According to Edwin B. Filppo, “Personnel Management is the planning, organizing, directing, and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resources to the end that individual, organizational and social objectives are accomplished” (Prasad, 2006).
C.H. Northcott says that “Personnel management is an extension of general management, that of promoting and stimulating every employee to make his fullest contribution to the purpose of the business.” From his viewpoint, personnel management is a part of the managerial function, which promotes employees through their development, and it leads to achieving organizational goals. The personnel management primarily includes three objectives. Those are as follows:
I. Enterprise Objectives: Enterprise objectives are the achievement of economic and practical organizational goals. Employee’s and employer’s co-operation is highly required to achieve organizational goals. So, capable employees needed to complete the organizational goals. In that case, training and development, the suitable policy of recruitment and selection are necessary to make more efficient employees. Personnel management always tries to satisfy the workers because if employees are satisfied, then they ensure their wholehearted co-operation. However, Personnel managers are offering the most attractive financial and other incentives to meet their employees. Enterprise objectives achievement is only possible if every employee contributes their level best.
II. Personnel Objectives: Personnel objectives primarily include allocating the highest possible satisfaction of individuals. Personnel management aims to improve the employee’s mental and physical pleasure in the organization. The comfort is possible when the employees provide a proper working environment. The working environment Introduction and background of the study should be maintained according to the laws such as adequate ventilation system, clean working place, etc. Other influencing factors related to job satisfaction may be job security, reasonable remuneration, attractive financial incentives, which ultimately lingering performance.
III. Social Objectives: Social objectives are primarily involved in the development of society. The organization has been directly contributing to the community through corporate social responsibility. Indirectly helps them create more employment opportunities or minimize their profit.
Academically personal management has three aspects and all those aspects related to human resources:
I. The Welfare Aspect which concerned with the development of the quality of working life such as creches, canteen, drinking water, housing, recreation, etc.
II. The Personal Aspect deals with the recruitment, selection, incentives, remuneration, productivity, etc.
III. The IR Component covers labour union, workplace dispute settlement, arbitration, unionization, etc.
For citing this article use:
- Bhattacharyya, D. (2020). Impact of e HRM on Transactional Functions of HRM An Empirical Study on FMCG Manufacturing Companies Located in West Bengal.
