Академический Документы
Профессиональный Документы
Культура Документы
HR POLICIES:-
Human resource policies are the formal rules and guidelines that businesses put in place to hire,
train, assess, and reward the members of their work force.
A policy is a guide for making decisions. If a decision 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, selection (on merits), promotion (performance parameter shall be the key) and
compensation.
Purpose of hr policies :-
The personnel policies can be classified into following depending upon their sources i.e.
Originated, Appealed, Imposed, General or Specific, Written or Implied.
• 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.
• These policies are formulated on request of subordinates who wants to know how to
handle some situations. The needs for such policy arise because the particular case is not
covered by earlier policy.
• IMPOSED POLICIES- these are formed under pressure from external agencies such as
government, trade union etc. for ex. The policy that no body below age 14 will be
employed in the co.
• GENERAL POLICIES- it represents the basic philosophy and priorities of the top
management in formulating the broad plan. do not relate to any specific issue in
particular. For ex. Encouraging worker to participate in decision making is a general
policy.
• SPECIFIC POLICIES-these policies cover specific issues such as hiring, rewarding and
bargaining.
Personnel policy reflects the needs and aspirations of employees. If the values which policy
generates are short of employees 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 policies, the first step is to specify the areas needing
policies. Initially important areas of personnel management (recruitment, selection,
training, compensation, bargaining etc.) must have a policy formulation which is clearly
spelt out.
2. COLLECTING DATA:- Once priority areas are listed steps should be taken to collect
facts before formulating a policy .a committee or a specialist may be assign the task of
collecting the requirement information from inside and outside the org. Various sources
could be tapped for this purpose, such as company’s records , past practices, survey of
industries, experience of personnel, top management philosophy, organizational culture,
employees aspirations and changing economic , social and legislative environment etc.
3. SPECIFYING ALTERNATIVES: - The third stage in policy formulation deals with
examination of alternative, policies in the light of their contribution to the 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.
5. Communicating the policy: - the approved policy needs to be communicated through out
the org. policy manual, house journal meetings and other methods may be employed for
this purpose.
6. Evaluating the policy: - the policy should be evaluated in terms of experience of those
who use it and who are affected by it. Environmental changes should also be considered.
There are several advantages of personnel policies which are explained below:-
3. BETTER CONTROL- the personnel policies specify the relationship shared between
employees and management as such they allow members towards achievement of
organizational objectives. Therefore, little friction and very less conflict and thus better
control automatically pave way for smooth functioning.