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Chapter: Business Science - Human Resource Management - Perspectives in Human Resource Management

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Human Resource Policies

Predetermined established guideline towardsthe attainted of accepted goals and objectives. •Guidelines facilitate properly designed efforts to accomplish the strategic intent.

HUMAN RESOURCE POLICIES

 

•   Predetermined established guideline towards the attainted of accepted goals

and objectives.

 

        Guidelines facilitate properly designed efforts to accomplish the strategic intent.

 

―A policy is a man-made rule of pre-determined course of action that is established to guide the performance of work toward the organisation objectives. It is a type of standing plan that serves to guide subordinates in the execution of their tasks.


Policy Differentiated from Objectives , Programmes and Procedure

 

Flippo definition of policy

 

is the man made rule of pre determined course of action that is established to guide the performance of work toward the organization objectives.‖Yoder

 

A policy is a pre determined, selected course established as a guide towards accepted goals and objectives. They establish the framework of guiding principles that facilitate delegation to lower levels and permit individual managers to select appropriate tactics or programmes.‖

 

Personnel Polices are those that individual have developed to keep them on track towards their personnel objectives.

 

 

Personnel Polices refer to principles and rules to conduct which “Formulate, redefine, break into details and decide a number of actions ” that govern the relationship with employees in the attainment of organizational objectives.

 

Personnel Polices are

 

         Key stone in the arch of the management

 

         Life blood for the successful functioning of the personnel management.

 

         Statement of intentions

 

         Positive declaration and command to an organization.

 

Need for a HR Policy

 

         Avoid unintended obligations

 

         Legal requirements

 

 

         Employment at will, contractual status

 

         Defense of claims

 

        Helps avoid union organizing

 

        Risk management

 

        Time saver

 

Features of a sound HR Policy

 

        Definite, positive, clear and easy to understand

 

        Written

 

        Reasonable stable

 

        Supplementary to all other policies of the orgn and the public policy.

 

Recognition and individual relationship between the mgmt and the employees

 

         Based on the facts

 

         Provide two way communication

 

         Supported by the mgmt, employees and the union

 

         Progressive

 

         Measurable

 

         Uniform for the entire organization

 

         Practically applicable

 

Aims and objective of Personnel polices

 

         Enable the orgn to carry out the main objectives

 

         Awareness of items in policies and to secure the co operation

 

         Sense of unity with the enterprise

 

         Provide competent , adequate and trained personnel for all levels and types of management

 

         To protect the common interest of all parties

 

         Recognize the role trade unions in the organization.

 

         Efficient consultative service.

 

         Management leadership

 

         Delegating the human relations

 

         Co operative understanding

 

         Security of employment

 

 

         Opportunity for growth

 

         Payment of fair and adequate wages

 

         To recognize the work and accomplishments

 

         To create the sense of responsibility.

 

Principles of HR policy

 

         Right man in the right place

 

         Train everyone for the job to be done

 

         Make the orgn a coordinated team

 

         SS the right tools and right conditions of work

 

         Give security with opportunity , incentive , recognition

 

         Look ahead, plan head for more and better things.

 

 

Types of HR Policies

 

        Functional vs centralized policy

 

–   Functional – Different categories of personnel

 

–   Centralized – Common throughout the orgn

 

         Minor vs Major

 

– Minor – Relationship in a segment of an organization , with considerable emphasis on details and procedures.

 

– Major – Overall objectives, procedures and control which affect an organization as whole.

 

Specific Policies

 

         Hiring – factors like reservation , martial status,

 

         Terms and conditions – compensation policy , hours of work, overtime , promotion , transfer, etc

 

         Medical assistance - sickness benefits

 

         Housing, transport, and other allowances.

 

         Training and development

 

         Industrial relations

 

 

Coverage of HR Policies

 

 

o Travel Pay

o Work Records

o Temporary & Casual

o Appointments

o Workweek & Pay Periods

o Compensation

o Employee Discipline

o Pay bands

 

• Pay Advances

 • Voting

 • Worker's Compensation

 • Labor Relations

 • Probation

 • Grievance Procedure

 • Sick Leave

 • Ethical Conduct

 • Sick

• Salary Administration

 • Orientation

• Relocation Pay

 • Vacancies

• Payroll Deductions

 • Employment Offers

• Rates of Pay for New Employees

 • References

• Terminating Employees

 • Interviewing

• Layoff

 • Candidate Testing

• Performance

 • Transfers

• Career Development

 • Consultants and Contractors

• Workshops and Seminars

 • Recruitment Advertising

• Family Health Leave

 • Continuous Service

• Holidays

 • Retirement Plan

• Vacation

 • Accidental Insurance

• Leaves of Absence Without Pay

• Personal Leave

 

 

Why to adopt Policies

 

Following are the benefits of adopting the policies by the organization

 

–   Complete thought of the basic needs of both organization and employees

 

– Established policies ensure consistent treatment of all personnel treatment throughout the organization

 

–   Policy promotes stability – continuity of action

 

–   It serve as a standard of performance

 

–   Helps to build employee motivation and loyalty

 

–   Helps to resolve interpersonal or intrapersonal and intergroup conflicts.

 

Formulating Policies

 

        Five principle source for determining the content and meaning of policies

 

–   Past practice

 

–   Prevailing practice in the rival companies

 

–   Attitudes and philosophies of the founders (Top level Management

 

–   Attitudes and philosophies of middle level management.

 

–   Knowledge and experience from handling personnel problems

 

Steps in design the Policy

 

1.     Initiate a policy

 

2.     Uncovering the facts by personnel department

 

3.     Recommending a policy to top management

 

4.     Put the policy in writing

 

5.     Explaining and discussing the proposed policy with members

 

6.     Adopting and launching it

 

7.     Communicating it to employees to all levels

 

8.     Administering it

 

9.     Initiating a follow up

 

10.                    Evaluating it

 

11.                    Restating or Reformulating the policy

 


 

Elements of HR Policy

 

History of Company’s Growth

 

Employment practice and condition of employment

 

Grievance of redressal procedure

 

Safety rules and regulation

 

Mutuality of interest and need for co operation

 

Employee financial aids

 

Educational Opportunities

 

Employees news sheet and house journal

 

Company policy

 

Collective bargaining

 

Procedures of disseminating information on company policies

 

Maintenance of discipline & Public Relations

 

Employees news sheet and house journal

 

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