Personnel Management

Personnel management, also known as human resource management (HRM), encompasses a range of activities related to managing an organization's workforce.The goals of personnel management are multifaceted and may vary across organizations, but they generally include the following. Attracting qualified and suitable candidates for job openings. Selecting the right individuals who fit the organization's culture and requirements.Providing employees with the necessary skills and knowledge to perform their jobs effectively.Setting performance expectations and goals.Regularly assessing and evaluating employees' performance.Providing feedback and coaching for improvement.Overall, effective personnel management contributes to organizational success by maximizing employee performance, promoting a positive workplace culture, and aligning human resources with business objectives.

Yes, although in some circumstances they may be used interchangeably, personnel management and human resource management are distinct from one another.The early 20th century saw the emergence of personnel management, which was mainly concerned with labor law compliance, administration, and employee welfare.In comparison to human resource management, it is frequently seen as being more administrative and reactive.It focuses on handling regular duties like payroll, hiring, and employee relations. Later in the 20th century, especially in the 1980s, personnel management gave way to human resource management.It is seen as a more cutting-edge and calculated method of managing personnel in businesses.It is strategic and proactive, concentrating on coordinating human resources with the organization's overarching business objectives. It entails a more thorough and integrated method of personnel management.

As you may already know that Personnel Management is a crucial function within an organisation that focuses on managing and optimizing the workforce. One of the main purposes of personnel management is to assist in finding and hiring the best talent for the company. Programs for the training and development of employees fall under the purview of personnel management. Setting performance standards, carrying out performance reviews, and giving staff feedback are all part of personnel management. It helps keeping good ties with employees is essential for a productive workplace. Personnel management is responsible for overseeing benefits including health insurance, retirement programs, and other perks, as well as for calculating fair and competitive salary packages. Keeping up with labor rules and regulations is an essential component of managing people.

The course of Industrial Relations and Labour Welfare was started in 1973 in the Department of Sociology, Social Work and Industrial Relations and Labour Welfare and was given independent status of a department in 1976. The increasing tempo of Industrialization, growing importance of Human Resource Management function in Industrial and Business Organizations and consequent need for trained personnel in the field of Man-Management led to the creation of this department. It was realized that a full-time two year programme with intensive training in Human Resource Management would be more useful to meet the needs of the growing human resource management professions.