TOS4. In general, human resources planning needs to take into account the amount of flexibility in terms of hours, dress code and formality tolerated by the company. Both are inseparable and as shadows set the outlines of a human being, so do procedures set the outlines of an HR policy. (4) They are approved by the highest authority in the organization. This term is often used for more detailed collections of policy … Hence, in the case of any difference of opinion on any clause of the policy, it will be better if the matter is entrusted to a third party who may be an impartial man or body. (9) Others—suggestions, transportations, etc. The overriding critical factor in recruiting is hiring employees likely to succeed and stick around. ii. Seek the view of the union’s representatives. The company’s records, past practices, industry practices and top management policies should be studied. (i) Minimum hiring qualifications and experience. (iv) Length of service required for promotion. The handbook is distributed to new employees on the first day of work and is typically discussed during informal or formal orientation sessions. Suggestion schemes, properly organized can also be a valuable channel of communication, paying dividends to both the companies and their employees. Human resources planning is a proactive process used to identify the best way to allocate resources and adapt to employment changes. The role of the factory managers and the immediate supervisors is equally important. Welcome to Shareyouressays.com! Hence, the policies must be stated in a broad sense with a long-term perspective. Public Policy And Factors Influencing Public Policy Making 1.1 Leading scientists, ... the wherewithal means/ways to achieve the objective, that is, which resources, in terms of funds, personnel, materials, tools, ... goal represents the best situation imaginable the objective is the aspects that the policy – makers consider closest Human resource planning depends upon the following factors: 1. Policies as a guide to managerial control work in a cyclical fashion. Internal Factor # 4. Optimum Utilization of Human Resources The basic factors that influence policy formulation are 1. Once data have been collected, various alternative policies can be designed. (v) Qualifications and merits required for promotion. Key factors to successfully implement a Human Resource Information System To cut down on paperwork, as well as access information more easily, an increasing number of HR professionals are choosing to update their record keeping methods by switching to Human Resource … This ensures efficient utilization of human resources within an enterprise. After selecting the areas, relevant information should be collected for facilitating policy formulation. (i) Rationale of transfer. Human resource policies are not something that can be considered in isolation. 6. After the necessary information has been gathered and the alternatives examined, the HR department can begin the actual work of formulating the written expressions of the company’s HR policy. Publish your original essays now. It is also necessary when company plans to bring about large scale changes like expansion, diversification, adoption of new technology, etc. The policy details should be conveyed to all the workers throughout the organization. 1. Report a Violation. Before publishing your Essay on this site, please read the following pages: 1. Assessment of existing policies is especially important during crises like labour strikes, lock outs, mass employee grievances, labour union unrest, etc. Every organization needs policies to ensure consistency in action and equity in its relation with employees. By taking policy decisions on frequently recurring problems, the top management provides the guidelines to lower level managers. Useful Notes on the Process of Chromosome Replication. Contents  4. Human resource means People, shortly called as HR. Joint policy making is one of the essentials of sound policy formulation. Human Resource Planning b. Recruitments c. Human Resource Management d. Human Capital Management View Answer / Hide Answer Stability of Dividends 7. Dividend Pay-Out (D/P) Ratio 8. Strategic human resource management is different from traditional human resource management in its focus on organizational outcomes, its integration of the various functional areas of human resource management, and its concern with more macro perspective on the topic. Mesolithic Culture Excavated Sites–Findings Revealed! 16. View key toolkits, policies, research and more on HR topics that matter to you. In case the management has to depart from the declared policy in any matter due to its unusual or emergent nature, it will be in the fitness of things if the management explains the background of that case, reasons for taking an exceptional view and justifies its stand in a convincing manner. An HR department primarily deals with recruitment and selection, training and development, job evalu­ation, wages and incentives, and labour welfare policy. HR policies constitute the basis for sound HRM practices. These types of regulations influence every process of the HR department, including hiring, training, compensation, termination, and much more. The functions of the personnel policy committee are as follows: (2) Serving as an advisory and recommendatory agency in respect of HR policy formulation, (3) Dealing with matters other than HR policies, and. Sometimes, the function also covers transportation administration, rest house management and protocol services. In order to fulfill this objective, policies and procedures should be made on following guidelines or steps: 1. Thus, participation at different levels is invariably required in personnel policy formulation. The type of organization is an important consideration because it deter­mines the production processes involved, number and type of