personnel policies

Introduction of HR Policies

ByMANISHA VAGHELAPersonnel policies [email protected]: MANISHA VAGHELA

Our employees are united with basic principles of HR policy:

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Flow of presentationIntroduction of personnel policiesMeaning of personnel PoliciesDefinitionImportance of Human ResourcePolices or personnel policiesObjectives of personnel policiesFormulation of personnel policies (steps)Review of the topic


Introduction of personnel policies (HR Policies)

A policy is a predetermined course of action established to guide the performance of work towards accepted objectives . It is a type of a standing plan that serves to guide subordinates in the execution of their tasks. Human resource policies are statements of human resource objectives of an organization and provide a board framework within which decisions on human resource matters can be made without reference to higher authorities. Human resource policies lay down the criteria for decision making in the field of human resource [email protected]: MANISHA VAGHELA

Meaning of personnel Policies (HR policies)According to Yoder , Human resource or labour or industrial relations policy provides guidelines for a wide variety of employment relationship in the organization. These guidelines identify the organization's intentions in recruitment,selection,promotion,development,compensation,motivation,and otherwise leading and directing people in the working organisation.Human resource policies serve as a road map for [email protected]: MANISHA VAGHELA

In the words of calhoon , Human resource policies constitute guides to actions. They furnish the general lies in an organizations values , philosophy , concepts and principles.


Definition In short personnel policy should respect human dignity, fair treatment, protection, development, safe and healthy work environment and discharge all social responsibilities.


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Importance of Human ResourcePolices or personnel policies 1) Clear Thinking :-

The actual process of writing down a human resource policy helps to clarify management thinking. The management is required to examine its basic convictions and give full consideration to practices in other organizations. The top executives become aware of gaps, contradictions and vagueness in existing policies.


Havingness begins with a clear vision followed by clear thinking.


2) Uniformity and Consistency of administration:-Well-established policies ensure uniform and consistent treatment of all employees throughout the organization. Such policies help to minimize discrimination and favoritism. Sound human resource policies are, therefore , an essential base for sound human resource [email protected]: MANISHA VAGHELA

Be consistent!The best way to see results from your workout regimen is to do it on a regular basis. [email protected]: MANISHA VAGHELA

3) Continuity and Stability:-Written policies are a means of transmitting the companys heritage from one generation of executives to another. The accumulated wisdom in a company is lost when its top management team retires, dies or resigns. But if the wisdom is retained in the form of written policies. Succeeding generations of managers can gem from the experience of their predecessors. Such continuity of policies promotes stability in the organization.


Business Continuity Management (BCM) focuses on creating [email protected]: MANISHA VAGHELA

4) Sense of Security:-Written Human Resource policies provide advance information and predictable decisions on human resource matters. Employees know what action to expect in circumstances covered by the policies. Policies indicate what is expected of them.5) Delegation of Authority:-Human Resource policies are guides to decision on problems that recur frequently. They help a manager to delegate authority. Subordinates are more willing to accept responsibility because policies indicate what is expected of them. They can quote a written policy to justify their [email protected]: MANISHA VAGHELA

6) Orientation and Training:-Written human resource policies can be used as guides for orientation and training of new employees.7) Teamwork and Loyalty:-A well-prepared set of human resource policies enables employees to see the overall picture and how their actions relate to the organizations goals. Participation of employees in policy formulation promotes mutual understanding throughout the organization.



8) Control:-Human resource policies serve as standards or yardsticks for evaluating effectiveness of human resource management. Policies facilitate management by exception.9) Prompt Decision-making:-Carefully defined human resource policies serve as guide for making-decision on routine and repetitive issues. They prevent the wastage of time and energy involved in repeated analysis for solving problems of a similar nature.


Objectives of personnel policies1. To enable the organization to achieve its goal.2.To make aware all employees about and organization's goal, function rules, regulation and managerial.3. To project common interest of all concerned.4. To provide adequate, competent & trained personnel for all levels.5. To provide consultative participation and secure co-operation of all employees.


6.To provide effective leadership, soon moral behavior and motivation.7.Enforcing discipline and happy relationship among employees.8.To provide security, opportunity fair treatment to all.9.To provide appropriate wages so per job or work activities.


Scope or coverage of human resource policiesThe subject matter of human resource policies is as wide as the scope of human resource management. in most companies, policies are established regarding various functions of human resource management which are as follows.


1.Employment. All policies concerning recruitment, selection and separation of employees are included in this function. employment policies should provide clear guidelines on the following points:A) Minimum hiring qualifications.B) Preferred sources of recruitment.C)Reservation of seats for scheduled castes, scheduled tribes handicapped persons and [email protected]: MANISHA VAGHELA

D) employment of local people and relations of existing staff.E) reliance on various selection devices such as university degrees, tests, Interviews, reference checks, physical examination, etc.F) basis (length of service or efficiency) to be followed in discharging an employee.G) probation period.H) layoff and retiring.


