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The responsibility of establishing good public relations lies with the HRM to a
great extent. They organize business meetings, seminars and various official
gatherings on behalf of the company in order to build up relationships with other
business sectors. Sometimes, the HR department plays an active role in
preparing the business and marketing plans for the organization too.
Any organization, without a proper setup for HRM is bound to suffer from serious
problems while managing its regular activities. For this reason, today, companies
must put a lot of effort and energy into setting up a strong and effective HRM.
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(iv) The labour officer should fulfill many duties and should particularly initiate
and administer welfare measures.
2. Appointment of Labour Officers:
Labour officers were entrusted with the responsibility of promoting welfare
activities. They functioned as industrial relations officers to handle grievances.
The Bombay Mill Owners Association in Bengal appointed Iabour officers to settle
grievances and disputes.
3. The Second World War:
During the Second World War, the need for enlisting labour support for the war
effort was considered imperative.
These officers were generally entrusted with the handling of welfare and labour
administration. They were to deal with working conditions, canteens, ration
shops, recreation facilities, medical facilities, workers housing etc.
The Second World War resulted in welfare officers being appointed by
government as well as industry. The function of the welfare officers included
welfare activities, personnel activities and industrial relations.
4. Enactment of Industrial Disputes Act:
The enactment of the Industrial Disputes Act 1947 made adjudication
compulsory. This made the welfare officer handle disputes and adjudicate
relating to conditions of service, wages, benefits etc.
The welfare officer thus became industrial relations officers. As a result
employers employed welfare officers with a legal background.
5. Enactment of Factories Act:
Section 49 of the Factories Act 1948 made it obligatory for factories employing
500 or more workers to appoint welfare officers.
A welfare officer had a list of duties laid down for him. Thus, they had to perform
activities concerned with welfare, personnel administration and industrial
relations.
6. 1960 And After:
Till 1960, recruitment was untouched by law but the rapid growth of industry and
the consequent demand for skilled and semi-skilled workers led to the
government enacting the Employment Exchange Act, 1959, to regulate
recruitment of workers and the Apprentice Act, 1961, to regulate the training of
workers to some extent.
7. In India:
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Thus, human resource management in India began with industrial discipline and
getting rid of troublemakers. At a later stage, personnel officers were appointed
as labour welfare officers to satisfy statutory requirements.
Later, the role of a personnel officer was converted into that of an industrial
relations officer. Today, his role is that of a human resource manager.
He works in the three areas-labour welfare, industrial relations and personnel
administration.
Functions of personnel management and role of personnel manager:Functions:1. Managerial Functions:
The Managerial functions of a personnel manager involve POSDCORB (Luther
Gullick) i.e., Planning, organization, staffing, directing, coordinating, reporting
and budgeting of those who actually perform the operative functions of the
Personnel Department.
The following are the managerial functions (viz. planning, organizing, directing
and controlling) performed by a personnel department:
A. Personnel Planning: Planning lays down a pre-determined course to do
something such as what to do, how to do, where to do, who is to do etc. A
personnel manager plans in advance the trend in wages, labour market, union
demands etc. Through planning, most of the future problems can be anticipated.
B. Organizing:
According to J.C. Massic, An organization is a structure, a framework and a
process by which a co-operative group of human being allocates its task among
its members, identifies relationships and integrates its activities towards
common objectives. The personnel manager has to design the structure of
relationships among jobs, personnel and physical factors so that the objectives of
the enterprise are achieved.
C .Directing:
This function relates to guidance and stimulation of the subordinates at all levels.
The personnel manager directs and motivates the employees of his department
so that they work willingly and effectively for the achievement of organizational
goals,
D. Controlling:
A personnel manager has to constantly watch whether there is any deviation
from the planned path. Controlling is concerned with remedial actions.
Continuous monitoring of the personnel policies relating to training, labour
turnover, wage payments, interviewing new and separated employees etc., is
the backbone of controlling.
Compiled By Prof. A.N Arsiwala
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2. Operative Functions:
The operative functions of the Personnel Department are also called service
functions. These include.
(a) Procurement function
(b) Development
(c) Promotion, transfer and termination function
(d) Compensation function
(e) Welfare function
(f) Collective bargaining function
(g) Miscellaneous functions.
These functions of the personnel Department are discussed below:
(1) Procurement:
It includes:
(a) Recruitment i.e., tapping the possible sources from where prospective labour
supply will come.
(b) Getting information regarding prevailing wage rates and job requirements.
(c) Selecting the best candidate by following a systematic selection procedure.
(d) Maintaining the records of employees.
(e) Introducing the new employee to the officers of the other departments such
as Security Officer, Time Keeper, and Cashier etc.
(2) Training or Development Function:
The training of the new employees and also of those who are being promoted is
the crucial function of Personnel Department. A training programme is devised
for this purpose. The training increases the skills and abilities of the employees.
The various aspects of training are:
(a) Training to new employees, instructors and supervisors.
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and evaluating competitive pay practices. A comp and benefits specialist also
may negotiate group health coverage rates with insurers and coordinate
activities with the retirement savings fund administrator. Payroll can be a
component of the compensation and benefits section of HR; however, in many
cases, employers outsource such administrative functions as payroll.
Compliance:Compliance with labor and employment laws is a critical HR function.
Noncompliance can result in workplace complaints based on unfair employment
practices, unsafe working conditions and general dissatisfaction with working
conditions that can affect productivity and ultimately, profitability. HR staff must
be aware of federal and state employment laws such as Title VII of the Civil
Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and
many other rules and regulations.
Training and Development:Employers must provide employees with the tools necessary for their success
which, in many cases, means giving new employees extensive orientation
training to help them transition into a new organizational culture. Many HR
departments also provide leadership training and professional development.
Leadership training may be required of newly hired and promoted supervisors
and managers on topics such as performance management and how to handle
employee relations matters at the department level. Professional development
opportunities are for employees looking for promotional opportunities or
employees who want to achieve personal goals such as finishing a college
degree. Programs such as tuition assistance and tuition reimbursement programs
often are within the purview of the HR training and development area.
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