The personnel professional’s role should be to aid and assist the line managers in such a way that the human resource is put to its optimum use.
Areas like wage negotiations, collective bargaining, recruitment and social welfare need the professional skill and strategy of a personnel professional.
By virtue of their education and training, they are the most suited persons to handle these delicate matters.
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According to Prof. Manoria, “In a fast changing society as our own, self-development in professional field is a continuing feature which must be kept up at all levels lest obsolescent would eat our vitalities “.
The function of a personnel manager has undergone many changes. Following the recommendations of the Royal Commission on Labour, the job of a welfare officer was- “dealing with employment matters and labour grievances “.
After the enactment of the Factories Act, 1948 (sec 49), the personnel manager was identified with the paternalistic labour welfare officer.
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However, their role remained very much within the legalistic boundaries, as they owed their origin to labour legislation.
Since good labour welfare is not a substitute for poor management, organisations were forced to develop an interest in the social well being of the workers.
As a result the scope of the personnel functions expanded; new dimensions were added and the emphasis was shifted. With these changes, role modification of the personnel manager will also become necessary.
Thus, cultural, social and economic changes have made inroads into the personnel management field.
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The greater emphasis on human dignity and a stronger and more enlightened labour movement have created a favourable climate for the development of personnel management in India.