A STUDY ON IMPLEMENTATION OF PERSONNEL STANDARDS

Dr. K. KOHILA
Assistant Professor
Department of Business Administration
AYYA NADAR JANAKI AMMAL COLLEGE, Sivakasi
Mr. SANJAY BALAN S
III BBA(R)
Department of Business Administration
AYYA NADAR JANAKI AMMAL COLLEGE, Sivakasi
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Abstract
This research emphasizes the importance of human resource management (HRM) in
achieving sustainable competitive advantages in the age of globalization. HRM is an operation
designed to maximize employee performance in order to meet the employer's strategic goals
and objectives. Effective training and development is an investment in the human resource of
an organization, with both immediate and long-range returns. The report discusses some
strategies that companies can use to maximize employee performance and meet their strategic
goals and objectives. These include providing employees with opportunities for growth and
development, creating a positive work environment that fosters collaboration and teamwork,
offering competitive compensation packages, and implementing effective performance
management systems. This research highlights how effective Personnel Standards can help
organizations achieve sustainable competitive advantages by maximizing employee
performance. It provides valuable insights into how companies can invest in their human
resources through training and development programs to achieve both immediate and long-
term benefits.

1. Introduction
Personnel standards are essential aspects of human resource management (HRM) that
can help organizations develop the leadership of their staff. Personnel standards refer to the
means through which HR personnel can create extensive training courses and motivational
programs to direct and assist management in performing ongoing performance appraisals. The
importance of personnel standards lies in their ability to help organizations plan, organize, and
manage their human resources sector effectively. They also enable organizations to measure
the effects of programs, develop plans to improve the quality of the work environment, and
develop talent and future leadership. Incentive programs should be conducted, and HR
personnel should work with management for current performance evaluations. This report will
provide valuable insights into the conceptual evolution and definition of key terms related to
personnel standards. It will also discuss some strategies that companies can use to implement
effective personnel standards that maximize employee performance and meet their strategic
goals and objectives.
1.2 Statement of Problem
The observation and conversation with employees, it was observed that the companies
are not successfully implementing the Personnel standards. But, there is a problem in proper
follow up of the housekeeping method in order to achieve continuous improvement. Many of
the employees had a problem in understanding this new method due to lack of awareness,
insufficient training, lack of commitment from employees, follow up without standardized
procedures, absence of inspection.

2. Review of Literature
S. S. Nirmala's article attempts to review the outcome of personnel standards on
organization development in both private and public sectors in India. The Indian government
is taking proactive steps to fill the existing skill gap in order to position itself as a supplier of
trained human resources (skilled manpower) to the world. This presents more possibilities for
introducing innovative practices in Indian companies and making them world competitors.
Additionally, it is expected that the ageing economy phenomenon will create a skilled
manpower shortage of about 56.7 million globally by 2020. Furthermore, the success of the
information technology industry lies in its knowledge, which highlights the importance of
investing in training and development programs for employees.
Shayista Majeed Azra khan Rayeesa Sayeed's article aims to explore various practices
that organizations can undertake to become more environmentally friendly or "green." The
article provides an overview of green HRM practices' current state in the Indian context and
highlights significant works of different researchers in a simplified manner. The review
significantly delineates the potential of HRM functions, from job design to employee
empowerment, in making organizations green. In addition to reducing their negative impact on
the environment, these practices can also lead to positive outcomes for employees, such as
increased well-being and job satisfaction.
Shanthi Nadarajah, Vimala Kadiresan, Ramesh Kumar, Nurual Nissa Ahmad Kamil
and Dr. Yusliza Mohd. Yusoff's article focuses on the relationship between personnel
standards and job performance, and its importance towards career development. The article
notes that while there have been studies on the constructs of personnel standards and job
performance; little concentration has been focused on their relationship. The Major research
study of the Chartered Institute of Personal and Development (CIPD) revealed that it is
possible only to discern some positive associations between specific personnel standards and
performance. Additionally, employees equipped with high education impart powerful
knowledge and skills that can help them be effective in a competitive environment. The article
has adopted four important practices of personnel standards.

