Personnel Management in a Steel Plant...

Personnel Management in a Steel Plant Personnel management in a steel plant is concerned with obtaining, organizing, utilizing and motivating the human resources needed by the steel plant. It develops requisite organizational climate and management styles to promote effective effort of cooperation and trust amongst all the employees of the steel plant. It aims at getting effective results by organizing and directing the co-operative efforts of human beings. This also helps the organization in meeting its legal obligations and social responsibilities. Personnel management is an extension of the general management in the organization. It is concerned with promoting and stimulating competent work force so that they can make their fullest contribution to the organization for the achievement of its objectives and goals.  It exists to advise and assist the top management and the line managers regarding personnel matters. Hence personnel department functions basically as the staff department of the organization. Definition and roles of personnel management Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization.  The following are the definitions of personnel management as given by the management experts. “Personnel management is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals.” – Flippo “Personnel management is that part which is primarily concerned with human resource of organization.” – Brech The main features of the roles of the personnel management (Fig 1) as it is applicable today were in place by the end of the 1970s and are summed up by Cannel (2004) as follows. The collective bargaining role – It is centred on the dealing with trades unions and the...

Compensation Management...

Compensation Management The success or failure of an organization hinges on the ability to attract, develop, retain, empower and reward a diverse array of appropriately skilled employees. Compensation is a systematic approach for     providing monetary value to the employees in exchange for work performed by them. It may achieve several purposes such as assisting in recruitment, job performance, and job satisfaction etc. It also supports the achievement of the organizational objectives and is strategic in the sense that it addresses long term issues relating to how employees are to be valued for what they want to achieve. The focus on managing the effectiveness and maximizing the value of employees is a critical management necessity of the present time for the organizational performance. This, in turn, requires a focus on the fundamentals and management of compensation. Managing compensation is not an easy task, since it involves a variety of job categories and goes far beyond just doling out merit pay. It must address the planning for and management of the many categories of variable compensation used in a modern organization to incentivize improved performance of the employees. Compensation management, also known as wage and salary administration, remuneration management, or reward management, is concerned with designing and implementing total compensation package. The traditional concept of wage and salary administration emphasized only on the determination of wage and salary structures in organizational settings. However, over the passage of time, many more forms of compensation entered the field of running an organization and this necessitated to take wage and salary administration in comprehensive way with a suitable change in its nomenclature. Compensation management is based on a well articulated philosophy,  a set of beliefs and guiding principles which are consistent with the values of the organization. It recognizes the...