The Role of Personnel Management in Enhancing Industrial Harmony

The Role of Personnel Management in Enhancing Industrial Harmony.

The origin of personnel management can be found wherever enlightened employers have tried over the years to improve the lot of their workers.  The activities of such men as the Dukk of Bridge water, Lord shaft Asbury and wedge woods are well know by the mid nineteenth guaranteed minimum wage scheme for their workers.

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Robert Owen (1771-1885) best remembered for his trade union activities but he also incurred the wrath of his business partners by spending some of their profit on improving the  working and living condition of his labour force at new Lanark perhaps his most enduring memorial however are the principles of management that he pioneered particularly the right of all employee however low in hierarchy to see him personally the matter concerning welfare.  The   right of access to the highest authority is not freely available to industrial workers one hundred and fifty years after Robert Owens insistence upon it in his Wollen mills

Social challenges developed spaces towards the and of nineteenth century.  The education act of 1870 resulted in the growth a literate working class which in turn become more receptive of the idea of the trade unions and their activities in improving working condition religions motives inspired that remarkable social work of employers like Rowntree and Cadbury whose own worker benefited directly of course.

The emphasis on the provision of welfare facilities grew marked in 1913 by the formation of the welfare workers as in 1916 this become the general association of welfare workers in 1924 the institute of industrial welfare workers and after other changes in name the institute of personnel management in 1946.  a large number of welfare worker mainly female were appointed during the first year of first world war particularly the clashing interest of employers and workers in practice their effort concentrated on making working condition more congenial especially with large benefits and providing social  amenities for leisure hours.  Employers split away to from their organization in 1919.

This was industrial welfare society in 1965. Its original terms were to foster the exchange of ideas information about welfare policies and techniques but these have long since been broadened to cover the whole field of personnel management.

The welfare phase was a period of time then when deliberate effort were made to create the ideal factory in which the physical environment was perfected in terms of deadliness temperature and lighting and where worth while leisure pursuit were offend to worker in their spare time

A marked reaction on this unsolicited provision of costly welfare facilities most of them would prefer to have the money in their weekly pay packets instead.  Inevitably too paternalism means influencing the private lives of worker.

It is wishful thinking for an employer the consider his labour force.

During nineteenth century twenties and thirties economic depression.

Efforts by the government and progressive employers to overcome the depression led to the  emergency of the  second main phase in the development of personnel  management the scientific management phase

The development was accompanied by research project controlled by industrial psychologist who aimed improved selection test and training method and investigated aspect of working conditions.

Government recognition carried with the second world  war which brought the  third stage of the development- the industrial relation phase to a large extent of economic of something and it existed earlier inform of an employment or welfare department 912 has been established as the approximate data when the personnel department first came to being in the modern sense.  By 1915 the first collage personnel managers was offered by 1919 at least a dozen colleges were offering training programmes in personnel management by the beginning of the 1920’s therefore the filed of personnel management has become fairly well established in many of the large companies and government organization.

These departments were established for the purpose of co-ordinating personnel activities and assisting managers and supervisor in the management of personnel.

SCHOOL OF THOUGH WITHIN THE SUBJECT AREA

There are many school of though concerning the topic in question, they are as follows.

1)      The classical school largely influence by principle of scientific managements saw personnel management and organization as a whole as being firmly directed by one central authority with its supreme and unquestionable

2)      The human relation school saw authority as attribute requiring acceptance by subordinate rather than something they gave up to management (organization)

3)      Modern system theory sees each organization as a complete whole influence by its formal and information structure external conditions technological factors and individual personalities of employee

 

the concept of role expectations is product of this school of thought at work like their relationship with each other to strain.

Major research at the how thorn work of the general electric company in Chicago had proved that informed leaders emerge in working group and that each of this group is likely to develop its own goals and standards.

According to the human relation school role conflicts occurs when an individual is subjected to pressure from different sources and cannot comply with them all or when the demand of this role is in one group are not compatible with demand made of him

DIFFERENT SCHOOL OF THOUGH RELEVANT TO THE PROBLEM OF THE STUDY

There are some school of thought which are relevant to the problem relevant to the problem of the study which could not be overemphasis, they are as follows: according to John wood who said that technology of an organization or industrial demand certain forms of organization if a business is be successful  of which if not found or improve could lead to problem which will affect the organization.  The said that human relation difficulties emerge according to the type of technology concerned.

The believe and said that the less leisure atmosphere in an organization means that the worker problem will emerge there by creating move problem to workers which affects their effectiveness.

According to Taylor who helps management to recognize the fact that employees differs from their ability and that many of them through the problem of job placement and training which is a problem in an organization do not have the opportunity to work effectively an organization structures and trying to destabilize relationship which leads to disharmony.

Miss wood also stressed that when aerating organization structure and trying to destabilize relationship between worker   and management it will create problem to the organization and the workers as a whole.

DIFFERENT METHODS OF STUDYING THE PROBLEMS OF THE STUDY

There are many problems which face the study there are also different method of studying them which are discussed below.

1)      GETTING FACTS:      This is where by all possible facts about the people dealing with are obtained.  Knowing the rules and customers affected by the problem. Note the possible effected by the problem.

Note the possible effect of the problem upon other people or organization talk with the appropriate people or organization and get their opinions and feeling

2)      WEIGHING FACTS:   After getting or gathering the fats together then it has to be filled together and considering how they may relate to one another.  Considering the gaps and contradiction seeks facts if necessary.

3)      DETERMINE AN OBJECTIVE:   This is deciding on what you wish to accomplish by considering the effect you want on the individual the staff and the work of the section what will be really satisfactory.

4)      DECIDING UPON THE ACTION TO BE TAKEN: This is where by the possible alternative action are determined considering which of them that will best conform to the practices and polices of the organization again which will have the best effect on the individual staff and on the work of the section which is most likely to achieve the objective

5)      TAKING ACTION:     Here who is the best person to action and who should help the matter are considered deciding if seniors (senior officers) should be consulted. Then determining of the best timing for activities

6)      CHECKING RESULT:                   Deciding on the timing and the frequency of the follow up watch for the changes in attitudes relation and output of work.

—This article is not complete———–This article is not complete————
This article was extracted from a Project Research Work/Material Topic

“THE ROLE OF PERSONNEL MANAGEMENT IN ENHANCING INDUSTRIAL HARMONY.

(A CASE STUDY OF COTTON MILLS ONITSHA)

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The Role of Personnel Management in Enhancing Industrial Harmony.

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