Discuss the responsibilities of a Personnel Manager.
Discuss the responsibilities of a Personnel Manager.
Ans.
Can the Efficient Managers be Made?
Or
Management as Inborn or Acquired Ability
Management is an ability. Oftenly a question arises whether management is an inborn or acquire ability:
I. Management as an Inborn Ability: Some scholars think that managers are born like actors, not made. They say that management is an inborn ability. They think that management is hereditary. Following arguments are produced in the support of this view:
1. Management and ownership in business are seemed in one hand from centuries. Generally owners have been executing the function of manager.
2. Management is concerned with industrial houses.
3. In small firms the same person is found as owner and manager.
4. Many industrialists have become successful manager without any formal training.
Due to above causes it is said that management is merely the exercise of common sense, golden rules and wiseness.
II. Management is an Acquired Ability: In the present era it is assumed that management is a trained ability. Education and training of managerial knowledge is essential, without it management cannot be done. Following arguments, can be given in the favour of this view:
1. There is arrangement of education and training of management.
2. Now, management has become specific function and science.
3. Ownership and management has become separate in business.
4. New generation of managers is educated and trained.
5. Nature of management has become complex and scientific.
6. Management has become a science which can be studied.
Thus efficient managers can be made through education and training. It has become a subject of acquired ability.
Responsibilities of Personnel Manager
Personnel Manager or Human Resource Development Manager is the Chief Officer of the personnel department. He advises top managers regarding the personnel matters. His responsibilities are very wide.
Responsibilities of a Personnel Manager
According to M. W. Cumming, “Top Personnel Manager aims to achieve both the efficiency and justice, neither of which can be pursued successfully without the other. It seeks to bring together and develop into an effective organistion of the men and women who make up an enterprise enabling each to make his own best contribution to its success both an individual and as a member of a working group. It seeks to provide fair terms and conditions of employment and satisfying work for those employed.”
According to Scott, Clothier and Spriegal, “The Chief Personnel Officer should be specialist in organisation theory and as such be an effective advisor to top management in organisational matters, as well as being able to organise his own division (department) in such a manner as to minimise frictions, promote goodwill and release the latent energies of the own people and associates to be expanded on their primary assignments.”
George Heman has described the following responsibilities –
1. Responsibilities regarding Personnel System – He is responsible towards personnel system of the enterprise of the concern. He does the following acts-
(i) Recruitment of the able personnel,
(ii) Selection of the best and most efficient personnel
(iii) Providing training facilities.
(iv) Determination of wages and salaries.
2. Responsibilities as an Advisor – Following are the responsibilities of HRD Manager from his point of view –
(i) Formulation of personnel policies.
(ii) Implementation of personnel policies.
(iii) Overcoming the problems of implementation.
3. Responsibilities towards Financial Resources- A HRD manager is responsible for the following –
(i) Education and training expenses,
(ii) Expenses on security measures
(iii) Expenses on vehicles
(iv) Expenses on employee-employer relation.
4. Other Responsibilities – In addition to above HRD manager is also responsible for the following-
(i) Maximum utilisation of efficiency of workers,
(ii) Division of labour,
(iii) Prepare records of wages, overtime, bonus, absenteeism etc.,
(iv) To conduct personnel research,
(v) Providing best possible facilities to the workers,
(vi) Execution of personnel policies, systems and progress.
