If the policy in one area is inconsistent with another area, there may be conflict resulting in inefficiency. Another point of clarification suggested by Jucius is that policies simply guide action towards objectives, they are not the objectives. HR Employee/Manager Self-Service (ESS/MSS) Help Login to HR Employee/Manager Self-Service (ESS/MSS) for your payslips, IRP5 and online leave SuccessFactors Learning Help ... Human Resource Policy … When the rough draft is made, it should be sent to the representatives of employees, departmental heads and experts for their perusal, comments and suggestions, if any. In common parlance, human resources means the people. To Achieve the Objectives of the Organization: HR Policies – 7 Important Components: Policies, Status & Records, Benefits, Payroll, Workplace Guidelines, Conduct and E-Policies. Personnel Management - Its direct manpower management which engage planning, hiring, training, development, induction & orientation, transfer, promotion, compensation, layoff & economizing, and employee effectiveness. Objectives of Policy 6. In general HR Polices should respect human dignity and personal integrity, ensure fair treatment for all, irrespective of caste, creed, or colour, and offer reasonable social and economic security to employees. Need 5. HR policies should also be periodically reviewed. Given the strategic relevance of Human Resources Management (HRM) in organizations and the lack of scientific instruments to measure employees’ perceptions about policies and practices of HRM, the objective of this study is to develop and validate a Human Resource Management Policies and Practices Scale, called HRMPPS. (iii) Breaks – Number and duration of rest intervals. Suppose a selection policy states – ‘For the posts of Clerks, only graduates or the equivalent are eligible’. Recruitment, selection and training of new employees are done based on the HR policies developed for the company. There is every justification for framing the HR policies by the higher level of management in consultation with other agencies. Employment Policies – These are the policies that guide hiring practices, orientation of new employees, compliance with employment laws and confidentiality. These policies are written statements of the company’s standards and objectives and include all areas of employment, including recruitment, compensation, termination, benefits, employee relations and leaves of absence. In an organisation, practically every executive has to take disciplinary actions at one time or another. In case the answers are in affirmative, it means the policy would be good and vice versa. Here, the policy restrains such an activity from being performed. It is not something whose existence needs to be elaborately justified: HRM is an inevitable consequence of starting and growing an organization. It is the responsibility of an efficient and effective HR manager to frame HR policies and make necessary changes and amendments from time to time, whenever necessary. However, if the policy has been formulated carefully, many of the dangers will be overcome. Every organization should have human resource policies as they ensure the following benefits. To find out how much manpower is required. 3. Such policies are informal, and as such their framing or establishment cannot be analysed. Another important thing with regard to the nature of policies is that they should not be construed as fundamental or unchanging truth. There should be scope to write down changes and alter the HR policies and procedure of the HR in the organization as and when required by the organization. A policy is somewhat a permanent feature of an organization. The human resources structure is created to ensure that the organization is in compliance with applicable laws and regulations. Uploader Agreement. In addition, several changes have taken place in the practices of human resource management in Indian organisations due to the recent We can say that policies serve two main purposes. As the trade unions play an important role in the development of industrial relations, therefore, the management must recognize them. However, clearly-specified policy works better than the one which has to be interpreted by the organization’s members. In addition to this, it also takes care of canteen facilities, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. To provide proper control measures whenever required. (v) Reservation – Reservation of seats for scheduled castes, scheduled tribes, handicapped persons, and ex-servicemen. It is a continuous process. Components 6. Types 10. Which helps appraisal future promotions, incentives, increments in salary, etc. Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce. Thus, human resource policy provides guidelines for making decisions on matters relating to management of human resources. This may include information on training needs and opportunities, job descriptions, performance reviews and personnel policies. They should also reflect federal, state and local requirements for issues such as workplace diversity, preventing discrimination and harassment and leave for family or medical issues. 2. They can also be used as training manuals. HR Strategies and Policies: The starting point of HRM audit should be an evaluation of HR strategies and policies and the way these are in tune with those of the organization. Through its new research report, ‘The Day-to-day Experiences of Workplace Inclusion and Exclusion’, Catalyst, a USA-based non-profit organisation that promotes inclusive workplaces for women, discovered three critical lessons about employee experiences – (a) inclusion and exclusion happen at the same time for many employees, (b) inclusion is really difficult to grasp and define and (c) exclusion is powerful and easy to recall. Principles 9. Thus, a policy guides the course of future actions of the management. In general, policies constitute guides to action. It also focuses on managing physical and emotional capital of employees. Account Disable 12. It is true that it is not possible to solve every problem in the organization on the basis of policies because new situations may arise, however, for matters of recurring nature, there should be well-established policies. However, different management