Since policies are relatively permanent features of the organization, ad hocism should be avoided because it is likely to create more confusion. HR climate. Moreover, in the absence of any specific guidelines, decision is based on individual interpretation of the situations and consequent actions. vi. This term is often used for more detailed collections of policy and procedures. HR Policies – Scope of HR Policies in Companies: Employment, Training & Development, Transfers & Promotions, Compensation and a Few Others, Need: Achieve the Objectives of the Organization, Uniformity in Decisions, Delegate Authority, Achieve Better Control and a Few More. It creates an atmosphere in which individuals can take actions with confidence knowing fully the impact of a particular action. 1. A sound policy maintains balance between stability and flexibility. (vii) Methods – Methods of training-on-the-job or off-the-job. However, we may classify the same under following heads: It also includes performance appraisal, developing new skills, disbursement of wages, incentives, allowances, traveling policies and procedures and other related courses of actions. It gives them alternatives to choose from. This article focuses on the scope of HRM and its major subfields. Thus, human resource policy provides guidelines for making decisions on matters relating to management of human resources. The objectives of the HRM span right from the manpower needs assessment to management and retention of the same. Such people make a lot of relevant information available for the formation of HR policies. iii. Prohibited Content 3. However, if the policy has been formulated carefully, many of the dangers will be overcome. There is no doubt that written policies need more time and labour to prepare, but they are worth it, because written policies impart precision, permanence and ease of transmission. (v) Reservation – Reservation of seats for scheduled castes, scheduled tribes, handicapped persons, and ex-servicemen. They reduce chances of misinterpretation, misrepresentation and consequent friction. (iii) Consistency of action- Effective policies ensure uniform and consistent treatment of all employees throughout the organisation. The policies framed having kept in view the aforementioned points, more often than not, prove effective. (iv) Objectives – Objectives of training. Human resource (HR) planning or manpower planning is the process by which the organization ensures that it has the right kind of people, at right time, at right place and they are working effectively and efficiently and help the organization in achieving the overall objective. These external factors are government’s policy towards management of people in the form of various relevant laws, guidelines, and other specifications; nature of competition for human resources, socio- cultural attitudes towards work, productivity of human resources, and image of the organization in the human resource market. They should also reflect federal, state and local requirements for issues such as workplace diversity, preventing discrimination and harassment and leave for family or medical issues. (v) Weightage – Relative weightage to seniority and merit in promotion. While written policies can be communicated easily, problems exist for communicating unwritten ones. Similarly, a variety of appraisal methods suggested by him for effecting periodical review of policies and introducing changes wherever necessary have got immense practical utility. However, clearly-specified policy works better than the one which has to be interpreted by the organization’s members. Their genesis lies in an organisation’s values, philosophy, concepts and principles. Give security with opportunity, incentive, and recognition. 4. However, such actions may create chaos in the organization. Considering the intricacies involved, the scope of HRM is widening with every passing day. 8. (v) Better control- Policy provides a rational and continuous system of achieving results which facilitates better control. Organizational philosophy is based on the philosophy of those who create and manage an organization. These policies are written statements of the company’s standards and objectives and include all areas of employment, including recruitment, compensation, termination, benefits, employee relations and leaves of absence. Framing 11. In general terms, human resource policies provide guidelines stating how the objectives of an organization would be achieved. Everything you need to know about HR policies. The statement of specific objectives should refer to the various activities of personnel administration connecting with staffing training, developing, wage and salary administration, motivation, employee services and benefits, employee records, labour relations and personnel research. Because laws and regulations can … The mainstay of this section is a code of conduct but also important are policies regarding substance abuse, smoking, harassment and workplace violence. Information Sessions. In return, the employer must be able to get the maximum possible regain. Similarly, an HR policy also indicates the line of action or the attitude the management is likely to adopt in future towards its personnel and their