The personnel department in organizations is a unique
position. It involves a wide range of activities than any other function
in the organization. At the same time, every person in the organization
is a personnel person in the sense that each is dealing with personnel
decision problems on a day-to-day basis.
Personnel management involves all matters in an organization
regarding decision about people. It focuses on three inter-related
1. HUMAN RELATIONS:
Individual motivation, leadership, group relationship.
2. ORGANIZATION THEORY:
Job design, managerial spans of control, work flow through the
3. DECISION AREAS:
Acquisition development, regarding, rewarding and maintenance of human
Personnel work is heterogeneous. The people who perform it
have many different backgrounds and serve many different functions. In
different countries, we would find in personnel department's people with
different backgrounds as lawyers, engineers, psychologist, teachers,
accountant, economist, business administrator, social scientist or
In Pakistan, in addition to MBA, we have mostly retired army
personnel, administrator and law graduates.
A personnel is considered a staff department within the
organization. The personnel department has been perceived as having many
different kinds of relationships with other organizational units.
Personnel manager has been viewed as a planner, a change agent, and an
Among the many role relationships attributed to the personnel
department, some as accepted as—
* Providing advice and counsel
* Staff officers
* To develop policies, rules, and regulations
* Audit and control
These role relationships may lead to interorganizational
frictions. The personnel department and managers from different
organizations differ in the amount of power and stature they hold. There
is little consensus among firms in Pakistan as to exactly what kind of
work the personnel manager should do. At one extreme, we find low-status
personnel departments doing little more than wage and salary
administration, and on the other end, high status groups carrying the
same name but deeply involve in the organizations long-term objective
setting and the development of its management structure.
There are a number of ways in which an organization may
enhance the power and stature of its personnel department. One of the
most important of these is the assignment of the personnel managers to a
high level in the organization hierarchy — probably as a vice
president reporting directly to the president of the firm. This action
will not only provide status to the personnel department but also
provide a back up for bringing good ideas for personnel programmes
directly to the organization's top executive officer.
If personnel manager have been placed in top-level positions,
their status and role may be made to appear mare legitimate through such
techniques as providing them with an impressive little (such as vice
president for human resources), giving them attractive office space and
equipment, and placing them
in close physical proximity to the president of the firm to enhance
interpersonal relations between the two.
We can summarize the key point of personnel management with
following guidelines to the personal manager.
Plans and carries out policies relating to all phases of
personal activity. Recruits, interviews, and selects employees to fill
vacant positions. Plans and conduct new employee orientation to foster
positive attitude towards company goals. Keep records of insurance
coverage, pension plans, and personnel transactions, such as hires,
promotions, transfers, and terminations. Investigate accidents and
prepare reports for insurance carrier. Conducts wage survey within
labour market to determine competitive wage rate. Prepare budget of
personnel operations. Writes separation notices for employees separating
with cause and conducts exit interviews to determine reasons behind
separations. Prepare reports and recommends procedures to reduce
absenteeism and turnover. Contacts with outside suppliers to provide
employee services, such as canteen, transportation, security service.
May keep records of hired employee characteristics for governmental
reporting purpose. May negotiate collective bargaining agents with
business representation labour union.
Today, more than ever before, many personnel managers have an
opportunity to assume a more active and dynamic role. More knowledge
about personnel management is available to them today than ever before.
They can use new technological developments to increase their possession
of information and expertise, which will enhance their power and
influence others in organizations.