experts have defined human resources differently. (vi) Eliminates personal hunch and bias- Clearly laid down policy liberates decision-maker from his personal bias and self-interest. HR policies comprise a set of rules and regulations regarding how a company’s employee or a team are to be treated by the firm, the benefits that they will receive, the hiring and termination processes, and how their training sessions will be conducted. Based on these questions and specifications, some major characteristics of a sound policy can be identified as follows: A policy is formulated in the context of organizational objectives. Scope of Human Resource Management. Scope of Human Resource Management. If the person in authority is transferred and some other person takes charge of the office the decisions to be taken by the new authority are similar to those which have already been taken in comparable circumstances by the former authorities due to the predetermined policies of the organization. HR policies give a manager liberty to choose the alternatives provided and to decide upon the action. HR policies specify relationships among organization, management and workers. Policies provide the base for management by principle as contrasted with management by expediency. The changes may be in the form of addition, deletion, or substitution of the existing policy. 5. Nature and Scope of Human Relation Management - MCQs with answers 1. 3. Human resource management is a growing field of expertise that is constantly widening its approach and scope in terms of striking that balance between an organization’s goals and individual personnel goals. What Hiring Managers Look Out For During the Recruitment and Selection Process? Changes may relate to loss of income, loss of status, transfers, reassignment or retraining activities and broken friendships. Second, policies are positive in nature as they provide standard decision when an action has to be taken. 5. There are a number of ways to communicate policies and procedures to employees: Human Resource Policy and Procedures Manuals. For making the HR policies more effective, it is necessary that they are established in accordance with good standards. Therefore, it is the responsibility of top management to formulate and develop a basic creed which should contain a clear-cut statement of the possibility. A policy may be in the form of a statement or it may be interpreted by the behaviour of the people at the top level. Formulation of HR policies considers a number of factors- organizational philosophy, HR philosophy, external factors, and internal factors. HR Policy – How to Make HR Policies Effective? On the one hand, a policy is a long-term proposition and it must provide stability so that members are well aware about what they are required to do in certain matters. (i) Attitude – Attitude towards training-whether it is regarded as a device to overcome specific problems or as a continuing relationship between superior and subordinate. (iii) Promotion – Promotion from within or outside the organisation. Human resource management deals with issues related to employees such as hiring, training, development, compensation, motivation, communication, and administration. Policies aiming to cultivate inclusion must match up with the daily reality of employees. Such agencies may be government which provides HR and other policies for all public-sector organizations, parent organizations overseas in the case of multinational companies operating in a country, apex company of a business house, or trade association with which a particular organization is attached. Policy helps managers at various levels to act with confidence without the need of consulting the superiors every time. Leave credit in the event of an employee's death 12. Meaning: Before we define HRM, it seems pertinent to first define the term ‘human resources’. Human resource (HR) planning or manpower planning is the process by which the organization ensures that it has the right kind of people, at right time, at right place and they are working effectively and efficiently and help the organization in achieving the overall objective. Payroll – These are policies that are related to salary and wage administration including deductions, pay advances and time keeping. Thus, there may be appealed policy. Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. HR Policies – Scope of HR Policies in Companies: Employment, Training & Development, Transfers & Promotions, Compensation and a Few Others, Need: Achieve the Objectives of the Organization, Uniformity in Decisions, Delegate Authority, Achieve Better Control and a Few More. HR policies must match employee expectations. 6. This term is often used for more detailed collections of policy and procedures. Does it exist in the area critical to the success of the organization? The policy is designed to deal with concerns raised in relation to the specific issues which are in the public interest and are detailed in paragraph 3 below, and which fall outside the scope of other University policies and procedures. 4. Copyright 10. ‘A Human Resources Audit is a comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to ensure compliance with ever-changing rules and regulations’ (Strategic HR … The new Human Resources Development Framework Background 1. Michael J. Jucius has suggested some guidelines to check whether a policy will be effective or not. They furnish the general standards or bases on which discussions are reached. Is it practical in a given existing or expected situation? It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. These external factors are government’s policy towards management of people in the form of various relevant laws, guidelines, and other specifications; nature of competition for human resources, socio- cultural attitudes towards work, productivity of human resources, and image of the organization in the human resource market. 