Submitted To; Geetika Maam

Submitted By: Shikha Agarwal BBM sem 4 th SEC. B ICG/2009/9334

Personnel Management (PM)

Personnel Management function has the primary objective of providing suitable manpower in number and with certain ability , skill, and knowledge, as the business organization demands from time to time. Its goal is to control personnel cost though continuous increase in manpower productivity by resorting to the following techniques. 1. Human Resource Development through training and upgrading the skills. 2. Motivation through leadership and job enrichment. 3. Performance and rewards through performance appraisal. 4. Grievance handling. 5. Structuring the organization.

Input Transaction Documents

The various forms or documents which serve as inputs for the personnel departments are listed as: 1. Personnel application form 2. Appointment letter 3. Attendance letter 4. Biodata, self and family 5. Appraisal form 6. Production/productivity data on the jobs 7. Wage/ salary agreement 8. Record of complaints , grievances, accidents 9. Industry data on wages/salary structure. 10.Industry data on manpower, Skills, Qualifications. 11.Record of sources of manpower- University, Institution, Companies

Applications
The viewers of the database are personnel managers, heads of the human resources development and top management.

Accounting
Following entities are accounted in management system 1. Attendance 2. Manpower 3. Leave 4. Salary/wages, statutory deductions 5. Loans and deductions 6. Accidents 7. Production data 8. Skills 9. Bio data 10. Family data the personnel

Query
Personnel management has queries as the following: 1. Who is who? 2. Strength of section, department, division. 3. Number of persons with a particular skill. 4. Attendance, leave and absenteeism record of all employees. 5. Salary/wages of employees. 6. Designation and number of persons holding these designation. 7. Personnel records of the employees. The queries are processed with employee number, skill code, department/division code as keys.

Analysis
1. 2. 3. 4. 5. 6. Analysis of attendance by a class of employees. Leave analysis by a group of employees. Trend in the leave record. Analysis of accidents and types thereof. Analysis of salary/wages structure. Analysis of overtime.

Control
1. 2. 3. 4. 5. Probable absence versus workload. Projection of personnel cost against manpower increase. Assessment of accident records against safety measures taken. Personnel cost versus Industry cost and its projection. Projection of manpower needs and evolving recruitment and training programmes.

Reports
The reports of the system will be used mainly by the Personnel Department and the Top management. Following is the list of reports of different categories.

Statutory reports
These are some statutory reports which are to be prepared by the personnel department of almost all the organization. These are as follows: 1. Attendance record(Muster). 2. Strength of the employees by category-permanent, trainees, and apprentices. 3. Provident fund, ESI Reports, ledgers and returns. 4. Accident reports. 5. Income tax form 16, 24 A 6. Strength of employees to Director General of Technical Development(DGTD) These reports are submitted to the Provident Fund Authorities, ESI Authorities, Income Tax Department, Directorate of Industrial Safety and Health, and Labor Department.

Information updates
1. 2. 3. 4. 5. Daily attendance report. Employee strength. Joining and transfers of the employees. Personnel cost by department, job, product. Periodical statements showing personnel cost by salary/wages, overtime.

Operation updates
1. Daily attendance to plan the workload. 2. Overtime versus work completed. 3. Projected absenteeism and distribution of workload. 4. Cost of personnel by jobs or work completed.

Decision analysis
1. Analysis of attendance for season, festival, and by skills, scheduling of the jobs accordingly. 2. Overtime analysis by department, employees and job to decide the strength of personnel. 3. Analysis of accidents and deciding on safety measures and training. 4. Cost analysis by personnel versus jobs vs. skills and planning for new recruitment.

Action reports
1. Recruitment and additional manpower or subcontracting of jobs. 2. Acceptance of orders on the basis of workload. 3. Reduction, transfer and reorganization of employees to control costs. 4. Preparation of training and development programmes with specific needs. Most of these reports are used by people in operations management. The information needs at the top management emerge when issues of controlling the wage bill, entering into new agreement/s, etc.come up. Most of the application development is standard and rule based, requiring very little modifications.