personnel policies 2 (2)

7/24/2019 Personnel Policies 2 (2)

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MEANING

POLICIESThe dictionary meaning of policy is a plan

of action!

Policies are plans red"ced to statements

or instr"ctions that direct organi#ation intheir decision ma$ing


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Personnel Policies

Personnel policy pro%ides g"idelines

for a &ide 'arity of employmentrelationship in the organi#ations


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These g"idelines identify theorgani#ations intensions( recr"itment(

selection( promotion( de%elopment(compensations and a road map for themanagers


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)E*INITION

+ritten statements of an organi#ation,sgoals and o-.ecti%es concerning mattersthat effect the people in the organi#ation

It is a plan of action

A statement of the intentions of themanagement to a general co"rse of action


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A policy is a general g"ide to actionA policy / may -e specific or general in its

instit"tiondeal &ith one or many( aspect of apro-lem

place limits &ithin &hich action is to -eta$enspecify the steps in ma$ing decision


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PE0SONAL POLICIES

Policies on salaries

Illness allowance

Other compensationsJob requirements

formal dress code

disciplinary procedures


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Health programmes

Pre employment physical e1amination2

Employees health ser%ice2

Job security

Granting lea%es on personal reasons4andling of employee,s error


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Some personnel policies

0em"neration policyIns"rance -enefits

Pension plansMedical ins"rance0ecr"itment policy

%acation and lea%e policyCas"al lea%e( medical lea%e( paid holiday


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AREAS HA SHO!"# $E I%&ORPORAE# I%PERSO%%E" PO"I&IES

Organisation

0esponsi-ilities

Staffing pattern( shift pattern

)epartmental f"nction


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5tilisation( care( maintenance ofe6"ipments

Patient admission( comm"nication anddischarge

N"rsing proced"res


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Handling of patient's clothing and(aluables

#ealing with (erbal or telephonic

orders of medical staff


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Handling and controlling of drugs

Isolation technique) communicabledisease

Pre(ention of hospital infection


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Safety

Public relations

Health education

Records and reports

!se of restraints


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ransfer of patients

Procedures against medical ad(ice anddeath of patients

*acation) transfer and emergencyrequest


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&HARA&ERISI&S O+ PERSO%%E"PO"I&IES

Policies are ro"tes to the administration

A policy is a standing plan that g"ides the

people for a long periodPolicies are -road in scope and fle1i-le


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Policies help to direct indi(idualbeha(iour) the organisations missionsand defines broad limits and desired

outcomes of commonly occurringsituations,


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Policies are restricti(e in nature)

because they define the boundary withinwhich decisions ought to be made,


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Policies are permissi(e

because the subordinates are allowedsome degree of freedom to e-erciseinitiati(e and discretion but withinlimits,


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7e form"lated &ith regards for theinterest of all parties( ie employer(employee 8indi%id"al9 gro"ps: p"-lic and

clientsConfirm to the go%ernment reg"lations7e &ritten and form"lated

7e for&ard loo$ing and for&ard planningfor contin"ing de%elopment


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It sho"ld -e defined(positi%e( clear and easily"nderstood

M"st -e reasona-ly sta-le-"t more rigid

It sho"ld -e periodicallyre%ie&ed( e%al"ated(assessed and re%ised


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M"st -e s"pplementary to o%erall policiesof organisation

Sho"ld recognise desire of many &or$ers*orm"lated &ith regard for interest ofall concern parties

Sho"ld -e the res"lt of a caref"l analysisof all a%aila-le facts


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.ust pro(ide two way communicationbetween management and employees,

.ust not only support themanagement but cooperation ofemployees,

Should be uniform throughout theorganisation,


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Specific

ConsistencyPermanency*le1i-le

+ith P"rpose0ecogni#e indi%id"al differences


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OR/I% A%# SO!RSES O+ PERSO%%A"PO"I&IES

Policies stem from a &ide %ariety of placesand people

They not created in a %ac""m( there aresome principal so"rces &hich determine acontent and the meaning of the policy


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The practices of an organi#ationThe attit"de( ideas( philosophy( of the

-oard of directions( top( middle( and lo&

management)ay to day practices of the employees

and identification of pro-lem( diffic"lties

etc


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Employees s"ggestions and complaints

State and National legislation

Change in the co"ntry economy


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The attit"des and social %al"es of la-o"r

The ethical points of %ie& and socialresponsi-ility of the organi#ation to&ardsthe p"-lic

The goal of the organi#ation


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AI.S O+ PERSO%A" PO"I&IES

To ena-le the an organi#ation to carry o"tthe main o-.ecti%es

To ens"re employees cooperation fortheir attainment


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To pro%ide an ade6"ate competent andtrained personnel for all le%els and typeof management

To protect the common interest of allparties and recogni#e the role of trade

"nions in the organi#ations


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To esta-lish the conditions for m"t"alconfidence and a%oid conf"sion andmis"nderstanding -et&een the management

and the &or$ers -y de%eloping s"ggestions(plan

To pro%ide sec"rity of employment to&or$ers so that they may not -e distri-"ted-y the "ncertainties of their f"t"re


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PO"I&IES

o enable organisation to

fulfil or carryout main ob0ecti(es,to de(elop a sincere sense of unity withenterprise and carry out their duties inmost willing and effecti(e manner,

o pro(ide an adequate) competent andtrained personnel,


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AIMS/ cont;;;

o protect common interest,

o pro(ide security of employment towor1ers,

o pro(ide an opportunity for growthwithin the organisation,

o create a sense of responsibility,

O$JE&I*ES O+ PERSO%%A"


