hr policies presentation

A PRESENTATION ON HR POLICIES

Human Resource PoliciesHuman resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.

2Dr. Surel Shah NMiMS

Purpose

• HR policies allow an organization to be clear with employees on:– The nature of the organization– What they should expect from the company– What the company expects of them– How policies and procedures work at your company– What is acceptable and unacceptable behavior– The consequences of unacceptable behavior


Human Resource Policies

• Each policy should include all the elements needed for easy revision and effective implementation:– Carefully researched policy language, – Thorough analysis of underlying management

issues, and – Comprehensive legal documentation with clear

explanations.

Dr. Surel Shah NMiMS 4


• Identify the important policy issues for your organization. Consider: – current laws– funder requirements– any collective agreements that affect your

organization– issues that address important concerns and

support what your organization represents



• Analyze about each potential policy: – How have we handled this issue in the past?– Does the size of our workforce justify having a policy

about this issue?– Are we willing to invest the time it takes to keep the policy

up to date?– What do we hope to accomplish with this policy? What

are the outcomes?– Will this policy foster something our organization believes

in ?


Human Resource Policies• Drafting the policy :– Policy name– Effective date of the policy and date of any revisions– Approval status – References – Purpose of the policy – Main policy statement– Definitions of any key concepts or terms used in the policy– Eligibility or scope – Positions in the organization responsible for implementing and

monitoring the policy– Procedures for carrying out the policy


Functions of HR Department • Workforce Management• Recruitment and Selection• Training and Development• Compensation and Benefits• Performance Management• Labor Relations• Personnel Administration


WORKFORCE MANAGEMENT


Workforce Management

Encompasses all the activities needed to maintain a productive workforce: • Payroll & benefits• HR administration• Time & attendance• Career & succession planning• Talent management • Learning management • Performance management• Forecasting and scheduling• Workforce tracking and emergency assist


Time and attendance• Should include Work timings ,lunch time, travel time,

waiting/idle times overtime ,relevant legislation, local agreements and the contracts of individual employees – including work-life balance guidelines.

• Different types of leaves of absence should be included :– Medical Leave of Absence– Parental Leave of Absence– Family Care Leave of Absence– Personal Leave of Absence etc


Succession Planning


• Objectives– To identify replacement needs– To provide opportunities for high potential workers – To increase pool of promotable employees– To support implementation of business plan– To guide individuals in their career paths– To encourage the advancement of diverse groups– To improve ability to respond to changing environmental

demands– To improve employee morale– To cope with the effects of downsizing, attrition,

retirements

Succession Planning


• Assess the potential vacancies in leadership and other key positions

• Assess the readiness of current staff to assume the positions

• Develop strategies to address these needs based on the skill gaps

Forecasting and Scheduling


establishing likely demand by analysing historical data

HIRING/

RECRUITMENT&

SELECTION


Hiring

The process of attracting, screening, and selecting qualified people for a job at an organization or firm.


Key Aspects of Hiring Policy

· Recruiting Sources· Selection and Hiring Procedures· Offer Letter· Reference Checking· Background Investigations· Rejecting An Applicant· Equal Employment Opportunity and Hiring· Physical and Educational Requirements· Medical Inquiries and Examinations


Sources of Recruitment

• Internal Sources– Retrenched Employees– Retired Employees– Dependent of deceased employees– Internal Job Postings– Promotions– Demotions– Moving across verticals


Sources of Recruitment

• External Sources– Placement Agencies and Consultants– Campus Recruitments– Off-campus Recruitments– Employees working in other organizations– Employment Agencies– Referrals– Walk-Ins


TRAINING &

DEVELOPMENT


Training and Development

• The field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.

• The objective is to make sure the availability of a skilled and willing workforce to an organization


Training and Development policy structure

• introduction/definitions/scope (purpose and reach of policy)• cultural/philosophical (values, vision, ethos, guiding principles, etc)• legal (health and safety, discrimination, etc)• people (where people stand in organizational priorities, input, care, etc)• methods (career development, succession)• systems/tools (training manuals, knowledge and information

management• process/operations (how T&D relates to operations)• financial (planning, budgets, prioritization, etc)• responsibility/authority (how T&D is managed, enabling voluntary and

extra T&D)• social responsibility (CSR, ethics, environment, sustainability, diversity)• review and measurement (accreditation, qualifications, independent

audit, etc)22Dr. Surel Shah

NMiMS

COMPENSATION &

BENEFITS


Compensation and Benefits • Employee benefits in kind are various non-wage compensations provided

to employees in addition to their normal wages or salaries.• Some of these benefits are:

– HRA– LTA– Medical Reimbursement – Insurance (health, dental, life etc.)– Conveyance – Retirement Benefits– Profit sharing etc.

• The Compensation policy should state the proportion of fixed and variable components.

• The policy should be formulated considering the tax implications.


PERFORMANCEMANAGEMENT


Performance Management

• A formal system for evaluating employee performance can help the employer identify and correct performance problems, plan employee career development, assess readiness for transfer or promotion, determine compensation, and improve productivity by communicating goals and expectations to employees.


Policy Structure

· Performance Appraisal· Frequency of Appraisals· Informal Discussion· Significant Events· Supervisor Training· Factors to be Appraised· Supervisors’ Recommendation and Documentation· Action Plan· Performance Goals· Employee’s Opportunity to Comment· Final Review· Timing of Evaluations· Accurate and Fair Evaluations· Negligent Evaluation and Performance Review Defamation


GRIEVANCEREDRESSAL


Grievance Redressal

• Objective– To create a work environment, which would be

free of hostility and try breed in a work culture which propagates a free and open thought process, encouraging growth and harmony free from encumbrance of force.


CODE OF

CONDUCT


OBJECTIVE: • The objective of Code of Conduct is to create a

safe equal and ambiguity less work environment.

• It is just as essential that employees act in a professional manner and extend the highest courtesy to co – workers, visitors, customers, vendors and clients.


Policy

• various policies like dress code, use of company communication, open door etc

• clear in definitions and terms • the operating authority and the consequences

of violation of policy


Advantages of Good HR Policies

• Curbing litigation • Communication with employees • Communication with managers and

supervisors• Time Savings


THANKYOU


Job Analysis*Recruitment &

Selection Decisions

*Job Evaluation (Wage & Salary

Decisions)*Training

Requirements*Performance

Appraisal

Job Description

Duties and Responsibilities

Working Conditions

Job Specification

Knowledge

Skills


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