staff needed, and the supervisory and managerial personnel required. This is at least partially why salaries in large urban areas are generally higher than salaries for similar positions in more rural locations. A committee or a specialist may be assigned the task of collecting the required information from inside and outside the organisation. In the supervisory training programme, it may include role playing as one of the many training practices. Contracts of Employment, Conditions of Service, Employee Handbooks are all or should all come from the HR Policy. Human Resource can also be called as manpower, employee, workforce, jobholder or personnel. Acquisitions or mergers, on the other hand, pro… Political stability The following changes have been observed in the political context over the years: I. (i) Frequency of training and development programs. The moment the management feels that the declared policy is not serving the desired purpose, it should be revised, amended or dropped as the situation demands. Policy manual, in-house journals, notice boards, intranet, etc., can be used to create awareness among employees at various levels. It is the basis of control. This will also ensure promptness of action. The human resource philosophy of DLF, for instance, is stated as the manage­ment of people begins with ideas, implicit or explicit, as to the purpose, goals, and intentions in their employ­ment. iii. Public Policy And Factors Influencing Public Policy Making 1.1 Leading scientists, scholars and writers ... policy making within the human – ecological system. Weakness in any one of the major policies tends to weaken the effectiveness of other policies. Including human factors in risk management plans is essential to the success of any project. This article provides an example of how to include human factors in risk management plans, and an illustration of some of the types of problems that can occur when it comes to employees. Policies are set up to achieve several benefits. In general, the purpose is to align employment needs and recruitment to the goals of the organization. Make them specific and clear. In developing HR Policies, there should be clear and consistent statements of the organization’s policies regarding to all conditions of employment and procedures for their equal and fair implementation. The personnel/HR manager has to play an important role in this respect. Any serious difficulty with a policy along with suggestions should be reported to the top manage­ment. Internal and External Environment . Working Conditions and Welfare Policies, Personnel Policies: 6 Steps Used to Formulate Personnel Policies, HR Policies – Major Outlines of the HR Policy of a Medium-Sized Organisation, HR Policies – Steps in Designing HR Policy, HR Policies – Essentials of an HR Policy Statement, HR Policies – Half-Way House Approach to the HRM Policies, HR Policies – Employees’ Participation in Policy Formulation, HR Policies – Committee Approach to HR Policy Formulation, HR Policies – Communication of the HR Policies, HR Policies – Successful Implementation of HR Policy, HR Policies – 6 Important Policies in Various HR Areas. If the communication system is faulty, rumors, inaccuracies, suspicion, and unrest will prevail among the employees; whereas a comprehensive system of communication will encourage a feeling of trust and interest in the affairs and the development of the organization. Hence, to address such changing factors, human resource planning needs to be revised and updated continuously. HR policies are also defined as that body of principles and rules of conduct which govern the enterprise in its relationship with employees. Tax policy ii. (iii) Types of training, viz., on-the-job or off-the-job. Government Regulations – With the introduction of new workplace compliance standards your human resources department is constantly under pressure to stay within the law. HRM is an integral part of overall management, and operates through the management group as a whole, in so far as every manager has certain HR activities to per­form. Political factors determine how and to what degree a government intervenes in the economy. They should then be communicated throughout the enterprise in the form of in-house journals, booklets, policy manuals, notice boards and meetings, and discussions. Analyse existing policies: both written and unwritten existing policies. Introduction to HR Policy 2. Regional blocks v. Trade restrictions & Tariffs vi. Certain technical factors … Another best practice is providing new employees with a formal orientation session where they are fully aware of the company, its philosophy and mission. The HR department should study existing documents, survey industry and commu­nity practices and interview people within the organisation to collect appropriate infor­mation. Such a policy statement provides guidelines for a wide variety of employ­ment relationships in the organization. Policies about performance appraisals, fair employment practices, appearance and behaviour are just a few of the several policies contained in an employee handbook. Communication of the policy and procedures adapted to the entire organization. From its beginning as personnel administration, the human resources field has evolved into a … Necessary changes should be effected only after soliciting the views, advice and sug­gestions of the representatives of the employees and the well-known experts of the field concerned. These may include HR Planning and Outsourcing, Recruitment, Training and Development, employment Contracts Negotiations and Administration, Employee Performance and Exit/Termination Process Management. In order to add support and value to the advancement of the firm, Human Resources professionals should have deeper understanding of the business so to serve as in-house consultants to management, enhance and perform functional