3. Methodology
 The methodology chapter of a research report is a critical section that outlines the
approach and procedures used to conduct the study. It includes several sections such as
background, statement of the problem, importance, objectives, scope, limitations, research
design, source of data, data collection instrument, population. These sections provide a
comprehensive overview of the research process and help ensure that the study is conducted
effectively and produces valid results. The methodology chapter helps readers understand how
the research was conducted and how the results were obtained. It also provides a framework
for evaluating the quality of the research and assessing its contribution to knowledge in a
particular field. A well-designed methodology chapter is essential for ensuring that a research
project is rigorous and produces reliable findings that can be used to inform practice or policy.

4. Results and Discussion

4.1 Training and Development
High knowledge business needs and strategies can help a company to achieve better
decision-making, gain a competitive advantage, increase productivity, provide better customer
service, and pursue continuous improvement.
Less power and responsibility among employees can result in decreased motivation,
limited creativity, reduced accountability, decreased collaboration, and high turnover rates. As
a result, companies should strive to empower their employees and create a culture of
ownership and accountability to achieve better performance and long-term success.

4.2 Rewarding & Awarding Employees

More procedures to dismiss a permanent employee can lead to increased bureaucracy,
reduced flexibility, lower employee morale, increased legal risks, and higher costs. Companies
should balance the need for due process with the need for flexibility and efficiency in their
operations, and ensure that employees are treated fairly and respectfully.
Less job rotation among employees can result in limited skill development, reduced
innovation, decreased job satisfaction, limited career growth, and a lack of cross-functional
understanding. Companies should strive to create opportunities for employees to rotate
through different roles and departments, enabling them to develop new skills, gain a broader
perspective on the business, and increase their engagement and job satisfaction.

4.3 Selection and Recruitment

Improving the hiring strategies in day to day life can lead to better quality hires,
increased diversity, improved retention rates, enhanced employer brand, and better alignment
with company culture and values. Companies should strive to create a fair and inclusive hiring
process that attracts top talent and fosters a positive candidate experience.
Considering education to be less important at the time of hiring can lead to increased
diversity, enhanced skill diversity, improved access to talent, reduced costs, and improved
employee morale. However, companies should carefully consider the potential benefits and
drawbacks of this approach and ensure that they are selecting candidates who have the
necessary skills and experience to succeed in the job.
5. Conclusion
Personnel standards are an essential component of any successful organization. By
establishing clear and effective personnel standards, businesses can ensure that they are hiring,
training, and managing their employees in a way that aligns with their goals and values.
Effective personnel standards should include clear job descriptions, performance expectations,
and evaluation criteria. By clearly defining roles and responsibilities, employees can better
understand what is expected of them and work towards achieving
g specific goals.
Personnel standards should also include training and development programs that help
employees acquire the skills and knowledge they need to perform their jobs effectively.
Ongoing training and development can also help employees stay engaged and motivated,
leading to improved job satisfaction and retention rates. In addition, personnel standards
should include fair and objective performance evaluations that provide employees with
feedback on their performance and opportunities for improvement. Regular performance
evaluations can help identify areas where employees may need additional support or training,
as well as opportunities for advancement within the organization.

6. References
1. Bader Obeidat, Hadeel Fareed Tawalbeh, Ra’ed Masa’deh, Mohammed Ali
Akour, “Reviewing the literature among Human Resource Management (HRM)
practices, Total Quality Management (TQM) practices and competitive
advantages,” Journal of Social Sciences Volume 8, Number 2, 2019.
2. Esthar Villajos, Nuria Tordera and Jose M. Peiro, “This study is based on
Human Resource Practices, Eudaimonic Well-Being and Creative Performance”
Personnel standardsEudaimonic well being, and creative performance, 2019.s
3. M. Suman Kumar, P. Archana, “Innovative Human Resource Practices”,
International Journal of Scientific Research and Management (IJSRM) Volume 5,
Issue 07, Pages 6417- 6430.
4. Major General G S Narang, Dr. Prinky Goswarni & Dr. Archana Sharma, A
study of salient HR issues and related challenges in the Indian Armed forces would
be both interesting and instructive, International Research Journal of Humanities,
Engineering &Pharmaceutical Sciences. Volume I, Issue II
5. Loo-See Beha and Leap-Han Looa,(2013) “Human resource management best
practices and firm performance: A universalistic perspective approach”, Serbian
Journal of Management 8 (2) Page No 155 – 167.ences.Volume-1, Issue- 11.