Personnel policies

By
MANISHA VAGHELA

BY: MANISHA VAGHELA Vaghela_manisha13@yahoo.com 1

BY: MANISHA VAGHELA Vaghela_manisha13@yahoo.com 2

Flow of presentation
 Introduction of personnel policies
 Meaning of personnel Policies
 Definition
 Importance of Human Resource
Polices or personnel policies
 Objectives of personnel policies
 Formulation of personnel policies (steps)
 Review of the topic

Vaghela_manisha13@yahoo
.com BY: MANISHA VAGHELA 3

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 inVaghela_manisha13@yahoo human VAGHELA
the field of BY: MANISHA resource
.com 4

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,developme
nt,compensation,motivation,and otherwise
leading and directing people in the working
organisation.Human resource policies serve
as a road map for managers.”

 In the words of calhoon , ” Human
resource policies constitute guides to
actions. They furnish the general lies
in an organization’s 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.

Vaghela_manisha13@yahoo.com BY: MANISHA VAGHELA 7

Importance of Human Resource
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 practices.


Be consistent! The best way to see results
from your workout regimen is to do it on a
regular basis.

3) Continuity and Stability:-
Written policies are a means of
transmitting the company’s 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


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 action.

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
organization’s 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
policies
1. 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 policies
 The 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 ex-servicemen.

 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 promotions
A) 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.

5.Working condition
A) working hours
B) number and duration of rest
intervals.
C) overtime work.
D) shift work.
E) safety rules and regulations.
F) leave rules.


working hours

overtime work

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

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 .


C) incentives to motivate

We all want our employees to be
motivated. Of course we do.


7.Industrial Relations
(a) Handling of grievances.
(b) Recognition of trade union.
(c) Suggestions schemes.
(d) Discipline and conduct rules.
(e) Worker’s participation in
management.
(f) Employees’ news sheet and house
journals.


So back to the Forrester Study and
Creation versus Participation


FORMULATION OF HUMAN
RESOURCE POLICIES (steps)
1. Identifying the need
2. Gathering information
3. Examining policy alternatives
4. Getting approval
5. Communicating the policy
6. Evaluating the policy


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 company’s staff or by a
trade union.

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 company’s
documents and past practices, survey
prevailing practices in the industry the
knowledge and experience gained from
handling human resources problems.

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.

Information gathering is vital and is being used :

GATHERING INFORMATION:


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 form.


In simple words, each policy alternative represents

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 objectives.


 Start getting approval letters again
by taking the right steps.


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 policy.


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 policy.


 A Guide to Monitoring and Evaluating
Policy Influence


Review of the topic
 Introduction of personnel policies
 Meaning of personnel Policies
 Definition
 Importance of Human Resource
 Objectives of personnel policies
 Formulation of personnel policies
(steps)


thank you


Personnel policies

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Personnel policies