THE

PERSONNEL
DEPARTMENT
 PERSONNEL DEPARTMENT

SR. PARTICULRS PAGE

NO. NO.
1 INTRODUCTION
2. ORGANISATION OF PERSONNERL DEPARTMENT
3. FUNCTION OF PERSONNEL MANAGEMENT
4. MANPOWER PLANNING
5. RECRUITMENT
6. SELECTION
7. TRAINNING & DEVELOPMENT
8. JOB DESCRIPTION
9. PROMOTION
10. WAGE & SALARY ADMINISTRATION
11. BENEFITS & SERVICES
12. PERFORMANCE APPRISAL
13. TRADE UNIOUS
14. PROVIDENT FUND SCHEME
 INTRODUCTION

The success or failure of an organization depends on materials,

machines and equipment but on the efficiency of the personnel to put their
best efforts for an efficient performance of their job.
To achieve the basic objective of an organization, efficient and
effective use of the people at work is essential. Personnel management is
the general management of people at work. Personnel management is a
function of the general management with the objective of ensuring that
every employee makes his fullest contribution to the achievement of the
objective of business.
The objective of personnel management is to achieve
maximum individual development, desirable work atmosphere and
interpersonal relations. This essence of personnel management is the
understanding of people at work and or the basic of these knowledge
formulating personnel policies of the enterprise.
The management of men is challenging task because of the
dynamic nature of the people. NO two people are similar in mental
abilities, traditions, sentiments and behavior.
“Personnel management in that part of the management
which is primarily concerned with the human relationships within an
organization.”
“The personnel function is concerned with the
procurement, development, compensation, integration and
maintenance of the personnel for the purpose of contributing towards
accomplishment of that organization major goal of objectives.”
The success of the business depends on the brains. Personnel
in the company. The company should have efficient and sufficient
manpower that have the path towards success.
 ORGANIZATION OF PERSONNEL
DEPARTMENT

An organization is a group of individuals who co-ordinate into

different levels of authority and segments of specifications for the purpose
of achieving the goals and objectives of the organization.

“ The organization is the process of identifying and for up

the work to be performed, defining and delegating responsibility and
authority and establishing relationship for the purpose of enabling
people to work most effectively together in establishing of objectives.”

The internal organization structure of personnel department

varies widely in different, companies depending upon their size. As in
small companies personnel functions are discharged but in large company
where personnel activities are generally of a complex nature separate
department is organized for the purpose.
FUNCTIONS OF PERSONNEL MANAGEMEMNT

Function of Personnel Management

Managerial Function Operational function

 Planning  Procurement of Personnel

 Organizing  Development of Personnel
 Directing  Compensation to Personnel
 Controlling  Employees Benefit
 Maintains Industrial Relation
 Record Keeping
 Personnel Planning Evaluation
 MANPOWER PLANNING OR HUMAN
RESOURCES PLANNING

Manpower planning means developing and determining

objective policies and programs to Develop and utilize the existing
manpower in the desired direction to achieve organizational objectives i.e.
appointing right man on the right job at the right time.

“An executive manpower planning programmed can be

defined as an appraisal of an organization’s ability to perpetuate itself
with respect to its management as a determination of measures
necessary to provide the essential executive talent.”

There are generally two types of HRP

 SHORT TERM HUMAN RESOURCES PLANNING

 LONG TERM HUMAN RESOURCES PLANNING

 SHORT TERM HRP

Short term HRP is made for short period, say for one year.
Short term plans are concerned with specific projects and programmers
existing personnel can hardly match completely the requirement of a job.
Thus in short term manpower planning, the basic problem is to match the
existing individuals and filling current vacancies as a best one can do with
available manpower.
  LONG TERM HRP

Long term HRP is made for long period, say for five to six
years. An organization has flexible of matching its human resources and
jobs by taking action which have long run inspect i.e. recruiting
employees.

Doing this thing does in KICH MARKETING PVT. LTD.

Manpower planning in a very systematic way they utilize human
resources as max possible way. Company has also three and six month’s
probation period.
 RECRUITMENT

Once the manpower requirement has been determined

recruitment is the next logical step in staffing process. Recruitment is the
process of identifying the sources for prospective candidates and to
stimulate them to apply for the jobs.

“Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the
organization.”

TWO SOURCES OF RECRUITMENT

Internal sources:-
Internal source include personnel already on the pay roll of the
organization. Whenever any vacancy arises, somebody from within the
organization may be looked into.

External source:-
External sources of recruitment refer to prospective candidates
outside the enterprise. They usually include new entrants to the labour
force the unemployed and people in other organization seeking a charge.

KICH MARKETING PVT.LTD. Fills up its vacancies

through promotion of people available in the organization and through the
selection of people from outside that is through advertisement in
newspaper, through job fair,colleges,placement agency, advertisement,
through website like Naukari.com,Timesjob.com
 SELECTION

Selection is the second step in the process of procurement of

people. It is the process of choosing the individual who possesses the
necessary skills, abilities and personality to successfully fill specific job
as in the organization. It is a negative process then recruitment because a
person either gets a job or not.

“Selection is the process of choosing best alternative out of

number of alternative.”

In KICH MARKETING PVT.LTD. selection procedure is

undertaken in following way.

1. SCREEING APPLICANTS
First of all personnel manager will check all the information contained
application from the concern in order to ensure that whether it meets the
standards or not. If it meets then the suitable candidate is called for the
further selection process that is interview.

2. INTERVIEW
Here an effort is made by the personnel manager to get overall information
of the candidate like candidate work experience, candidate further
planning etc.
 3. APPROVAL
On the basis of above steps suitable candidate is selected and are asked to
be present on specified date.

Procedure for Personnel Selection

A. Scrutiny of Application form
B. Preliminary Interview
C. Application Blank
D. Employment Tests
a. Trade test
b. Psychological
i. Aptitude test
ii. Intelligence test
iii. Interest test
iv. Knowledge test
v. Projective test
vi. Personality test
E. Employment interviews
F. Reference Check
G. Medical Examination
H. Final Selection
 TRAINING AND DEVELOPMENT
Training is short term process utilizing a systematic and
organized procedure by which non managerial personnel learn technical
knowledge and skills for definite purpose. Development is a long term
education process utilizing a systematic and organized procedure by
which managerial personnel can learn conceptual and theoretical
knowledge for general purpose.

“Training is the act of increasing the knowledge and skills

of an employee for dong particular job.”

By training the employees acquire new manipulating skills,

technical knowledge etc, Thus increasing the knowledge and skills of the
employee for better performance on job.

In KICH MARKETING PVT.LTD. Training is given in two

ways, which are as under:

 On the job training method

 Off the job training method

In KICH MARKETING PVT.LTD. Training is given to every

one including to management because they understand that training is
must for the employees that in new or old. Company organized 7 days
orientation programme and on the job training for office employees.

For new and old employees on the job training is also given.
To improve production skill regular lecture also taken by the management
and also outside guest lecture arranged by the management.
 JOB DESCRIPTION

Job Description is an important document, which provided

organizational information, and functional information like location,
structure, and authority, what the work is etc, job description is necessary
of employee after the employment of one candidate.

A Job Description enables the manager to frame suitable

questions to be asked during an interview. Job Description also helps Top
Executives especially when they jointly discuss one another’s
responsibilities over lapping and conclusion of the duty and responsibility
descriptions. A Job Description becomes a vehicle for organization to
change and improvement.

The information covers

 Working conditions
 Nature of job
 About superior when he get order and guidance.
 About subordinates to whom he has to control.

Job Description is present in KICH MARKETING PVT.LTD.

Where by the heads of various departments and the clerks are smart and
intelligent enough to know and learn the work and experience also.
 PROMOTION

Promotion is the advancement of an employee to better in

terms of responsibilities more prestige or starts, greater skill, higher grade
and salary and increased privileges also.

“Promotion involves a change from one job to another that

is better in terms of status and responsibilities.”

THERE ARE TWO TYPES OF PROMOTION

 JOB PROMOTION: - In terms of placement at higher level.

 PAY PROMOTION: - In terms of increase in salary.

THERE ARE TWO BASES ON WHICH PROMOTION IS GIVEN

 ON THE BASES OF SENIORITY.