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O$JE&I*ES O+ PERSO%%A"PO"I&IES

Ma1im"m indi%id"al de%elopment

Ma1im"m "se of h"man reso"rces

Good ind"strial relations

Indi%id"al satisfactions


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Protection of the &or$ers interest

Opport"nity

Moti%ation


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ESSE%IA"S O+ /OO# PERSO%%E"PO"I&2

It should be ta1en in to account theinterests of both employer andemployees,

It should be consistent with basico(erall policies of organisation,


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It should be complete in e(eryrespects,

It should be simple and precise,

It should be reasonably stable andpermanent,


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applicable to all members oforganisation,

It should be acceptable to employees

It should be fle-ible) ie) capable ofbeing ad0usted to changes inen(ironment


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It should be properly communicated

to those for whom it is intended,


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%EE# O+ PERSO%%%E" PO"I&IES

To ha%e a formal statement oncooperati%e thin$ing &hich &ill ser%e as ag"ideline for the action

To esta-lish consistency


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PERSO%A" PO"I&IES %EE# $E SPE&I+I&A""2&REAE# $E&A!SE O+ HE +O""O3I%/ REASO%S4

The -asic need and re6"irements of-oth an organi#ation and its employeesre6"ire deep tho"ght

Esta-lished policies ens"re consistenttreatment to all personnel thro"gho"t an

organi#ation


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Policies ser%e as standards or meas"ringyards for e%al"ating the performance

So"nd policies help to -"ild employeesenth"siasm and loyalty

Polices are control g"ides for delegateddecision ma$ing


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PRI%&IP"ES O+ PERSO%%E" PO"I&IES

Put the right man in the right place bya careful selection and placement

rain employee for the 0ob to done5 sothat they qualify for the better 0obs.a1e the organi6ation a coordinated

team through a proper administrationsof different departments and de(iations


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Supply the right tools and rightconditions of wor1/i(e security with opportunity) incenti(e)

recognition) in order that he may stic1to the 0ob,"oo1 ahead) plan ahead) fore more and

better things,


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ypes of policies

I.P"IE# PO"I&2

E7PRESSE# PO"I&2


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I.P"IE# PO"I&2

It is the policy neither &ritten nore1pressed %er-ally ha%e "s"ally

de%eloped o%er time and follo& aprecendent


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E7PRESSE# PO"I&2

these are specified %er-ally or in &riting


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= *"nctional gro"ping of policies

> Centrali#ed policies


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+unctional grouping of policies

*"nctional gro"ping of the policies are

those &hich are gro"ped for differentcategories of personnel


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eg2 for the management dealing &ith thepersonnel planning(organi#ing(controlling(for management concerned &ith the

f"nctions of proc"ring de%elopingAnd "tili#ing the manpo&er

C t li d li i


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Centrali#ed policies

The centrali#ed policies are formedfor companies &ith se%eral locations

.E&HA%IS. O+ PO"I&2


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.E&HA%IS. O+ PO"I&2+OR.!"AIO%

he first step is5

identification of pro-lem area orsit"ation in &hich the decisions of asimilar or repetititi%e nat"re are in%ol%ed


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st"dy the e1isting doc"ments( s"r%ey andcomm"nity practices( re%ie& the pre%ailingcondition in the organi#ation to collect

appropriate information and get theirs"ggestions and cooperation on personnelacti%ities

After a policy draft has -een prepared


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he second step5is to circ"late the copies( among all those

&ho may -e e1pected to operate itTheir constr"ction criticism and

s"ggestions are %al"a-leA second draft is then prepared and

finali#ed( and the policy statements aregi%e shape and prom"lgated thro"gh o"tthe organi#ation


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he third step is

"nderta$ing a periodic re%ie&(re%al"ation and the re%ision of the

policies

This is essential if organi#ed ? managerialstagnation are to -e a%oided

+OR.!"AIO% O+ PERSO%%E"


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+OR.!"AIO% O+ PERSO%%E"PO"I&IES

Identify the need,

/ather information

E-amine policy alternati(es,

/etting appro(al

E(aluating policy

HE SEPS %E&ESSAR2 I%


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HE SEPS %E&ESSAR2 I%#ESI/%I%/ HE PO"I&IES ARE4

Initiating the policy5nco%er of the facts -y the personnel

department0ecommending a policy to the top

management and eliciting the %ie&s of allconcerned

P"tting do&n a policy in &riting


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E1plaining and disc"ssing the proposedpolicy &ith mem-ers of the organi#ationAdopting and la"nching itComm"nicating it to employees at all le%elsInitiating follo& "p actions on it

E%al"ating it0estating and reform"lating policies


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A#*A%A/ES

4elps to gi%e employees a sense of sec"rityand indi%id"al &orth

Gi%es the employees pride and loyalty to theorgani#ation for &hich they &or$

Employees tend to gi%e good ser%ice andidentify themsel%es &ith the goals of theorgani#ation and they &ant to remain in theorgani#ation


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As g"ides to action( sa%e a great deal oftime of the administrator

A clearly &ritten policy sa%es the time ofthe employee as &ell


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A sense of security and indi(idualworth,

/i(es clear thin1ing,

Pride and loyalty to the organisation,

o produce better patient ser(ices,


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G"ides for orientation and training of ne&employees

Pro%ide contin"ity and sta-ility

Pro%ides "niformity and consistency oforganisation


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personnel policies 2 (2)

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