2.Training and development


A) Attitude towards training-whether it is regarded as a device to overcome specific problems or as a continuing relationship between superior and subordinate.B) Objectives of training .C) Opportunities for career development.D) Basis of training.E)Methods of training on the job or off the job.F) Programmes of executive development.G) Orientation of new employees.


3.Transfers and promotionsA) Rationale of transfer.B) Periodically of transfer.C) Promotion from within or outside the organization.D) Seniority required for promotion.E) Relative weight age to seniority and merit in organization.F) Seniority rights.G) Channels of promotion.


4.Compensation

A) job evaluation system.B) minimum wages and salaries.C) method of wage payment.D) profit sharing and incentive plans.E) non-monetary rewards.F) executive stock option plan.G) procedure for getting pay.H) whether to pay prevailing or more than prevailing salary scales. [email protected]: MANISHA VAGHELA

5.Working conditionA) working hoursB) number and duration of rest intervals.C) overtime work.D) shift work.E) safety rules and regulations.F) leave [email protected]: MANISHA VAGHELA

Shift workers get injured twice as often as workers who work regular

overtime workworking [email protected]: MANISHA VAGHELA

safety rules and regulations

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6.Employee service and welfare

A)types of service housing , transportation, medical facilities education of children, group insurance, credit facilities ,purchase of company s products at discount, company stores, social security, etc.

B) financing of employee services [email protected]: MANISHA VAGHELA

C) incentives to motivateWe all want our employees to be motivated. Of course we [email protected]: MANISHA VAGHELA

7.Industrial Relations(a) Handling of grievances.(b) Recognition of trade union.(c) Suggestions schemes.(d) Discipline and conduct rules.(e) Workers participation in management.(f) Employees news sheet and house [email protected]: MANISHA VAGHELA

So back to the Forrester Study and Creation versus [email protected]: MANISHA VAGHELA

FORMULATION OF HUMAN RESOURCE POLICIES (steps)Identifying the needGathering informationExamining policy alternativesGetting approvalCommunicating the policyEvaluating the [email protected]: MANISHA VAGHELA

1.Identifying the need first of all, the areas requiring human resource policy are identified. Policies are required in various areas of human resources management such as hiring, training , compensation, industrial relations, etc. Need for a new policy or revision of an existing policy may be voiced by the companys staff or by a trade [email protected]: MANISHA VAGHELA

2. Gathering information Once the need for a policy has been accepted the next step is to collect necessary facts for its formulation. A committee or a specialist may be assigned the task of collecting the required information from inside and outside the organization. The human resource department should study the companys documents and past practices, survey prevailing practices in the industry the knowledge and experience gained from handling human resources [email protected]: MANISHA VAGHELA

People inside and outside the company may be interviewed. It is necessary to monitor and predict thoroughly the internal and external environment of the firm. Special attention should be paid to attitude and philosophy of top management, social customer and values aspirations of employees, labor legislation, etc. widespread consultation and discussions at this stage are helpful in developing sound human resource polices. [email protected]: MANISHA VAGHELA

Information gathering is vital and is being used :

GATHERING INFORMATION:[email protected]: MANISHA VAGHELA

3. Examining policy alternatives On the basis of data collected, alternatives are appraised in terms of their contributions to organizational objectives. It is necessary to secure active participation of those who are to use and live with the policies. The chosen policy is then put in writing in appropriate [email protected]: MANISHA VAGHELA

In simple words, each policy alternative represents [email protected]: MANISHA VAGHELA

4. Getting approval The human resource department will send the policy draft at the right time to top management for its approval. To management has the final authority to decide whether a policy adequately represents the organizations [email protected]: MANISHA VAGHELA

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5. Communicating the policy The approval policy needs to be communicated throughout the organization. Policy manual house journals , meetings and their methods may be employed for this purpose. In addition, an educational programme may be arranged to teach people how to apply the enunciated [email protected]: MANISHA VAGHELA


6. Evaluating the policy From time to time the policy should be evaluated in terms of experience of those who use it and of those who are affected by it. Environmental changes should also be considered. Any serious difficulty with a policy along with suggestions should be reported to the top management . Such knowledge will enable the management to restate or reformulate the [email protected]: MANISHA VAGHELA

A Guide to Monitoring and Evaluating Policy Influence


Review of the topicIntroduction of personnel policiesMeaning of personnel PoliciesDefinitionImportance of Human ResourcePolices or personnel policiesObjectives of personnel policiesFormulation of personnel policies (steps)


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