Livestock Economics, Marketing and Business Management

INTRODUCTION-PERSONNEL MANAGEMENT

• A manager gets things done through other people. These people (human resources) use material resources such as land, money, machinery, equipments, materials, etc.It is the responsibility of managers to ensure that the employees utilize these resources in optimum manner.
• There is minimum wastages of resources and maximum returns on investment made in resources.
• Similarly an enterprise spends considerable amount of money on acquit ion, training, remuneration, motivation etc., of its employee.
• Unless the employee work with devotion, their performance will be poor. They will not make effective utilization of material resources.
• Therefore, the effective utilization of human resources is even more important.
• Management is said to be effective, of when enterprise is utilizing its human and natural resources effectively to achieve its objectives.
• But at the same time it does not mean that human resources should be utilized only as a resources.
• Employees are human being with emotions and aspirations of their own.
• It is also the duty of management to treat employees with dignity and sense of belongings.

Personnel management

• Personnel management is the sub area of the general management.
• It concentrates on the human activity element of the general management.
• It is concerned primarily with manpower resource or inputs.
• "Personnel management is the planning, organizing, directing and controlling of procurement, development, compensation, integration and maintenance of people for the purpose of contributing to organisation, individual and social goals."

Functions of  Personnel Management

• Personnel manager has to perform the managerial functions such as planning, organising, directing, motivating and controlling personnel working in his department.
•  In addition to these managerial functions he has to perform the following operative functions also.
  • Procurement - recruitment, selection, placement and induction of the new employees
  • Development - performance appraisal, promotion, transfer of employees
  • Compensation - remuneration in the form of wages, salaries, bonus
  • Integration  - integrating the organizational, social and individual goals
  • Maintenance - health and safety, favourable work environment, employee benefits and services, labour welfare work, worker participation in management.
• Every work  whichever type it may be, to whichever category it may belong is characterized by certain inherent criteria known as work specifications.
• Procedure for securing, organising and combining the important facts related to work enable the personnel department to assess the quality and characteristics of the operator in performing the same, is regarded as an essential basis of work analysis.
• The man entrusted with this work is popularly known as work analyst.