policies of personnel managment

8/8/2019 Policies of Personnel Managment

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FUNCTIONS OF PERSONNELFUNCTIONS OF PERSONNEL

MANAGEMENTMANAGEMENT


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POLICIES OF PERSONNELPOLICIES OF PERSONNEL

MANAGMENTMANAGMENT What is a personnel policyWhat is a personnel policy

A personnel policy provide the framework with inA personnel policy provide the framework with in

which the decisions can be taken without furtherwhich the decisions can be taken without furtherreference to higher authorities.reference to higher authorities.

Personnel policies lay down the decision makingPersonnel policies lay down the decision makingcriterion in line with the overall purpose of thecriterion in line with the overall purpose of theorganization in the human resourceorganization in the human resourcemanagement.management.


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Personal policy is a pre determined andPersonal policy is a pre determined andaccepted course of thought and action toaccepted course of thought and action to

serve as a guide towards certain acceptedserve as a guide towards certain acceptedobjectives.objectives.

Personnel policies are recognizedPersonnel policies are recognized

intentions of top management withintentions of top management withrespect to efficient management ofrespect to efficient management ofworkforce.workforce.


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CHARACTERSTICS OFCHARACTERSTICS OFPERSONNELPERSONNEL POLICIESPOLICIES

Personnel policies are expression of intention ofPersonnel policies are expression of intention oftop management.top management.

Personnel policies are stated in broad terms.Personnel policies are stated in broad terms.

Personnel policies are long lasting.Personnel policies are long lasting.

Personnel policies are developed with activePersonnel policies are developed with active

participation of all executives.participation of all executives. Personnel policies are linked with objectives.Personnel policies are linked with objectives.

Personnel policies are in writing.Personnel policies are in writing.


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BENEFITS OF PERSONNELBENEFITS OF PERSONNEL

POLICIESPOLICIES

Provides guidelines to lower level ofProvides guidelines to lower level ofemployees on frequently recurringemployees on frequently recurringproblems.problems.

Help managers to act with confidence withHelp managers to act with confidence without the need of consultation without the need of consultation with

superiors.superiors. Facilitate the better administrative control.Facilitate the better administrative control.


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Help to make decisions consistent and inHelp to make decisions consistent and intune with objectives.tune with objectives.

Help in coordination and integration ofHelp in coordination and integration ofefforts in accomplishing organizationalefforts in accomplishing organizationalobjectives.objectives.

Help to save time and efforts byHelp to save time and efforts bypredefining solutions of frequentlypredefining solutions of frequentlyrecurring problems.recurring problems.


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LIMITATIONOF PERSONNELLIMITATIONOF PERSONNEL

POLICIESPOLICIES


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LIMITATIONS OF PERSONNELLIMITATIONS OF PERSONNEL

POLICIESPOLICIES

Bring rigidity in operations and leave noBring rigidity in operations and leave norooms for new initiatives.rooms for new initiatives.

Policies may not cover all the problems.Policies may not cover all the problems.

Policies are not substitutes of humanPolicies are not substitutes of humanjudgment.judgment.

Policies may not be ever lasting as theyPolicies may not be ever lasting as theylose their utility with the change in internallose their utility with the change in internaland external environment of business.and external environment of business.


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FORMULATIONOF PERSONNELFORMULATIONOF PERSONNEL

POLICIESPOLICIES


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FORMULATION OF PERSONNELFORMULATION OF PERSONNEL

POLICIESPOLICIES1.1. Preliminary investigation :Preliminary investigation :--

(a) Labor legislation.(a) Labor legislation.(b) Social values and customs.(b) Social values and customs.(c) Employees aspirations.(c) Employees aspirations.

2.2. Environment scanning.Environment scanning.3.3. Identification of policy areas.Identification of policy areas.4.4.ANALYSIS OF ALTERNATIVE POLICIES.ANALYSIS OF ALTERNATIVE POLICIES.

5.5. PARTICIPATION OF LOWER LEVELS.PARTICIPATION OF LOWER LEVELS.6.6.APPROVAL OF TOP MANAGEMENT.APPROVAL OF TOP MANAGEMENT.7.7. IMPLEMENTATION OF POLICY.IMPLEMENTATION OF POLICY.8.8. POLICY APPRAISAL.POLICY APPRAISAL.


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TESTS OF SOUND PERSONNELTESTS OF SOUND PERSONNEL

POLICYPOLICY (1) Is it stated properly ?(1) Is it stated properly ?

