Indian Streams Research Journal
International Recognition Multidisciplinary Research Journal
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PERSONNEL AGENCY IN INDIA – A CASE STUDY OF CENTRAL
* Dr. Bheemsingh K. Rathod
Hindi master, GHS
KSRP, Gulbarga
* * Smt. Shobhadevi
R.
Assistant
Professor, Dept. of. Political Science,
Cell No.
09741143197
In modern times, we feel the need
for creation of separate personnel departments in most of the organizations to'
manage the human element. Managing the human component is the central and most
important task, it and all depends on how well this is done. Some of the
arguments, which justify the separate existence of a personnel department, are
discussed below:
Administrative
Factors
In recent years, there has been great
expansion and diversification of personnel activities in' most organizations.
To ensure the optimum utilization of personnel, it is important to provide them
a congenial environment and look after their needs scientifically. From time to
time the management has to tackle problems posed by individual members, usually
of a personal, domestic or disciplinary nature. All the issues pertaining to
employees either in their individual capacity or groups can be dealt with
conveniently and scientifically, if there is a separate department of personnel
directly under the supervision and control of the chief executive.
Economic
Relevance
Experience has shown that the
operations of personnel management will be less expensive if concentrated in a
single department as compared to scattered arrangements to deal with separate
activities. It would also require a lot of coordination if there are various
sections dealing with personnel to ensure good results, which would be very
costly.
Psychological
Benefit
The existence of a separate
department would help the employees to develop a spirit of togetherness as all
their issues are being examined In one department.
Comprehensive
Dealings
Since all the records about an
employee are maintained in a single department, it would be very easy to decide
the issues of individual members quickly. This would raise the morale of the
employees as they would not have to waste their energies in unproductive
activities.
Managing
New Tasks
Administration is tending to become
more and more specialized, technical and scientific. The current administrative
situation, as stated in the ARC report, may be summed up in the following
terms:
(a) Administration, particularly at
higher levels, has ceased to be merely regulatory. It is directly involved in
the formulation of policies and implementation of tasks concerned with social
welfare and economic growth. There are specific tasks to be performed,
particular projects and programs to be carried. Thus, new areas of
administration have emerged and they call for new and special knowledge and
techniques.
(b) Even in the field of regulatory
administration, the increase in the volume of work and the emergence of new
problems consequent upon activities such as increasing industrialization,
urbanization and the growing social awareness of the community have created
difficult problems, which require careful and expert handling.
(c) Science and technology in this nuclear
age have projected new tasks for administration. Besides, these and other
specializations like the economic and the social sciences have also acquired an
important bearing on government decisions and policies.
(d) The enormous growth of personnel has
rendered it necessary to devise special measures for ensuring that each member
of the public service gives the best that he is capable of.
All these new trends can be handled
by a department of personnel to ensure effective channelization. Thus, we can
say that the personnel department is a specialized staff department to advise
and assist line management officials to formulate policies and procedures and
employ skills to optimize the use of personnel. Its raison d'etre is the
reduction of departmentalism and politicization. In its absence, the operating
agencies will go their own ways.
FUNCTIONS
OF PERSONNEL AGENCY
Formulating
Personnel Policy
The first important task of any
central personnel agency is to ensure the formulation of a good policy based on
internal and external sources, research studies and special investigations.
Personnel policy is the heart of personnel management. A good personnel policy
would ensure the equity, uniformity and consistency, in dealing with personnel
issues: By establishing 'ground rules' for administration, personnel policy helps
to avoid confusion and misunderstanding as well as reduce the effects of
pressures upon management. The policy should ensure job satisfaction among
employees. An organization with a personnel policy can function more
democratically. The policy must be such as to ensure the co-operation of the employees
and not leave room for coercion.
Estimation
of Current and Future Manpower Recruitments
It is responsible for recruitment
planning, policy and research, running of centralized recruitment operations
and selection processes. It determines future staffing requirements to meet the
objectives of the service in the most effective and economical way, and ensure
that suitable staff are recruited, trained and retrained to fulfill these
objectives.
Research
It undertakes research in aspects of
public personnel such as recruitment, reporting and training techniques,
appraisal, interview, job-satisfaction, and manpower wastage. It also takes up
follow-up programs in these areas.
Maintenance
of Records
It maintains and develops personnel
records and information systems and provides a common service to various
departments, in the form of statistics relating to the manpower.
Development
and Deployment
It ensures that the development and
deployment of all groups of staff are achieved in such a way that the staff
individually and in groups make their best contributions to meet the changing
needs of the service.
Encouraging
Effective Communication at All Levels
It develops effective communication;
consultation and relations between all parts and staff of the organization, and
helps to design and develop procedures for the resolution of personnel and
institutional differences e.g., by means of joint consultation.
Provision
of Physical and Financial Environment
It provides the organizational
structures and working environment most suitable for the successful performance
of tasks. It also determines the conditions of service.
Designing
Appraisal Systems
It develops appraisal plans to
facilitate the career development of personnel. The field of personnel resembles
a lighting rod, attracting the tensions and human conflicts that abound in the
organization and the community. If professionally handled, these challenges can
be constructive and not a destructive force in the life of the organization.
Human
Resource Accounting and Audit
The latest function, which must be
carried out by personnel departments, is Human Resource Accounting. Since it is
a new activity, we may deal with it in more detail.
Human Resource Accounting and Audit
is the term used to describe the accounting methods, systems and techniques,
which coupled with special knowledge and ability, assist personnel management
in the evaluation of personnel in financial terms. In other words, it is the
measurement of the cost and value of people, for the organization.
STAFFING
OF PERSONNEL DEPARTMENTS
Proper
implementation of these functions would depend upon the staffing of the
personnel department and units. It goes without saying that unless the
significance of the personnel function is appreciated by the chief executive
and other top personnel in the organization, and unless the key personnel
positions are filled with experienced, knowledgeable, professional, staff
members, the objectives for, which personnel departments are established may
not be achieved.
It must be clearly understood that
personnel departments are to function as staff agencies for line departments,
Although Departmental heads retain final responsibility for their own staff,
yet, due to the increasing complexity of the work, they would and should like
to look upto personnel department for specialist advice or service. In brief,
we can say that personnel administration is a line management responsibility
and not a staff function.
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