problems. Most of the HR policies are the results of deliberate and conscious formulation. They can also be used as training manuals. As the trade unions play an important role in the development of industrial relations, therefore, the management must recognize them. First, poli­cies restrain subordinates from performing undesirable functions or from mishandling specified func­tions. Another important thing with regard to the nature of policies is that they should not be construed as fundamental or unchanging truth. That is why it is referred to as the most acceptable one. HR policies comprise a set of rules and regulations regarding how a company’s employee or a team are to be treated by the firm, the benefits that they will receive, the hiring and termination processes, and how their training sessions will be conducted. HR Employee/Manager Self-Service (ESS/MSS) Help Login to HR Employee/Manager Self-Service (ESS/MSS) for your payslips, IRP5 and online leave SuccessFactors Learning Help (iii) Orientation – Orientation of new employees. 5. Of course, confidential policies cannot be made part of organizational manuals. However, written policy has certain disadvantages in the form of being inflexible, too much emphasis on written words and their interpretation, and leakage of confidential policy. Thus, a policy guides the course of future actions of the manage­ment. Similar such issues arise on other matters too. HR philosophy is derived out of organizational philosophy which reflects the approach that would be adopted in managing human resources in the organization. These human resource management policies provide guidelines regarding employment policies of the company. HR policies are not only for effectively drawing rules for employees but also to recognize their needs, respect their thoughts. After the choice, a policy is put into action and its results are known. HR policies specify relation­ships among organization, management and workers. HR policies introduce the employees to the objectives of the organization. In an organ­isation, practically every executive has to take disciplinary actions at one time or another. This will help determining which HR policy needs to be dropped or changed or whether there is a necessity of having an additional policy. (vi) Executive – Executive stock option plan. Human Resources Scope of Services The Human Resources team mission is to ensure HR programs and initiatives support the university's organizational strategy, build stakeholder value, and shape preferred-employer image for the University of Toledo's diverse communities impacting the areas of higher education, health care, research and technology. (ii) Selection Devices – Dependence on various selection devices such as university degrees, tests, interviews, reference checks, physical examination, etc. First, poli­cies restrain subordinates from performing undesirable functions or from mishandling specified func­tions. A policy, when enforced, permits prediction of roles with certainty. 3. There must be a direct relationship between work and accomplishment. A Human Resources Audit (or HR Audit) is a comprehensive method to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to assess compliance … However, if the results do not match with the objectives, the same process of policy formulation proceeds with new information inputs regarding all those factors which influence applicability of HR policies. Besides the external factors, there are various internal factors in the organization which influence the applicability of a particular HR policy. Principles 9. 2. It brings consistency and uniformity in the decisions and actions of the organisation. A sound policy will- (i) specify more precisely how the decision will come what is to be done, who is to do it, how it is to be done, and when it is to be finished; (ii) establish a follow- up mechanism to make sure that the decision intended will take place; and (iii) lead to new strengths which can be used for decisions in future. Besides, there may be situations where no such policy exists and the managers concerned may face difficulty in arriving at a decision and appeal for guidelines. 10. However, the soundness of policy can be judged on the basis of the following criteria: 1. HR Strategies and Policies: The starting point of HRM audit should be an evaluation of HR strategies and policies and the way these are in tune with those of the organization. If the person in authority is transferred and some other person takes charge of the office the decisions to be taken by the new authority are similar to those which have already been taken in comparable circumstances by the former authorities due to the predetermined policies of the organization. (viii) Confidence in employees- Policy makes the employees aware of where they stand in relation to the organisation. Ensure proper and adequate supply of tools and equipments. Essays, Research Papers and Articles on Business Management, Policies in an Organisation | Term Paper | Decision Making | Management, Role of HRD Recruitment in Enhancing Productivity, Wage and Salary Policies of a Company | Hindi | Policies | HRM, Advantages and Disadvantages of Franchising, HR Policies – Definition Given by Eminent Authors: Flippo, Calhoon, Jucius and Armstrong, HR Policies – Need: Achieve the Objectives of the Organization, Uniformity in Decisions, Delegate Authority, Achieve Better Control and a Few More, HR Policies – Main Characteristics of Sound Policies: Organizational Objectives, Planned Formulation, Clarity, Consistency, Balanced, Written & Communication, HR Policies – Why are HR Policies Important: Delegation, Speedy Decisions, Coordinating Devices, Better Control, Standards of Efficiency, Uniformity and Confidence, HR Policies – How to Frame HR Policies: 2 Ways, Main Characteristics of Sound HR Policies. There is every justification for framing the HR policies by the higher level of management in consultation with other agencies. Policies should be based on the principle of flexibility so that when­ever a change in policies is necessary to accomplish the organisational objectives, it may be effected. Cancellation of leave 11. (iv) Profit Sharing – Profit sharing and incentive plans. In short, human resource activities fall under the following five core functions: staffing, development, compensation, safety and health, and employee and labor relations. Ensure the principle of equity and natural justice. In addition to this, it also takes care of canteen facilities, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. 1. However, the situational variables are not static but they are dynamic and change with the time. Issues Related to Human Resource Management in the Hospitality Sector, Human Resource Management in the Times of Emerging Digital Economy, Human Resource Management in the Age of Acceleration, How to Manage Star Performers and High Achievers, HRM Strategies for an Increasingly Complex, Uncertain, and Volatile World, How Human Resource Managers can deal with Difficult Employees, Why Human Resource Management Must Change for the Coming Robotics Revolution, How Silicon Valley Firms are Implementing Innovative Human Resources Policies, Effective HRM Strategies to Smoothen and Sweeten the Downsizing and the Layoff Process, How HR (Human Resources) Function Can Save Time by Automating Routine Tasks, How HR Managers Can Help Employees Avoid Burnout and Manage Stress, Human Resource Management Strategies to Diversify the Workforce. When a particular policy is chosen, it is put in action for the guidelines to managers concerned and results are obtained. Scope of HRM – Developed by American Society for Training and Development The Human Resources Management Model developed by the American Society for Training and Development (ASTD) integrates the nine areas or scope of human resource management. Interpretation of this policy 4. Nature and Scope of Human Resource Management 3 ... houses and individual employees brought significant changes in the human resource policies and practices. You need to make sure that the content you develop is flexible enough to adapt changes. It is one of the policies which is made for the development of the staff and workers value in the company. Therefore, policies should be developed on a sound basis. (vii) Welfare of people- By removing momentary and hasty decisions, policy ensures long-term welfare of people involved in the organisational activities. An appealed policy arises from the appeal made by a subordinate manger to his superior for deciding an important case. (iv) Discipline – Discipline and conduct rules. Such agencies may be government which provides HR and other policies for all public-sector organizations, parent organizations overseas in the case of multinational companies operating in a country, apex company of a business house, or trade association with which a particular organization is attached. It will also minimise resistance to change. Hence, it may be suggested that it is always desirable to prepare policies with a careful selection of words and having clarity and should be in printed form. The importance and significant of HR policies: The HR Policies help managers operating at different levels to act with confidence without the need for consulting superiors every time. Does it exist in the area critical to the success of the organization? Similarly, policies may exist in all areas of the organization from major organizational policies to minor policies applicable to the smallest segment of the organization. HR policies help in achieving coordination. These agencies may either provide complete guidelines on a subject matter or provide a broad framework for devising specific policies. To check how much current manpower is being utilized. A formulated policy is one which is specified by the organization for providing guidelines to its members. SCOPE. Will Hire and Fire at Will Labour Laws Work in the Indian Socio-Economic Context. 3. It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management. A policy provides guidelines to the members of the organization for deciding a course of action and, thus, restricts their freedom to action. In order to illustrate the former, we can quote an example. HR Policies are tied to employment law. When the rough draft is made, it should be sent to the representatives of employees, departmental heads and experts for their perusal, comments and suggestions, if any. 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