Personnel Management     

   and Job Analysis

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Flow Of Presentation……
► Introduction to Personnel Management
► Principles
► Functions, Policies & Procedures
► Difference Between HRM & Personnel
Management
► Future Prospective
► Job Analysis
► Job Design
►
►
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HRM


 Human Resource Management is the process of

acquiring, training, appraising, and compensating
employees and attending to their labor relations, health and
safety, and fairness concerns.

 Human resource is a most valuable asset in the
Organization.

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Personnel
Management
 “It is that phase of management which
deals with the effective control and use of
manpower as distinguished from other
sources of power”.
 Administrative discipline of hiring and
developing employees so that they become
more valuable to the organization.
 It includes conducting job analysis,
planning personnel needs and recruitment,
selecting the right people for job, orienting
and training, determining and managing
wages and salaries, providing benefits and
incentives, appraising performance, resolving
disputes, communicating with all employees
at all levels.
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Principles of Personnel
Management
 


Employees are to be dealt with as complete

individuals.

Employees should be made to feel worthwhile.

Rewards should be earned, not given.


Supply employees with relevant information,

instructions, orders and rules.

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 SIMS Nerul..... 5


Judge the strength or intelligence of the people

properly, and associate them with decision
making process.


Sell the personnel programmes either orally or

in writing.


Equal wages for equal work, and the wages

paid must be adequate.


Set examples “Actions are louder than words”.



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PERSONNEL
FUNCTIONS, POLICIES
AND PROCEDURES

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 

 PERSONNEL FUNCTIONS


1)Manpower Planning
2)
3)Job Analysis
4)
5)Staffing
6)
7)Orientation
8)
9)Training And Development

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

 6) Performance Appraisal


 7) Career Planning


 8) Compensation


 9) Benefits


 10) Labor Relations



 11) Record Keeping

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Personnel
 policies
Policy:- “Is a man-made rule of pre
determined course of action that is
established to guide the performance of
work toward the organization objective”

Policy concerned with what is to be done
rather than how to do it.

Personnel policies:-principles and rules of
conduct that that govern the relationship
with employees in attainment of
organisation objectives

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1)
A Sound Personnel Policy Aim At
2)
3)Maximizing employees satisfaction
4)Encouraging employees participation in the
management of organisation
5)Developing effective communication system
6)Maximizing utilization of existing human
resources

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Advantages of personnel
policies
1)
2)Policies promote consistency and fairness
3)
4)Policies acts as control over the line
managers and their employees
5)
6)Policies avoid repeated analysis of the
same type of problems
7)
8)
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 Examples of policies statements
1)
of a company
2)
3)
4)To maintain a salary administration programme
5)To select suitably qualified and experienced
personnel
6)To provide adequate training facilities to
employees
7)To safeguard the health and safety of all
employees
8)

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Personnel procedures
Procedures are customary methods of
handling activities and are more specific than
policies

Procedure indicate “How” a policy is to be
carried out

Procedure spells out in detail the methods,
processes, movements and specific rules and
regulations

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 DIFFERENCE BETWEEN H.R.M. AND P.M
H.R.M P.M.
primary goal of human resources is to Development of functions and 
enable employees to work to a maximum policies for the purposes of 
level of efficiency.
It include incorporate and develop improving a company’s workforce. 
It include administrative tasks that are
personnel management tasks. both traditional and routine.
Human resource management, on the Personnel management is often
other hand, tends to be an integral part of considered an independent function of an
overall company function. organization.

.
 Measure to improve personnel
management function  

 
1. Determine employer’ performance:

2. performance evaluations: job knowledge and skill,

interaction, communication, quality concerns and
productivity.

3. Adopt strategies:

4. Implement strategies:
FUTURE 
PERSPECTIVE OF 
PERSONNEL 
MANAGEMENT
3 MAIN REASON FOR CHANGE
TECHNOLOGY
LEGISLATION
LABOUR FORCE
CHANG IN VALUE OF THE LABOUR FORCE.
CHANGE IN ORGANISATION STRUCTURE AND
JOB.
 MAIN AIM OF
PERSONNEL
MANAGEMENT IN
FUTURE
TO INTENDED EMPLOYEES.
LESIURE TIME WILL BE INCREASED. GROWING
CONCERN
IN FUTURE THE SCOPE OF PERSONNEL WORK
WILL BECOME WIDER.
Job Analysis
Job analysis is the process of
systematically analyzing the
activities pertaining to each job.
The three basic parts of a job
analysis Program are: (1)
identifying the job; (2)
obtaining information about the
tasks, duties responsibilities,
and working conditions of the
job; and (3) determining the
workers characteristics needed
for successful performance.



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Methods of Job analysis
Observation Method-(a) Direct observation method,(b) Work
method analysis (c)Critical incident Technique.
Interview Method– (a) Individual interview method & (b)
Group interview method.
Technical Conference Method
Structured questionnaire Method
Diary method
Functional Job Analysis

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Job Analysis Components
1. Job Description :It involves classifying and
summarizing data according to specific duties,
task related behaviors, personnel requirements,
and other descriptive characteristics of the job.
GUIDANCE ON WRITING JOB DESCRIPTIONS
Ø JOB TITLE.
Ø THE DEAPARTMENT
Ø POSITION
Ø AREAS OF RESPONSIBILITY
Ø LOCATION
Ø SPECIAL CIRCUMSTANCES
Ø SIGNED AGREEMENT BY POSTHOLDER & DATE

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Job Analysis Components Cont…
2. Job specification:
Ø A job Specification is a minimum acceptable human quality
necessary to perform a task.
Education, Qualification and training of employees.
Work experience
Work based competencies
Behavioral competencies.


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Job Specification Model

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Job Analysis Components Cont…
3. Job Evaluation: It
is a procedure for
measuring the
relative contribution
of each job and
ranking these jobs in
accordance with
these measurements.



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Job Evaluation Chart
Job evaluation chart is
basically used in the
organization to
evaluate the
Performance,
qualities and the
efficiency of the
employees


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 1.Job design
2.Job enlargement
3.Job rotation
4.Job enrichment

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Job design
Job design is the specification of the content of
a job, the material and equipment required to
do the job, and the relation of the job to other
jobs.
Job rotation - increases task variety by
periodically shifting employees between jobs
involving different tasks.

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Drawbacks
Remained only in papers
Employees could not plan
 their own career path
Training cost is increased
Job enlargement
 Job Enlargement is the horizontal expansion of a
job. It involves the addition of tasks at the same level
of skill and responsibility. It is done to keep workers
from getting bored. It is different than job enrichment.

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 Job enrichment
Job Enrichment is the addition to a job of tasks that
increase the amount of employee control or
responsibility. It is a vertical expansion of the job as
opposed to the horizontal expansion of a job, which
is called job enlargement.


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Job Enrichment

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