Meaning of Personnel Administration
(Meaning of personnel administration)
(1)Personnel administration is that part of administration which is
concerned with people at work.
(2)It deals with the relationship of people within an organisation.
(3)It deals with all aspects of administration of personnel from recruitment
to retirement.
(4)It involves personnel planning and forecasting.
(5)It relates to the functions of policy formulation, policy implementation,
social change, modernisation, administrative reforms and public relations.
(6)It aims at optimum utilisation of human resources.
(7)It is also called 'personnel management' labour relations' manpower
management.
(The Nature of personnel administration)
(1)The changes in the socio-economic environment has its effect on personnel
administration.
(2)It is also affected by political environment.
(3)There has been diversifications in personnel functions.
(4)There has been proliferation of personnel activities.
(5)Personnel are required to perform line and staff functions.
(6)Personnel administration functions in both formal and informal organisations.
(7)The problem of personnel administration differ from one organisation to
ther other.
(The development of personnel administration in India)
(1)Royal commission on labour, recommended the appointment of labour
officers in 1931.
(2)The industrial disputes in 1920S forced the government and businessmen
to think in terms of promotion of personnel administration.
(3)Recognition of trade unions in india.
(4)Appointment of labour officers with the jute millls.
(5)The tripartite labour conference in 1941 gave a boost to establishment
of cordial labour relations.
(6)The factories act of 1948 laid down the appointment, duties and qualifications
of welfare officer in industries.
(7)Emergence of personnel officer in various organisations.
(The scope of personnel administration in India)
(1)Personnel administration incorporates all aspects of management of persons
in an organisation.
(2)Personnel administration has to establish cordial relations among the
employees.
(3)It concentrates on various aspects of management like recruitment, training
, promotion, employees, welfare etc.
(4)It has to constantly interact with the chaning social, economic and
political environment.
(5)Framing of conduct rules and laying down procedures of disciplinary action
are an important part of personnel administration.
(6)Provision of a joint consultative machinary establishment of public
service tribunals and retirement benefits are the responsibilities of
personnel administration.
(1)Personnel administration is that part of administration which is
concerned with people at work.
(2)It deals with the relationship of people within an organisation.
(3)It deals with all aspects of administration of personnel from recruitment
to retirement.
(4)It involves personnel planning and forecasting.
(5)It relates to the functions of policy formulation, policy implementation,
social change, modernisation, administrative reforms and public relations.
(6)It aims at optimum utilisation of human resources.
(7)It is also called 'personnel management' labour relations' manpower
management.
(The Nature of personnel administration)
(1)The changes in the socio-economic environment has its effect on personnel
administration.
(2)It is also affected by political environment.
(3)There has been diversifications in personnel functions.
(4)There has been proliferation of personnel activities.
(5)Personnel are required to perform line and staff functions.
(6)Personnel administration functions in both formal and informal organisations.
(7)The problem of personnel administration differ from one organisation to
ther other.
(The development of personnel administration in India)
(1)Royal commission on labour, recommended the appointment of labour
officers in 1931.
(2)The industrial disputes in 1920S forced the government and businessmen
to think in terms of promotion of personnel administration.
(3)Recognition of trade unions in india.
(4)Appointment of labour officers with the jute millls.
(5)The tripartite labour conference in 1941 gave a boost to establishment
of cordial labour relations.
(6)The factories act of 1948 laid down the appointment, duties and qualifications
of welfare officer in industries.
(7)Emergence of personnel officer in various organisations.
(The scope of personnel administration in India)
(1)Personnel administration incorporates all aspects of management of persons
in an organisation.
(2)Personnel administration has to establish cordial relations among the
employees.
(3)It concentrates on various aspects of management like recruitment, training
, promotion, employees, welfare etc.
(4)It has to constantly interact with the chaning social, economic and
political environment.
(5)Framing of conduct rules and laying down procedures of disciplinary action
are an important part of personnel administration.
(6)Provision of a joint consultative machinary establishment of public
service tribunals and retirement benefits are the responsibilities of
personnel administration.
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