INDIA GOOGLE ALL FARMATE

The purpose of india google all farmate is to provide you all information related to news, education, technology, general information, local , general knowledge, tech india google all farmate is mp online vacancy government job rdvv admission, counselling,course,education computer, virus,mobile,latest bharti news ,information local, which is truth.

Translate

personal managenet


PERSONAL MANGEMENT


personal management key of worker and organization both are significant part of management connected with employees at work with their relationship within organization .

Concept of Personnel Management


The personnel management is that part of the management which pertains to the employees and other labour-class workers who have to be managed for their proper working. 
In other words, it may also be sad that for the purpose of maximum efficient utilisation of the labour power, studying the problems of the employees and searching out as well as
implementing their humanitarian and scientific solutions, might be designated as 'personnel management'.

                It has become almost the main duty of the management to look to the proper working conditions, etc. of the employees. It is not surprising that some of the welfare activities too are sometimes included within the jurisdiction of the personnel managers. Thus the personnel management is concerned with that science which attempts to resort to the best utilisation and maximum use of the manpower working in the industrial units. It, thus,
includes the complete development of the personality of the employees
working in the industrial concerns. Since the nature of this work is of a
technical type, it needs the personnel managers to be well conversant with
the latest techniques in the sphere. Thus it is that aspect of the management
process which is related to the human elements of an organisation.Definitions of Personnel Management. 

Functions of Personnel Management

(1) Recruitment of employees.
(a) Employee planning. The management has to decide the number
of vacant posts, the type of work and the qualifications of the employees
(b) Inviting applications. Applications are invited from the
(c) Selection of employees. After examining and testing the ability,
required.
suitable candidates through different sources.
efficiency, competence and experience of employees, the most suitable
candidates are selected.
(d) Appointment. The selected candidates are appointed.

(a) Training of employees. After the appointment, employees are specifically trained for the job being assigned to them in the organisation.
(b) Evaluation of employees qualities. The management evaluates the performance of employees and determines efficient and inefficient employees.
(2) Development of employees
After careful testing, employees' suitability for the job is also verified.
C) Transfer of employees. The Personnel manager has to transfer
employees from one place to other according to their ability, competence, and
experience and als0 according to the needs and interests of the organisation.
(d) Promotion of employees. Employees are promoted to higher
ranks on the basis of their merit and seniority.
(3) Remuneration to employees
(a) Job evaluation. Fixing reasonable wage-rates after analysing
the processes involved in the job and proficiency required for it.
6)Determining wage-rates and methods of their payment. The
personnel manager has to decide wage-rates whether piece-rate, time rate
or incentive wages system.
()Determining perquisites. It has also to be decided what
particular financial and non-financial incentives will be paid to workers in
addition to wages and salaries.
(4) Integration of employees
(a) Motivation. The management must encourage the employees by
making provisions of financial and non-financial incentives linked with efficiency.
(b) Co-operation. There should be maximum co-operation
between individuals and groups to achieve the maximum objectives of the
business.
(c) Elimination of conflicts. An effective management resolves
conflicts between individuals and groups and prevents their recurrence.
(d) Mutual exchange of views. There should be proper
arrangement of meeting between workers and management, so that each
others doubts and misunderstandings are removed.
(e) Group agreements. Group meeting should be held to consider
the causes for workers unrest and management's views. Efforts should be
made to reconcile the disputes through agreements.
(5) Maintenance of personnel
to work more.
provisions of proper air, water, ventilation, lighting, temperature etc.
In includes those measures, which are taken to enable employees
(a) Establishing healthy atmosphere of work. It includes
(b) Safety and security. Workers should feel themselves secure. Thev
should be free from accidents, remain secure and expect a prosperous future.

No comments:

Post a Comment

thank to you

india google all farmate

india google all farmate
IGAF