MSG Team's other articles

8750 Introduction to Management Consulting

Introduction For most management graduates and students in business schools, working for the world famous Big Five management consultancies such as McKinsey, Booze Allen, Boston Consulting Group (BCG), Price Waterhouse (PWC), and Anderson consulting is a dream come true. Indeed, the fact that these consultancies are often given the Day Zero or the opening slots […]

10620 Steps in Personal Development Planning Process

Personal development is no rocket science and one really needs to have patience and believe in oneself. There is no specific formula and you can’t expect miracles to happen all of a sudden. Personal development requires meticulous planning and careful analysis. As an individual, you need to know in which all areas, you need to […]

11876 What is Knowledge Management ? – Practice of KM and Strategies of KM

What is Knowledge Management ? Knowledge management is the systematic capture of insights and experiences to enable an organization to identify, create, represent, and distribute knowledge. The insights and the experiences of individuals in the organization comprise the knowledge that is created in the organization and is embedded in the form of practices and processes. […]

10119 Knowledge Transfer – Meaning, Barriers and its Characteristics

Introduction Organizations indulge nowadays in alliances, collaborations and partnerships. All this require transfer of knowledge, especially, knowledge related to strategies, technologies and best practices to improve the network cooperation. Research studies attempt to obtain inferences from these transfer processes so as to understand more about the characteristics of knowledge transfer. Barriers to Knowledge Transfer To […]

12348 Application of Talent Management in Current Economic Condition

The current economic conditions demand a cut in the expenses. Unfortunately enough for talent management though organizations and leadership is all praise for it on papers, the same is neglected as seen as a cost center when it comes to implementation. In wake of the economic recession human resource professionals are under huge pressure to […]

Search with tags

  • No tags available.

Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization.

According to Flippo, Personnel management is the planning, organizing, compensation, integration and maintainance of people for the purpose of contributing to organizational, individual and societal goals.

According to Brech, “Personnel Management is that part which is primarily concerned with human resource of organization.”

Nature of Personnel Management

  1. Personnel management includes the function of employment, development and compensation- These functions are performed primarily by the personnel management in consultation with other departments.

  2. Personnel management is an extension to general management. It is concerned with promoting and stimulating competent work force to make their fullest contribution to the concern.

  3. Personnel management exist to advice and assist the line managers in personnel matters. Therefore, personnel department is a staff department of an organization.

  4. Personnel management lays emphasize on action rather than making lengthy schedules, plans, work methods. The problems and grievances of people at work can be solved more effectively through rationale personnel policies.

  5. It is based on human orientation. It tries to help the workers to develop their potential fully to the concern.

  6. It also motivates the employees through it’s effective incentive plans so that the employees provide fullest co-operation.

  7. Personnel management deals with human resources of a concern. In context to human resources, it manages both individual as well as blue- collar workers.

Role of Personnel Manager

Personnel manager is the head of personnel department. He/She performs both managerial and operative functions of management. His role can be summarized as :

  1. Personnel manager provides assistance to top management- The top management are the people who decide and frame the primary policies of the concern. All kinds of policies related to personnel or workforce can be framed out effectively by the personnel manager.

  2. He/She advices the line manager as a staff specialist- Personnel manager acts like a staff advisor and assists the line managers in dealing with various personnel matters.

  3. As a counsellor,- As a counsellor, personnel manager attends problems and grievances of employees and guides them. He/She tries to solve them in best of his capacity.

  4. Personnel manager acts as a mediator- He is a linking pin between management and workers.

  5. He/She acts as a spokesman- Since he is in direct contact with the employees, he is required to act as representative of organization in committees appointed by government. He represents company in training programmes.

Functions of Personnel Management

Follwoing are the four functions of Personnel Management:

  1. Manpower Planning
  2. Recruitment
  3. Selection
  4. Training and Development

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

Communicating Performance Appraisals

MSG Team

360 Degree Feedback

MSG Team