competencies. HR policies provides guidelines for a wide variety of employment relations in the organiza­tion. The more important of them are: (i) type and strategy of organization, (ii) organizational growth cycles and planning, (iii) environmental uncertainties, (iv) time horizons, (v) type and quality of forecasting information, (vi) labor market. Communication of the HR Policies 10. Both are inseparable and as shadows set the outlines of a human being, so do procedures set the outlines of an HR policy. Policies help managers at various levels to act with confidence without the need of consulting the superiors every time. Readiness to alter policies with changing conditions in favour of a wise course of action implies making the policies more flexible and dynamic. that these factors affect strategy implementation, each factor’s impact is at a different level and carries a different force. (iv) The attitudes and philosophy of middle and lower management. Clear and specific, yet flexible enough to meet the changing conditions. The top management while designing personnel policies must take the human resource or personnel manager into confidence because he is the person who is mainly concerned with performing the human resource functions and implementation of human resource programs and policies. There must be a close co-ordination between the personnel and the line people. 1. Thus, much attention is given to human resource processes, specifically hiring, recruitment, selection and training. Without a proper contingency plan in the event of employee failure, a whole project can fall apart. Regarding the composition of the personnel policy committee, it is generally noted to be constituted both by functional executives as well as executives in the personnel and industrial relations departments. These guidelines identify the organizations intention in matters of recruitment, selection, promotion, development, compensation, motivation, and otherwise leading and directing employees in the working organization. (6) The HR policies must be approved by the highest authority in the organization, i.e., the Board of Directors. Adjustments are always possible. Unfortunately, most HR practitioners pass off their Conditions of Service or Employee Manuals or Handbooks as HR Policies. Labour law iii. The programme may include job training for new employees, supervisory training for foreman and supervisors, and management development for members of the management group. The purpose and significance of the HR policies hardly need any elaboration. Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce. The hiring and selection process is one of the most important strategic areas for a company. ... You may also Like: Factors Affecting Human Resource Planning. The human resource policies and procedures of the company are made for the advantage and benefit of the company employees and their employment. The perishability of the goods 2. Special attention should be paid to attitudes and philosophy of top manage­ment, social customs and values, aspirations of employees, labour legislation etc. Employers expect employees to fully understand the policies; a signed form to acknowledge the employee has received and understands the employment policies is contained in the employee’s personnel file. He should also convince the chief executive of the need of a personnel policy. So surely, a solid HR policy is a must for every business today. Human Resources policies are generalised guidelines on employee management, adopted by consensus in an organisation to regulate the behaviour of employees and their managers or supervisors. (iii) The attitudes and philosophy of the top management. Consider whether procedures are required. The human resources department develops the introduction to the set of policies and guidelines and explains the importance of the policies. iv. 2. A staff expert, a first-line supervisor, a UN ion leader or a rank-and-file employee may voice the need for revision of an existing policy. The more your team understands and supports the plan, the more empowered they will be to help the company achieve its goals. Human Resources policies are generalised guidelines on employee management, adopted by consensus in an organisation to regulate the behaviour of employees and their managers or supervisors. These include external as well as internal forces. (5) The primary function of the HR executive is to serve in a ‘staff’ capacity, feeding in ideas and pushing the project along. Factors Influencing Recruitment Process Given its key role and external visibility, recruitment is naturally subject to influence of several factors. A real education programme should be set up to teach people how to handle various personnel problems in the light of this newly formulated policy. Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce. HR policies are not only for effectively drawing rules for employees but also to recognize their needs, respect their thoughts. Business management practice requires that an organisation adopts a distinct approach towards managing employees and getting the best out of them. To remove the practical difficulties associated with writing HRM policies, a half-way house approach is often suggested. If you're seeing little actual ROI for an open social media policy, consider establishing guidelines and monitor how it impacts workflow. Readiness to alter policy with changing conditions in favour of a wise course of action is indicative of greatness’. These include employees’ handbooks, personnel bulletins or manuals, sending letters to interested parties, holding meetings for com­munication, posting on bulletin boards, special booklets/handouts, and house journals. Human Resources Management: The Field and Its Environment Chapter 1 Learning Outcomes After studying this chapter, you should be able to: Define human resources management and describe its objectives. In many organizations, policy for­mulation is noted to be done through a personnel policy committee or personnel committee. Policies are also regarded as ‘setting governing regulations or norms’. 