All thisrequires systematic personnel administration. Now the scope of personnel management has become wide and is concerned with organizing human resources with a view to maximize output and profits of the organisation and to develop the talent of the employees at work to the fullest possible extent securing personal satisfaction job satisfaction of the employees and personnel satisfaction as far as the organisation is concerned. T o obtain these objectives, personnel administration is concerned with planning,organising, directing, coordinating and controlling the cooperative efforts-ofindividuals within a n organisation. Personnel are the meansthrough which organisations develop. Human capital can be defined a s the sum total of knowledge, skills andaptitudes of the people in the society. Investment Decision: Evaluating the risk involved, measuring the cost of fund and estimating expected benefits from a project comes under decision. Objectivity requires internal auditors not to subordinate their judgment on audit matters to others.
The internal audit charter establishes the internal audit activity's position within the organization; authorizes access to records, personnel, and physical properties relevant to the performance of engagements; and defines the scope of internal audit activities. It is concerned with anatomy of a job. Welfare Aspect: It deals with working conditions, and amenities such as canteen, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. In 1948, the Factories Act ~ u l e s laid down the appointment, duties and qualificarions of a new statutory officer in industry called the Welfare Officer. With industrial development and the ushering in of global economy, there has been a tremendous growth in job opportunities and it is becomingly increasingly difficult to retain talent. It is with theirrequisite skills, aptitude, integrity and organising capacity that they can build theimaee of their oreanisations as effective institutions in natinn h ~ i i l d i n ~.
He performs both managerial and operative functions of management. He represents company in training programmes. Research and Development: This area deals with research and developmental activities of manufacturing department. It is concerned with promoting and stimulating competent workforce to make their fullest contribution to the concern. Training and development- this is a continous process of imparting, developing and upgrading personnel. Lets learn and understand about the nature and scope of financial management through the below details notes.
The task of personnel administration in such organisations becomes more intricate. To bring about government control over plants where losses are running high, or where products are produced in the public interest. Performance management- This will evalluate the performance. It has to develop linkswith immediate, intermediate and external environment t o make itself effective andefficient. It is a significant part of management concerned with employees at work and with their relationship within the organization. This official may or may not reIjott to personneladministrator.
While the scope of personnel management is limited and has an inverted approach, wherein workers are viewed as tool. The strength of a school's brand is based on the program's history, its ability to provide students with technical skills and opportunities for personal growth, and the reach of its alumni and industry network. It has evolved around the concept of welfare state. Recruitment and selection : This deals with hiring and employing human being for various positions as required. Taylors Scientific Management : F.
Explain and learn, Personnel Management: Functions, Nature, Principles, and Importance! Intellectual capital consists of specialized knowledge, tacit knowledge and skills, cognitive complexity, and learning capacity. Functional Areas of Management: These include: Financial Management includes accounting, budgetary control, quality control, financial planning and managing the overall finances of an organization. Business persons and their customers, dealers, suppliers, etc. Industrial Relations Aspects: This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary actions, settlement of disputes, etc. These are calledline agencies because thev are directly concerned with the execution or fulfilment ofthe primary objectives of the government.
It is not possible to satisfy the need for personnel in an organization if it does not have an active employee development programme. Thc ;rim is to csti~blishcortii:il rcl;~tions among the emp~oyFes and do away with frictional sitbations arising out of personal jealousies, rivalries and prejudices. The pioneers of scientific management,apart from increasing efficiency, aimed at fighting fatigue and monotony among theworkers. This view is partially true as management is concerned with the efficient and effective use of both human as well as non-human resources. The problems of personnel administration differ from one organisation to the other. They function in a areflexible manner and are not bound by rigid rules and regulations. Thus, understanding the scope of human resource management in a diversified economic environment becomes extremely important and this scope helps in setting an all around, dynamic management system.
All the activities of any enterprise are initiated and determined by the persons who make up that institution. Informal Organisations : These are shadow organisations of formal organisations. With the Great Depression in 1929, big business suffered a severesetback. The stafffunctionsare those which facilitate and assist the performance of line work. This includes the activities such as dessigning effective training activities, ensuring readines for training , creating learning environment and evaluating training programs. Helps in following regulatory policy of a nation which is developed to protect consumer interest 3.
Similarly, this branch of management has also been superseded by Human Resource Management. Both employer and employeeunions have come up. In context to human resources, it manages both individual as well as blue- collar workers. Any illegal act characterized by deceit, concealment, or violation of trust. Development Management involves experimentation and research of production techniques, markets, etc. This is called refresher training.