Personnel Administration and Personnel Staff

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Objectives of the Personnel Administration:

To conserve the company's human assets:

Conservation of human assets is very important. The purpose of personnel administration is to establish a line of communication between personnel and senior management. Company personnel may include tangible personnel (figures of absenteeism, turnover rate and productivity), and intangible personnel (attitude and morale of employees). An analysis of tangible factors helps forecast the company's future. Human factors within a firm should be respected to ensure long lasting profits from business. If human factors are abused, profits may not high in the long run. A steady balance has to be established between profitability and employee satisfaction.

Line supervisors recognize their responsibility:

While the personnel administration supplies tools such as advice, policy control, and record keeping, the ultimate job responsibility lies in the hands of line supervisors. Line supervisors should be fully aware of their responsibilities, and should religiously carry them out; they should place human issues above all other technical issues within the company. Thus, line supervisors must maintain balance between profitability and employee satisfaction, and also ensure that supervisors are working honestly with their juniors.

Offer specialized personnel service:

Personnel administrators assist line supervisors, but don't administer company policies beyond their power of control. For example, the personnel department does not have the right to terminate employees. The personal department, however, may offer general advice to the line supervisor, but it cannot relieve him/her of his/her direct line responsibility. In the modern industry, motivating employees is the most challenging responsibility of personnel administration.

Duties of personnel staff are:


It is the responsibility of the personnel department to counsel supervisors and employees on issues with the company.


While the personnel department initiates proposals and defines principles, it does not determine personnel policy. Personnel policy prepared by personnel department requires approval of the executive management.


Some services performed by the personnel administration are employment and placement programmes, employee compensation programmes, labour relations and employee record maintenance.


Control shouldn't be mistaken with direction or supervision. Control functions provided by personnel department are parallel to auditing functions provided by the accounting department. A personnel administrator ensures that the line supervisors are smoothly working with employees, and if not, he/she may notify the senior management. It is imperative that a personnel administrator be levelheaded with a keen sense of business, all the while keeping juniors motivated. A steady balance has to be established between profitability and employee satisfaction.

Additional Readings:

1. Personnel Administration and Personnel Staff
2. Duties of Personnel Managers
3. Manpower Planning
4. Valuation of Human Resources
5. Career Planning
6. Advantages of Diversifying Managerial Training
7. Causes of Failure of Training Programs
8. Promotion Procedures of an Organization
9. Calculation of Minimum Wages according to Indian Labor Conference 1957
10. Wage Influencing Variables and Bonus Schemes
11. Salary Administration Procedures
12. Classification of Fringe Benefits
13. Importance of Good Communication in Business
14. Job Analysis
15. Recruitment Checklist

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