HR POLICIES

Human resource management policies are

vital for organizations that are serious
about resolving personnel issues and to
find HR solutions. HR policies provides
HR advice, HR policy solutions, job
description and evaluation services while
we understand the role of HR, we can,
therefore provide our goal to organization
as HR specialist, the following:

1. Pre written HR policies which

confirms that organization or
company has consistent and well-
written legal policies and procedures.
2.A step by step job description written
guide
3. Professional and accurate job

description writing services.

4. Professional and fair job description,

evaluation services.
 5. Professional and affordable HR
advice.

DEFINITION OF PERSONNEL
POLICY:-

Policy is an understanding by members of

a group that initiates the actions of each
member of the group in a given situation
more predictable to other members.
A policy is a guide for making decisions.
If a decision provides help for decisions in
other situations, it is said to be a policy
decision, because it sets an example and
provides some guide for decision making
in future.
Personnel policies guide action. They
offer the general standards based on
which decisions are reached. The HR
policies serve as a road map for managers
on various issues such as recruitment,
selection (on merits), promotion
(performance parameter shall be the key)
and compensation.

CHARACTERISTICS OF A SOUND
PERSONNEL POLICY / IMPORTANT
FEATURES OF AN EFFECTIVE
PERSONNEL POLICY:-

1.It is related to personnel objectives of

the company and is explained to all.
2.It is a gist of previous experience in
form of guidelines that help managers
in decision making process. It serves
as a standing plan which can be used
repeatedly for solving problems of
recurring nature.
3.It prescribes limits and yardsticks for
future actions.
4.It is an important management tool
that helps management to transfer
some decision making to lower levels
of organization.
 5.It is reasonable and capable of being
accomplished.
6.It helps in achieving the co ordination
of organizational members and
provides more accurate prediction
about the actions and decisions of
others.
7.It should be just fair and equitable to
internal and external groups.

TYPES OF PERSONNEL POLICIES:-

The personnel policies can be classified

into following depending upon their
sources i.e. Originated, Appealed,
Imposed, General or Specific, Written or
Implied.

ORIGINATED POLICIES- originated

policies are generally given by top
management to guide departmental heads
at various levels.
APPEALED POLICIES- such policies are
the policies which were earlier not
formulated to cover or to meet the
requirements. Such request usually comes
from subordinates who fail to handle the
cases based on existing policies.

IMPOSED POLICIES- these are formed

under pressure from external agencies
such as government, trade union etc.

GENERAL POLICIES- it represents the

basic philosophy and priorities of the top
management in formulating the broad
plan.

SPECIFIC POLICIES-these policies

cover specific issues such as hiring,
rewarding and bargaining.

WRITTEN OR IMPLIED POLICIES-

implied policies are inferred from the
behavior of the members such as dress
code, politeness etc. Written policies on
the other hand provide proper direction
and explanation so that there is very little
room for misinterpretation.

ADVANTAGES OF PERSONNEL
POLICIES:-

There are several advantages of personnel

policies which are explained below:-

1.DELEGATION – it helps managers

functioning at various levels to act
with confidence without the need for
consulting superiors.
2.UNIFORMITY- taking decisions in
issues by people at different levels
become uniform and therefore the
actions of people become more
consistent in a given situation.
3.BETTER CONTROL- the personnel
policies specify the relationship shared
 between employees and management
as such they allow members towards
achievement of organizational
objectives. Therefore, little friction
and very less conflict and thus better
control automatically pave way for
smooth functioning.
4.STANDARDS OF EFFICIENCY-
policies also serve the purpose to
know the standards in execution of
policies at work. It provides
opportunity to management to see
whether their policies have been
translated in action by various groups
in view of the level of performance the
existing policies can be modified, if
required.
5. CONFIDENCE- traveling through

actions in terms of policies makes the

employee to understand their position
as to where they stand. Their success
through performance brings
 confidence in them which also avoids
misinterpretation and friction
6.SPEEDY DECISIONS-policies after
execution can speed up decisions.
7.COORDINATING DEVICES-
personnel policies help in achieving
coordination with other departments
if they are practicing the same policy.
They can predict more accurately the
actions and decisions of others.

LIMITATIONS/HURDLES IN
EXECUTION OF PERSONNEL
POLICIES:-

The factors which create hurdles in

implementation of personnel policies are:

1. Policies are standing plans and bring

about rigidity in operations. Many a
time’s managers are showing
resistance to follow policy guidelines.
 2. Policies do not cover all problems.
Sometimes unforeseen situations arise
which are not covered by the existing
policies.
3. At times conflicts starts between

implied and expressed policy

statements especially on (services),
Employment matters.
4.Personnel policies demand constant
revision, modification to suit to
changing situations.
5. Expressed policies grant freedom to

managers as to what is to be done in a

particular situation while some
managers may be liberal and may
deviate.

In the backdrop of above hurdles it is

necessary to look into the essentials of a
sound personnel policies.

FORMULATION OF PERSONNEL
POLICIES:-
Personnel policy reflects the needs and
aspirations of employees. If the values
which policy generates are short of
employees expectations it will be difficult
to bring such policy in practice.
Therefore, the top management should
take the advice of personnel or HRM
Head to develop policies on all matters
relating to personnel activities. The
personnel head devising Personnel
policies must have knowledge about the
organization and its manpower. Policy
formulation and implementation involves
following steps:-

1. FACT FINDING: - In formulating

policies, the first step is to specify the
areas needing policies. Initially
important areas of personnel
management
(recruitment,selection,training,compe
nsation,bargaining etc.) must have a
 policy formulation which is clearly
spelt out.
2. COLLECTING DATA:- Once priority
areas are listed steps should be taken
to collect facts before formulating a
policy .Various sources could be
tapped for this purpose, such as
company’s records , past practices,
survey of industries, experience of
personnel, top management
philosophy, organizational culture,
employees aspirations and changing
economic , social and legislative
environment etc.
3. SPECIFYING ALTERNATIVES: -
The third stage in policy formulation
deals with examination of alternative,
policies in the light of their
contribution to the organizational
goals. Policy alternatives should
emerge only after collecting from
various sources. It is always better to
involve people at various levels
 especially those who are to work with
such policies.
4.APPROVAL BY TOP
MANAGEMENT: - When the policy is
found appropriate and when
everything is above board, the policy
should be written down and put up
before top management for approval.
It should also be ensured that
prepared policy do meet the
organizational priorities.