HR POLICIES Human resource management policies are vital for organizations that are serious about resolving personnel personnel issues and to find HR solutions. HR policies provides HR advice, HR policy solutions, job description and evaluation services while we understand the role of HR, we can, therefore provide our goal to organization as HR specialist, the following: Pre written HR policies which confirms that organization or company has consistent and wellwritten legal policies and procedures. 2.A step by step job description written guide Professional and accurate job description writing services. Professional and fair job description, evaluation services.
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Professional and affordable HR advice.
DEFINITION OF PERSONNEL POLICY:Policy is an understanding by members of a group that initiates the actions of each member of the group in a given situation more predictable to other members. A policy is a guide for making decisions. If a decision provides provides help for decisions in other situations, it is said to be a policy decision, because it sets an example and provides some guide for decision making in future. Personnel policies guide action. They offer the general standards based on which decisions are reached. The HR policies serve as a road map for managers on various issues such as recruitment, recruitment, selection (on merits), promotion promotion
(performance parameter shall be the key) and compensation. compensation. CHARACTERISTICS OF A SOUND PERSONNEL POLICY / IMPORTANT FEATURES OF AN EFFECTIVE PERSONNEL PERSONNEL POLICY POLI CY::1.It is related related to personnel objectives of the company and is explained to all. 2.It is a gist of previous experience experience in form of guidelines that help managers in decision making process. It serves as a standing plan which can be used repeatedly for solving problems of recurring nature. 3.It prescribes limits and yardsticks for future actions. 4.It is an important management tool that helps management to transfer some decision making to lower levels of organization.
5.It is reasonable reasonable and capable of being accomplished. 6.It helps in achieving the co ordination of organizational members and provides more accurate prediction about the actions and decisions of others. 7.It should be just fair and equitable to internal and external groups.
TYPES OF PERSONNEL POLICIES:The personnel policies can be classified into following depending upon their sources sources i.e. Originated, Appealed, Imposed, General or Specific, Written or Implied. ORIGINATED POLICIES- originated policies are generally given by top management to guide departmental heads at various levels.
APPEALED POLICIES- such policies are the policies which were earlier not formulated to cover or to meet the requirements. Such request usually comes from subordinates who fail to handle the cases based on existing policies. IMPOSED POLICIES- these are formed under pressure from external agencies such as government, trade union etc. GENERAL POLICIES- it represents the basic philosophy and priorities of the top management in formulating the broad plan. SPECIFIC POLICIES-these policies cover specific issues such as hiring, rewarding and bargaining. WRITTEN OR IMPLIED POLICIESimplied policies are inferred from the
behavior of the members such as dress code, politeness etc. Written policies on the other hand provide proper direction and explanation so that there is very little room for misinterpretation. ADVANTAGES OF PERSONNEL POLICIES:There are several advantages of personnel policies which are explained below:1.DELEGATION – it helps managers functioning at various levels to act with confidence without the need for consulting superiors. 2.UNIFORMITY- taking decisions in issues by people at different levels become uniform and therefore the actions of people become more consistent in a given situation. 3.BETTER CONTROL- the personnel policies specify the relationship shared
between employees and management as such they allow members towards achievement achievement of organizational organizational objectives. Therefore, little friction and very less conflict and thus better control automatically pave way for smooth functioning. 4.STANDARDS OF EFFICIENCYpolicies also serve the purpose to know the standards in execution of policies at work. It provides opportunity to management to see whether their policies have been translated in action by various groups groups in view of the level of performance the existing policies can be modified, if required. CONFIDENCE- traveling through actions in terms of policies makes the employee to understand their position as to where they stand. Their success through performance brings
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confidence in them which also avoids misinterpretation and friction 6.SPEEDY DECISIONS-policies after execution can speed up decisions. 7.COORDINATING 7.COORDINATING DEVICESpersonnel policies help in achieving coordination with other departments if they are practicing the same policy. They can predict more accurately the actions and decisions of others. LIMITATIONS/HURDLES IN EXECUTION OF PERSONNEL POLICIES:The factors which create hurdles in implementation of personnel policies are: 1.
Policies are standing plans and bring about rigidity in operations. Many a time’s managers are showing resistance resistance to follow policy guidelines.
Policies do not cover all problems. Sometimes unforeseen unforeseen situations arise which are not covered by the existing policies. At times conflicts starts between bet ween implied and expressed policy statements especially on (services), Employment Employment matters. 4.Personnel policies demand constant revision, revision, modification to suit to changing situations. Expressed policies grant freedom to managers as to what is to be done in a particular situation while some managers may be liberal and may deviate.
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In the backdrop of above hurdles it is necessary to look into the essentials of a sound personnel policies. FORMULATION OF PERSONNEL POLICIES:-
Personnel policy reflects the needs and aspirations of employees. If the values which policy generates are short of employees expectations expectations it will be difficult to bring such policy in practice. Therefore, the top management should take the advice of personnel or HRM Head to develop policies on all matters relating to personnel activities. The personnel head devising Personnel policies must have knowledge about the organization and its manpower. Policy formulation and implementation involves following steps:1.
FACT FINDING: - In formulating formul ating policies, the first step is to specify the areas areas needing policies. Initially important areas of personnel management (recruitment,selection,tr (recr uitment,selection,training,compe aining,compe nsation,bargaining nsation,bargaining etc.) must have a
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policy formulation which is clearly spelt out. COLLECTING DATA:- Once priority areas are listed steps should be taken to collect facts before before formulating a policy .Various sources could be tapped for this purpose, such as company’s records , past practices, survey of industries, experience of personnel, top management management philosophy, organizational culture, employees aspirations and changing economic , social and legislative environment etc. SPECIFYING SPECIFYING ALTERNA ALTERNATIVES TIVES:: The third stage in policy formulation deals with examination of alternative, policies in the light of their contribution to the organizational organizational goals. Policy alternatives should emerge only after collecting from various sources. It is always better to involve people at various levels
especially those who are to work with such policies. 4.APPROVAL BY TOP MANAGEMENT: MANAGEMENT: - When the policy poli cy is found appropriate and when everything is above board, the policy should be written down and put up before top management for approval. It should also be ensured that prepared policy do meet the organizational organizational priorities.