18. The policy statement should ensure an alignment of HR objectives with the corporate objectives. Gain understanding of the corporate culture and its shared values. While writing the policy, emotional phrases should be avoided. In HR Operations, policies are developed to cover areas of the HR function which are considered strategic to the achievement of specific HR and organisational objectives. (vi) Weightage to seniority and merit in promotion. ... At the 2016 Society for Human Resource Managements (SHRM's) Annual Conference and Exposition in … The successful implementation of an HR policy depends much on the management. Special communi­cation programmes can be conducted to inform all the concerned people about the new policy. Examining Policy Alternatives: On the basis of data collected, alternatives are appraised in terms of … To formulate transfer and promotion policies. Lorange (1998) stated that human resources are becoming the key focus of strategy implementation and reiterated that people, not financial resources, are the key strategic resources in strategy implementation. Human resource planning is a continuous process. Plagiarism Prevention 4. Skills. Similarly, a weakness in human resource policies may weaken effectiveness of all other organizational policies. And of course it doesn’t. Half-Way House Approach  7. Careful planning is necessary to ensure that each sugges­tion gets proper consideration; the employees putting forward a suggestion must receive a reasonable explanation, if it is not accepted; the management and supervisors should encourage employees to sub­mit their ideas and perhaps, most important of all, realistic awards should be given for accepted sugges­tions, the amount bearing a definite relationship to the actual saving achieved by the implementation of the suggestions. Carrying out the programmes result in certain practices. The following personnel/HR matters are known to be included in the agenda of the committee: (8) Grievances and employees’ discipline, and. However, when well done, HR management pays dividends. It is necessary to secure active participation of those who are to use and live with the policies. 13. The aim of human resource planning is to maximize recruitment & retention, minimize employee issues and maximize employee productivity. 3. In case the inten­tions of the management are good, there is every possibility of the successful implementation of the policy. What can be applied to executives cannot be applied to workers at the plant level. In a Before publishing your articles on this site, please read the following pages: 1. Participation by those who will apply the policies in their day-to-day activities is desirable both at the initial formulation stage as well as revisionary stages. This is what makes HR policies very important and necessary in every business environment today. These documents should or are rather, derivatives of the comprehensive collection of all HR Policies (HR Policy Manual). This requires modifications in the policies. HR policies should be designed to promote common interest, create safe and healthy working conditions, give proper recognition for work and accomplishment, recognize impact of change on people, encourage employees’ participation and recognize the functions and responsibilities of the trade unions. If the values represented in the policies are a positive reflection of the values of employees, the commu­nity, and the management, there should be no hesitancy about preparing written statements to be made known to those who apply the policies and those who will be covered by the same. The objectives of a business firm 2. 4 External Factors that Affect Human Resource Management. Employees’ hand­outs are found to be a valuable source of information to all new entrants to an organization. Job evaluation, wage and incentive policies – To determine reasonably good wage rates and dearness allowance, and to work out incentive plans for workers after undertaking job evalu­ation and other necessary steps and also keeping in view the prevalent wage rates for similar jobs in other industries. Every organization needs policies to ensure consistency in action and equity in its relation with employees. Disclaimer Copyright. In simple terms, it is to apply principles or policies. Some methods utilised by human resources department staff are called “best practices,” meaning the way an employment action is handled is the recommended way according to human resources experts. Even sub-policies can be pre­pared for each of these elements, if need be. Walmart’s human resource managers optimize the business and its workforce, effectively addressing issues and criticisms. It is a matter of common knowledge that in industrial organisations, both executive and judiciary powers rest in the hands of the management. Check with managers, preferably starting at the top, on their views about HR policies and where they think could be improved. Policies serve the purpose of achieving organizational goals in an effective manner. The emphasis in it is on the regulatory aspect. Compliance with all appropriate law and regulation. Moreover, policies are the yardstick by which accomplishment of programmes can be measured. In our experience, there are 5 critical factors that will ensure your strategic plans are successfully implemented. (1) HR policies must be an expression of belief or intent and reflect the philosophy of the top man­agement. In addition to oral or face-to-face communication between the management and the employees, there are a great many other aids to improve communication within the organization. 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