Personnel management and human relations

Personnel management and human relations:

Introduction:

The personnel management relationship is defined as the worker-employee relationship with the owner. It is also called the relationship between capital and labor. These two sides are always at opposite poles. This is because the interests of both are opposite. The owner wants to get the maximum out of the invested capital and workers to want to establish themselves by preserving their fair share or interests. https://bdfabric.com/concept-of-break-even-analysis/

Meaning of personnel relationship:

The personnel relationship generally refers to the relationship between the worker and the owner. Its scope is a little wider. It also covers the working relationship of the worker in the industry, the relationship of the owner with the worker, the relationship of the union with the management, the relationship between the various unions, and the relationship between the government and the union. https://bdfabric.com/advanced-fiber-information-system-afis/

According to Dan lop, a worker-owner relationship is a complex interrelationship between workers, the owners, and the government. In other words, the worker-owner relationship refers to the relationship between employer and worker, the relationship between employer and union, and the relationship between the worker, employer, and government. These are called industrial relations, labor-management relations, labor-employer relations, etc.

Personnel management and human relations-Scope of personnel management:

The scope of personnel management is expanding day by day as a result of discoveries in science and technology and modern approaches to management. The scope of personnel management was briefly discussed

1. Planning:

Formation of proper organizational structure, formulation, and development of industrial plans and functions.

2. Staff-labor recruitment:

Work design preparation, manpower planning, staff recruitment, selection, and recruitment.

3. Development:

Staff development through training, institutional development, and executive and staff evaluation.

4. Compensation:

Arrangement of salary and wage administration, marginal opportunities, etc.

5. Reservation:

Development of artistic consultancy activities, provision of labor health and safety.

6. Research:

Personnel development through collection and research of necessary information about personnel.

From the above discussion, it can be said that the scope of personnel management extends to all levels of human resource management.