale Yoder, "Personnel management is that phase of management which deals with the effective control and use of man power as distinguished from other sources of power."

Defined by E.F.L. Breach:

       In the words of E.P.L. Breach "Personnel management is that part of management which is primarily concerned with the human consistent of the human organisation."

Defined by the Indian Institute of Personnel Management:

       According to the Indian Institute of personnel management, "Personnel Management is that part of management function which is primarily concerned with the human relationship of an organisation."

Nature Or Characteristics Of Personnel Management:

1. Specialised branch of Management:

       Personnel Management is a specialised branch of Management in general. Therefore, all the principles of general Management must apply to this branch of Management.

2. Definite Principles And Policies:

       Over and above the general principles, there are definite principles and policies of personnel management which help in development of human force.

3. Management of Human Resources:

       Personnel management is the management of human resources in the industry. Best results are secured by managing this source of power.

4. Inter- personnel Relationship:

       Personnel management defines the relationship between-

  1. Employer and Employee.
  2. Employer and Employee.

5. Labour Is A Human being:

       The whole philosophy of personnel management is based on the assumption that labour is a human being. Humanly treatment should be given to him so that he is motivated to the best interest of the organisation.

       Thus, personnel management is an approach, a point of view, a technique of thinking and a philosophy of management concerned with the overall development of man at work.

Functions Of Personnel Management :

       The functions of personal manager may be categorized into two Managerial and operating.

I. Managerial Functions Of Personnel Management :

       Under management function, the personnel manager is concerned with planning, organizing, directing and controlling the various activities of personnel.

1. Planning:

       Planning means deciding in advance what to do; How to do it; where to do; and who to do it. For personnel manager, planning means deciding in advance the personnel programme and policies. The personnel manager has to answer question such as.

  1. How many people are required?
  2. What type of people are required?
  3. How to motivate them etc.

2. Organizing:

       Organizing means creating a structure of authority and responsibility among job and personnel to achieve the objective. The personnel manager has to organize the operating functions.

3. Directing:

       Directing involves issue of orders and instructions and motivation of personnel to execute. The personnel manager directs the activities of the people under his department to get its functions performed.

4. Controlling:

       Controlling is concerned with the regulation of activities according to the plan. It is the observation and comparison of results with the target and correcting the deviation that may have occurred.

II. Operating Functions Of Personnel Management :

       The operating functions of personnel management are as follows:

1. Employment or Procurement:

       The first operating function of personnel management is the employment of proper kind and number of persons necessary to achieve the objectives of the organisation. This involves man power planning, recruitment selection, placement etc.

2. Development:

       After placement, the personnel management is concerned with giving them proper training to develop their work efficiency. Proper development of personnel is necessary to increase their productivity and skill.

3. Compensation:

       It is concerned with the determination of adequate and equitable remuneration to the people in the organisation for their contribution in achieving the organisational goals.

4. Integration:

       An important function of personnel management is to reconcile the interest of the personnel with the objective of the organisation. The main barrier of integration is communication the personal manager must provide an efficient system of communication.

5. Motivation:

       It is often found that employees do not give 100% contribution to the organisational goals. The main reason behind this is that they are not adequately motivated. The personnel manager must develop a system of financial and non- financial rewards to motivate the employees.