If we fail to keep records we must be prepared to grapple with the consequences
Management of people is a serious business. We must have adequate and reliable records which we can use to find solutions in people management. The content of personnel record is wide for the individual and the organisation. Its coverage includes aspect of training and development, job evaluation, job analysis, performance appraisal, salaries, allowances, transfers, promotions, dismissals, grievances and disciplinary actions, welfare, safety and healt, recruitment and selction, absenteeism, labour turnover, test and examinations and various other information concerning the worker and the organisation.
Uses of Personnel Record:
According to Yoder (1959), personnel records are neccessary to:
- Review and revise pay scale.
- Keep an up-to-date information on leaves, dismissals, promotions, strike lockouts, man hours lost, expenditures incurred on employees benefit services, cases of indiscipline, transfers etc.
- Supply information required by government agencies on the rates of accidents, on large scale absenteeism or turnover, or on wage rates occuring or prevailing in an organisation.
- Enable personnel managers to prepare training and develpoment programmes.
- Conduct research in the field of the industrial relations and people management.
The importance of personnel records is increasingly today due to more and more challenges coming in the way of personnel management.