4. It is one of the policies which is made for the development of the staff and workers value in the company. Information Sessions. Policies do not include detailed statements describing specifically how the policy is to be implemented. This will create confidence in them. “Human resource policies are continuing guidelines on the approach the organization intends to adopt in managing its people. About informal HR policies, Michael J. Jucius has rightly observed that many personnel policies undoubtedly have just grown. Sometimes, the organization has clearly expressed policies for its image but it is not able to enforce these. Human resource management is a central pillar of many organizations. This term is often used for more detailed collections of policy … CHAPTER 3 - INSTITUTIONAL FRAMEWORK FOR POLJCV MANAGEMENT Legal Status Management of Human Resources Development Key role players 5. Human Resource Management is a management function concerned with hiring, motivating, and maintaining workforce in an organization. Scope of Human Resource Policies The types of human resource policies you develop should cover the essential rules and guidelines you expect employees to follow. It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc. (iv) Seniority – Seniority required for promotion. They bring about rigidity in operations as they leave no room for initiative by the subordinates. Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. Policy provides and explains what a member should do rather than what he is doing. Michael J. Jucius has also expressed his opinion on the nature and purposes of personnel policies. (iv) Continuity and stability- Written policies are a means of transmitting the company’s heritage from one generation of executives to another. Unless these are communicated properly to the persons concerned, no meaningful purpose will be served. ... Human Resources : Providing professional HR advice on grading of posts, content of job descriptions/person specifications, advertising and appropriate salary levels. Look forward, plan ahead for more and better things. (viii) Confidence in employees- Policy makes the employees aware of where they stand in relation to the organisation. For example, when Madura Garments, a division of Madura Coats, was taken over by Kumarmangalam Birla Group, many managerial personnel left the division which created a managerial vacuum and employee morale turned to be quite low. They work enthusiastically and with loyalty to get those objectives. HR Directors: Often responsible for 2 HR teams or more, human resource directors oversee a region, a number of locations or serve as the highest ranking member of HR within the company but this is not always the case. Policies are implemented by procedures. CHAPTER 2 - POLJCV STATEMEN Purpose of the Policy Policy Framework objectives Scope of the Policy Framework Guiding Principles 3. Thus, HR policies provide better control. Human Resource Management (HRM) functions are not confined to business establishments; they are applicable to non-business organisations as well. Most of the HR policies should be framed by the higher level of management with the advice and assistance of staff of the HR department. It implies a consideration of human being as a resource, i.e. It also focuses on managing physical and emotional capital of employees. Employee conduct – These policies are guidelines that control employer behaviour and conduct on the job. HR policies introduce the employees to the objectives of the organization. Policies are generally expressed in qualitative, conditional, or general way. (ii) Promptness of action- When situations arise that call for decisions, policy will ensure prompt action within the overall framework of the objectives of the organisation. Issues Related to Human Resource Management in the Hospitality Sector, Human Resource Management in the Times of Emerging Digital Economy, Human Resource Management in the Age of Acceleration, How to Manage Star Performers and High Achievers, HRM Strategies for an Increasingly Complex, Uncertain, and Volatile World, How Human Resource Managers can deal with Difficult Employees, Why Human Resource Management Must Change for the Coming Robotics Revolution, How Silicon Valley Firms are Implementing Innovative Human Resources Policies, Effective HRM Strategies to Smoothen and Sweeten the Downsizing and the Layoff Process, How HR (Human Resources) Function Can Save Time by Automating Routine Tasks, How HR Managers Can Help Employees Avoid Burnout and Manage Stress, Human Resource Management Strategies to Diversify the Workforce. It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management. Here, hiring would be done through the selection process; the policy simply restricts those going through the hiring process. Policy limits an area within which a decision is to be made and assures that the decision will be consistent with and contributive to objectives. Report a Violation 11. 1. Place right person in the right place at the right time. Policies should be based on the principle of flexibility so that whenever a change in policies is necessary to accomplish the organisational objectives, it may be effected. (v) Participation – Workers’ participation in management. A formulated policy is one which is specified by the organization for providing guidelines to its members. When a particular policy is chosen, it is put in action for the guidelines to managers concerned and results are obtained. The types of human resource policies you develop should cover the essential rules and guidelines you expect employees to follow. Thus, human resource policy provides guidelines for making decisions on matters relating to management of human resources. They offer the standards based on which decisions are reached. Employees always resist changes that may seem inconvenient or unpleasant to them. Employee benefits – These are policies that explain employee benefits such as insurance, vacations, holidays, leave and employee reimbursements. HR climate. If the results are in accordance with the objectives of the policy, the policy is workable. As a matter of fact, it is the middle management and the first-line supervisors who will be more concerned with the transmission and application of HR policies. The statement of specific objectives should refer to the various activities of personnel administration connecting with staffing training, developing, wage and salary administration, motivation, employee services and benefits, employee records, labour relations and personnel research. Definition of HR Policies 3. 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