(2) Is it consistent with public policy ?(2) Is it consistent with public policy ?

(3) Is it uniform throughout organization ?(3) Is it uniform throughout organization ?

(4) Is it having a high level of acceptability(4) Is it having a high level of acceptability

among employee ?among employee ?


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POLICIES IN VARIOUSPOLICIES IN VARIOUS

PERSONNEL AREASPERSONNEL AREAS (1) EMPLOYEMENT POLICIES(1) EMPLOYEMENT POLICIES

(a) Minimum hiring qualification.(a) Minimum hiring qualification.

(b) Preferred source of recruitment.(b) Preferred source of recruitment.

(c) Reliance on various selection(c) Reliance on various selection

devices such as tests, referencedevices such as tests, referencechecks and interviews.checks and interviews.


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(2) TRAINING AND DEVELOPMENT(2) TRAINING AND DEVELOPMENT

POLICIESPOLICIES

(a) Opportunity for training and(a) Opportunity for training anddevelopment.development.

(b) Basis of training.(b) Basis of training.

(c) Types of training, on the job or off(c) Types of training, on the job or off

the job.the job.

(d) Programs of executive development.(d) Programs of executive development.


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(3) TRANSFER AND PROMOTION POLICIES(3) TRANSFER AND PROMOTION POLICIES

(a) Rationale of transfer.(a) Rationale of transfer.

(b) Periodicity of transfer.(b) Periodicity of transfer.(c) Length of service and qualification(c) Length of service and qualification

required for promotion.required for promotion.

(d) Weight age of seniority in(d) Weight age of seniority in

promotion.promotion.


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(4) COMPENSATION POLICIES(4) COMPENSATION POLICIES

(a)(a) Minimum wages and salaries.Minimum wages and salaries.

(b) Incentive plans.(b) Incentive plans.

(c) Profit sharing.(c) Profit sharing.

(d) Non monetary rewards.(d) Non monetary rewards.


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(5) INTEGRATION AND HUMAN(5) INTEGRATION AND HUMANRELATIONRELATION POLICIESPOLICIES

(a) Handling of grievances.(a) Handling of grievances.

(b) Recognition of labor unions.(b) Recognition of labor unions.

(c) Worker's participation(c) Worker's participation

management.management.

(d) Discipline.(d) Discipline.


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(6) WORKING CONDITION AND WELFARE(6) WORKING CONDITION AND WELFARE

POLICIES.POLICIES.

(a) Kinds and standards of working condition.(a) Kinds and standards of working condition.

(b) Safety programs.(b) Safety programs.

(c) Types of welfare policies.(c) Types of welfare policies.

(d) Financing of employer's services.(d) Financing of employer's services.


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7. MANIPULATION7. MANIPULATIONPLOICIES :PLOICIES :--


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PERSONNEL PROCEDURESPERSONNEL PROCEDURES

A procedure is a series of related tasksA procedure is a series of related tasksthat make up the chronological sequencethat make up the chronological sequence

and the established way of performing theand the established way of performing thework.work.

Procedures are operational guides toProcedures are operational guides to

actions as they routinize the way certainactions as they routinize the way certainrecurring job are to be performed.recurring job are to be performed.


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DIFFERENCE BETWEENDIFFERENCE BETWEEN

PROCEDURES AND POLICIESPROCEDURES AND POLICIES 1. Policies are guides to decision making while1. Policies are guides to decision making while

procedures are guide to actions.procedures are guide to actions.

2. Policies room for managerial thinking and2. Policies room for managerial thinking anddiscretion while procedures are detailed anddiscretion while procedures are detailed andrigid.rigid.

3. Policies are part of strategies of the3. Policies are part of strategies of theorganizations while procedures are operationalorganizations while procedures are operational

and tactical tools.and tactical tools. 4. Policies are generally framed by top4. Policies are generally framed by top

management and procedures are laid down bymanagement and procedures are laid down bysomewhat lower level in light of policies.somewhat lower level in light of policies.


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SOME SPECIFIC PROCEDURESSOME SPECIFIC PROCEDURES

OF PERSONNEL MANAGEMENTOF PERSONNEL MANAGEMENT 1. Human resource forecasting and1. Human resource forecasting and

planning.planning.

2. Training and development of2. Training and development ofemployees.employees.

3. Management development programme.3. Management development programme.

4. Employee benefit, wages and services.4. Employee benefit, wages and services. 5. Handling of employee problem.5. Handling of employee problem.

6. Maintaining labor relation.6. Maintaining labor relation.

policies of personnel managment

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