 ON THE BASES OF MERITS.

In KICH MARKETING PVT.LTD. Promotion is given on the

basis of performance. Company considering attitude towards the work
and their higher authority, Behaviour during the work, communication
skill, convincing power, innovative skill. The manager takes all
promotion decision. First ask for all reports of the employees from the
personnel department. After that they analyze that reports and make
decision that will be promoted and also fixation of authority and
responsibilities. And than promotion letter is send to the employee,
departmental head and the personnel department.
 WAGE AND SALARY ADMINISTRATION
“Wages are the payments made to the employees as
compensation for the services rendered by them to an enterprise.”

Wage and Salary administration is essentially the application

of a systematic approach to the problem of ensuring those employees are
paid in logical, equitable and fair manner.

A Wage is the remuneration. It refers to the hourly paid for the

service of labour in production, periodically to an employee of workers.
Salary refers top the weekly of monthly rates paid to clerical
administrative and professional employee.

Wage and Salary Administration refers to the establishment

and implementation of sound policies and practices of employees’
compensation. The basic purpose of Wage and Salary administration is to
establish and maintain and equitable Wage and Salary structure.

In KICH MARKETING PVT.LTD. Organization managerial

staff gets a monetary salary of more than Rs. 4000.per month. Moreover
the operative laborer also gets a monetary Salary of Rs. 105 per day.
(Unskilled worker).Company gives the salary on the basis of skill.
 BENEFITS AND SERVICES

BENEFITS:

Generally the companies provide benefits in two terms that is

monetary and non-monetary.

“Those benefit which are supplied by an employer for the

benefits of an employee and which are not in the form of wages, salary
and time rated payments.”

KICH MARKETING PVT.LTD. Is also providing benefit

schemes to their employees, which are listed below.

 OVER TIME BENEFITS

If the employees produce more than the target production then

they get extra benefits.

 TRAVELLING ALLOWANCE

Generally, company does not providing traveling facilities to

their office staff and labour.But as far as marketing department is Concern
Company provide vehicles on the basis of performance. (Like car, bike
and moped)

 UNIFORM FACILITY
 The company is providing uniform facility to the
employees. Various departments have various dresses. like office staff
and production department.

 SAFETY MEASURES FACILITY

Company provides gloves, goggles, apron, industrial safety

shoes, ear ask etc. to the employees so that physically they are protected
while working in the factory.

 CANTEEN FACILITY

The company is providing basic canteen facilities to all the

employees at regular interval.

 MEDICAL SERVICES

The company provides medical service like aid to the employees. In

serious cases they are taken to the hospital. Company also organized
medical check up camp for employee.
 PERFORMANCE APPRAISAL
Employee appraisal is an important to manpower development
because it reveals strengths and weaknesses of an employee and a
development plant can be prepared for each employee. Development of a
person based on appraisal of his performance leads to improved job
performance. The appraised employee can qualify himself for higher
responsibilities, more rewarding assignment and promotion.

Performance appraisal is systematic evaluation of eh

individual with respect to his performance on the job and his potential for
development. The immediate superior in charge of such performance
appraisal. The managerial appraisal should measure both performances in
achieving goals and plan as well as performance as employee in all
managerial function such as planning, directing, controlling, organizing
and leading,

The main purpose of performance appraisal is:-

 Evaluation of performance of work assigned.

 Determining suitability for promotion or transfer,
 Make employee aware of their key performance area.

In KICH MARKETING PVT.LTD. The performance

appraisal is done on the base of work and quality of the work and time
taken for the work. KICH MARKETING PVT.LTD. First established the
standards for the performance for example 10 units produced per hours
than that is the standard and the appraisal is done how many unit is
produced in how much time and what is the quality is there.

PROVIDENT FUND SCHEME

PF scheme is a king of saving. Any company having more that

50 employees can join this scheme. This is statutory scheme meant for
welfare of the employees. In India it was started in 1962 and applied in all
the industry. It is necessary for every company to give PF scheme to its
permanent employees.

The company is providing Provident Fund Schemes to their

permanent employees. In practice the company cuts 12% from their
(employees) basic salary and they (owner) add the same amount and the
amount are credited to the respective employees account.