Scope implies subject matter, the subject matter of human resource policies is as wide as the scope of human resource management. • Strategic Plans, Human Resource Plans, Retention Policies, Human Resource Development Strategies and Policies of the sampled departments were obtained to ascertain whether sampled departments understand the link and assess their compliance with the DPSA's Human Resource Development Strategy Vision 2015. Often the organization formulates policies in various functional areas and each function is related to other functions of the organization. as something having peculiar psychological properties, abilities and limitation that require the same amount of engineering attention as the properties of any other source, e.g., copper. While written policies can be communicated easily, problems exist for communicating unwritten ones. HR policies make delegation of authority possible, which means assigning the work to others and give them authority to do it. There should be a set of standards to check the effectiveness of a particular HR policy. Such prescriptions may be either explicit or these may be interpreted from the behaviour of organization’s members, particularly at the top level. The scope of Human Resource Management (HRM) is Personal Management, Employee Welfare and Industrial Relations. On the other hand, the policy should not be so inflexible that it cannot be changed when the need arises. Policies only delimit the areas within which decisions are to be made. It brings consistency and uniformity in the decisions and actions of the organisation. Privacy Policy 9. It being a standing plan, provides guidelines to managerial decisions. An industrial organisation should form and declare its HR policy well in advance so that it may have a basis to take decisions with regard to future HR problems. Thus, organization gets assurance that higher positions are filled by internal members without further control. Human Resource Management is a management function concerned with hiring, motivating, and maintaining workforce in an organization. However, for the sake of convenience and developing understanding about the subject, we divide it in three categories mentioned above. Human resources planning Human Resource Management – Policies . The importance and significant of HR policies: The HR Policies help managers operating at different levels to act with confidence without the need for consulting superiors every time. Therefore, there should be a periodic review of policies and suitable changes should be incorporated from time to time. HR policies decide how to get the work done by the people or how to behave with them. However, a comprehensive scope of HRM audit includes all aspects of HRM which are as follows: 1. 1. In most companies, policies are formulated regarding various functions of human resource management which are as under: Policies concerning with recruitment, selection and separation of employees. They define the philosophies and values of the organization on how people should be treated, and from these are derived principles upon which managers are expected to act when dealing with human resource matters.”, 1. Policy Content 8. Human Resource Policies: Here are few most common reasons why any kind of organization needs HR policies and the main purpose of a HR policy. 4. This policy may be broad giving general guidance for the action or may be spelled completely so as to leave little scope for definition and interpretation. 1. Similarly, policies may exist in all areas of the organization from major organizational policies to minor policies applicable to the smallest segment of the organization. This point can be illustrated with the help of an example. It should benefit all the concerned parties’ employees, employer and the government. However, we may classify the same under following heads: It also includes performance appraisal, developing new skills, disbursement of wages, incentives, allowances, traveling policies and procedures and other related courses of actions. A written policy is easier to communicate through the organizational manuals. However, written policy has certain disadvantages in the form of being inflexible, too much emphasis on written words and their interpretation, and leakage of confidential policy. 3. HR compliance, and 4. Interpretation of this policy 4. 2. (iii) Basis – Basis (length of service or efficiency) to be followed in discharging an employee. (iv) Objectives – Objectives of training. Nature and Scope of Human Resource Management 3 ... houses and individual employees brought significant changes in the human resource policies and practices. Let us discuss this process. (vi) Safety – Safety rules and regulations. The HR policies should incorporate the clause for amicable settlement of disputes with the trade unions through negotiations and collective bargaining. Formulation 12. This article focuses on the scope of HRM and its major subfields. Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage! HR policies may suffer from some limitations which are as follows: (i) Policies are repeatedly used plans. If this is not done, managers have to make decisions again and again. Suppose, a policy states that the office-bearers of the trade union shall not collect membership subscription from the member workers on company premises. 4. 8. (Process). Human Resource Policy and Strategy. In this way, the subordinates are not required to enquire from the superiors how a given problem is to be tackled. HR strategies and policies, 2. Everything you need to know about HR policies. 10. In common parlance, human resources means the people. Leave record 10. Further, policy provides some discretion for managerial decisions but it should minimize the number of cases where decisions are based on personal judgement. (iv) Sources – Preferred sources of recruitment. Policy is the statement or general understanding which provides guidelines in decision making to members of an organization in respect to any course of action. HR policies serve as standards in execution of work. 5. The verbs most often used in stating policies are to maintain, to continue, to follow, to adhere, to provide, to assist, to assure, to employ, to make, to produce, or to be. 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. This will help you to understand HR policies to be discussed at various places easily. 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. State true or false i. Three sensitive areas of legal concern that managers must comply with are equal opportunity, affirmative action, and sexual harassment, described in the following sections. Employees’ represent­atives should be given participation in decision-making bodies of the organization so that they may realize their responsibilities towards the management and workers. 7.Compensation planning and remuneration . Thus, in the aforementioned example, policy is helpful in achieving effectiveness in hiring as it restricts some candidates from the selection process who presumably are not suitable. It is not just sufficient to formulate policies. First, poli­cies restrain subordinates from performing undesirable functions or from mishandling specified func­tions. 1. People want to improve their status, to earn more, and to shoulder higher responsibility. Policies do not include detailed statements describing specifically how the policy is to be implemented. Scope 4. An owner of any institution or Human resources department or any type of organization publishes a set of rules and instructions by which all employees within an organization must follow these. As a matter of fact, management is supposed not only to design appropriate policies but also to see that they are properly applied. This will help determining which HR policy needs to be dropped or changed or whether there is a necessity of having an additional policy. the prime responsibility for day-to-day management of human resources will rest with line managers. HR Policies – Main Characteristics of Sound Policies: Organizational Objectives, Planned Formulation, Clarity, Consistency, Balanced, Written & Communication. Human Resource Management is the process of recruiting, selecting, inducting employees, providing orientation, imparting training and development, appraising the performance of employees, deciding compensation and providing benefits, motivating employees, maintaining proper relations with employees and their trade unions, ensuring employees safety, welfare and healthy measures in … Take the matter of awarding punishment for the acts of indiscipline. Policies help in achieving the following benefits: (i) Facilitates decision-making. Organizational philosophy is based on the philosophy of those who create and manage an organization. As such, if frequent appeals are made, managers should visualize and review their policy formulation, its communication, and interpretation so that policy guidelines become more clear and specific. 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. A sound policy maintains balance between stability and flexibility. Scope. Hence, trade union leaders should also be taken into confidence while framing HR policies or for that matter any policy. Framing 11. In case there is no HR policy laying down the nature and quantum of punishment for different types of acts of indis­cipline, every executive will have to use his/her own discretion in awarding the punishment. Recognition of Work and Accomplishment: HR Policies – 4 Important Types: Formulated, Implied, Imposed and Appealed Policies, HR Policies – How to Formulate 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 workforce. 3. © Management Study Guide 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. On the basis of the light of actual performance, existing policies may be subjected to amendment/refinement. To ensure proper human resource policies. When these factors are taken into consideration, various policy options may emerge on a particular issue. Scope implies subject matter, the subject matter of human resource policies is as wide as the scope of human resource management. So far as possible, policy should be clear and must not leave scope. Who may know where they stand in the organization should provide for sufficient and! Enquire from the manpower needs assessment to management in consultation with other agencies the event of an organization, HR. From the manpower needs assessment to management of human resource management is not necessarily the best but... To enquire from the manpower needs assessment to management of human resource management is the that! 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