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1920 CONCERN ABOUT WELFARE. 1931 LABOUR WELFARE OFFICER. 1936 SOCIAL WORK EDUCATION. 1948 FACTORIES ACT. IIPM (INDIAN INSTITUTE OF PERSONNEL MANAGEMENT) CALCUTTA. NILM (NATIONAL INSTITUTE OF LABOUR MANAGEMENT) BOMBAY.
IN 1960 THE PERSONNEL FUNCTION WAS EXPANDED INTO: * LABOUR WELFARE. * INDUSTRIAL RELATIONS. * PERSONNEL ADMINISTRATION. IN 1970 WELFARE TO EFFICIENCY. IN 1980 NEW HRM CHALLENGES. IIPM & NILM BECAME NIPM (NATIONAL INSTITUTE OF PERSONNEL MANAGEMENT)
ORGANISATIONAL PLANNING AND DEVELOPMENT DETERMINING THE NEEDS OF THE ORGANISATION. PLANNING, DEVELOPING AND DESIGNING THE ORGANISATION STRUCTURE. DEVELOPING INTER-PERSONAL RELATIONSHIP.
SAFETY PROVISION EMPLOYEE COUNSELLING. MEDICAL SERVICES. RECREATIONAL AND OTHER WELFARE FACILITIES. FRINGE BENEFITS
EMPLOYEE RECORDS
E. FLIPPO: PERSONNEL MANAGEMENT IS DEFINITION OF PERSONNEL MANAGEMENT THE PLANNING, ORGANISING, DIRECTING AND CONTROLLING OF THE PROCUREMENT, DEVELOPMENT, COMPENSATION, INTEGRATION, MAINTENANCE AND SEPERATION OF HUMAN RESOURCES TO THE END THAT INDIVIDUAL, ORGANISATIONAL AND SOCIAL OBJECTIVES ARE ACCOMPLISHED
NIPM
PM
HRM
MANAGEMENT OF SKILLS,KNOWLEDGE, ABILITIES,TALENTS,A PTITUDE. MANS SOCIAL AND PYCHOLOGICAL FACTORS. TREATED AS A PROFIT CENTRE. RESOURCE. MUTUAL BENEFIT
MANAGEMENT OF PEOPLE. MAN AS ECONOMIC PERSON. EMPLOYEE IS TREATED AS A COST CENTRE. EMPLOYEE IS A TOOL. EMPLOYEES ARE UTILISED FOR ORGL BENEFIT.
PERSONNEL MANAGEMENT IS CONCERNED WITH MANAGING PEOPLE. IT IS CONCERNED WITH EMPLOYEES BOTH AS INDIVIDUALS AND GROUPS. IT IS CONCERNED WITH HELPING THE EMPLOYEES TO DEVELOP THEIR POTENTIALITIES.
IT PERMEATES ALL TYPES OF FUNCTIONAL MANAGEMENT. IT IS OF A CONTINUOUS NATURE. IT ATTEMPTS AT GETTING THE WILLING COOPERATION OF THE PEOPLE.
TACTFUL AND IMAGINATION. SPECIALIST IN ORGANISATION THEORY. EXPERTISE IN PERSONNEL ADMINISTRATION. MUST POSSESS KEEN SENSE OF SOCIAL JUSTICE.
CAPACITY FOR CREATIVE THINKING. HE SHOULD KNOW THE PROBLEM-SOLVING TECHNIQUES. PERSONAL INTEGRITY SO THAT EMPLOYEES MAY REPOSE CONFIDENE IN HIM. CAPACITY FOR PERSUATION, PATIENCE AND TOLERANCE. ABILITY TO GENERATE TRUST AMONG HIS COLLEAGUES.
HUMANITARIAN WHO REMINDS THE MANAGEMENT OF ITS MORAL AND ETHICAL OBLIGATIONS. COUNSELLOR. MEDIATOR, PEACE MAKER CHANGE AGENT.
PERSONNEL ROLE ADVISORY MANPOWER PLANNING TRAINING AND DEVELOPMENT. ASSESSMENT OF INDIVIDUAL AND GROUP BEHAVIOUR.
WELFARE ROLE
RESEARCH IN PERSONNEL PROBLEMS. MANAGING SERVICES- CANTEENS, SHOPS, TRANSPORT FACILITIES. GROUP DYNAMICS- GROUP COUNSELLING, MOTIVATION, LEADERSHIP ETC.
ADMINISTRATIVE ROLE
TIME KEEPING. SALARY AND WAGE ADMINISTRATION. MAINTENANCE OF RECORDS. HUMAN-ENGINEERING MAN-MACHINE RELATIONSHIP.
LEGAL ROLE
PERSONNEL MANUAL
IT IS A GUIDELINE FOR PERSONNEL DEPARTMENT WHICH INCLUDES THE PHILOSOPHY OF THE ORGANISATION, VARIOUS POLICIES, OBJECTIVES, PRACTICES AND PROCEDURES, PROGRAMMES, THE RESPONSIBILITIES OF DIFFERENT INDIVIDUALS IN THE ORGANISATION. IT ALSO CONTAINS THE WORKFLOW, CHART, INITIATION, IMPLEMENTING AND APPROVING AUTHORITIES.
TRAINING AND DEVELOPMENT PERFORMANCE APPRAISAL. REMUNERATION, REWARDS, INCENTIVES. EMPLOYEE BENEFITS AND SERVICES INCLUDING LEAVE, LEAVE RULES. PROMOTIONS, TRANSFERS, SEPERATIONS. EMPLOYEE WELFARE / EMPLOYEE RELATIONS. SAFETY AND HEALTH, COUNSELLING. EMPLOYEE COMMUNICATION, SUGESSION SCHEMES, QUALITY CIRCLES. GRIEVANCE REDRESSAL.
DISCIPLINE AND DISCIPLINARY ACTION. EMPLOYEE PARTICIPATION. INDUSTRIAL RELATIONS INCLUDING RELATIONS WITH UNIONS. EMPLOYEE PARTICIPATION. HUMAN RESOURCE AUDIT. LEGAL COMPLAINCE OF VARIOPUS LABOUR LAWS. BUILDING EMPLOYEE COMMITMENT. RETIREMENT AND RETIRE BENEFITS.