In large organisations, to maintain contact with the huge number of employees by the management is an impossible task. The task of identifying the needs of the employees and making them known to the management to take the necessary action is allotted to the personnel manager. He is responsible for relaying the information that concerns the general administration related to employee welfare within the entity.
A personnel manager might be allotted with the task of identifying the areas where there is a need for additional work force. The vacancy might be on account of retirement, promotion, attrition, job rotation, etc. He should keep track of the retirements and take steps to fill them before the specified dates to avoid breakage of work. It is also the task of the personnel manager to inform the organisation about the retirement of an employee in the senior cadre. He might be given the job of screening the potential candidates to verify their suitability to the role.
The personnel manager is left with the charge of identifying the elements that are to be incorporated in the company handbook. The employee handbook contains the company policies and procedures that are to be followed for ensuring the smooth flow of operations. It has information on the general code of conduct expected from the employees. The personnel manager has to ensure that the employee handbook contains information on the various causes that can lead to the termination of the work contract. The handbook is also expected to have guidelines for promotions and demotions to give an insight on the general expectations from an employee. The personnel manager has to make sure that the modifications in the general guidelines are informed to the employees as and when they are introduced into the system. For instance, a change in the dress code has to be informed to the employees along with the tentative date of initialising the modification.
The personnel manager is to oversee into factors related to compensation and welfare of the employees. For instance, the compensation paid to an employee who met with an accident varies with the impact it has on the employee fitness. Many companies in India have group welfare schemes wherein a part of the salary is set aside which is utilised to meet the employee emergencies and to help him overcome the inconvenience caused on account of the accident. Modifications must be incorporated after taking into consideration the changes in the general cost of living, economic conditions, etc. The personnel manager must be innovative to come up with new welfare schemes which are capable of retaining the employees within the organisation. Besides the welfare schemes, the personnel manager will have to provide emotional support to improve the employee well being. Counselling centres are to be introduced to aid the employees overcome their emotional weaknesses which might otherwise have a negative impact on their performance.
Thus the personnel manager is left with the task of linking the management with the work force.