Personnel Policies

A policy is a sketch of act. A policy is encoded route of deed that found a show to work to conventional objectives. Personal policies
are reports of personal of an organization and offer a broad structure in which choices on personnel topics can be made devoid of
position to superior establishment. It put down principles for decision creation in the meadow of personnel management. Some of the
characteristics are in the personnel policies, which are personnel policies are copied from the personnel objectives of the organization.
It has common declaration of broad accepting. It reproduces the documented purpose of top management with view to the human
resources of the organization. Personnel policies are the status tactics. The requirement of personnel policies occurs essentially from
general objectives of the organization, a business thought is need which will direct result creating at all effective point. The natural
assistance of workforces can be get throughout a now and pale action to all. Personnel policies give the source for equality and
constancy.

Principles and importance of personnel policies:

Personnel policies give obvious thought. It assists the executive to direct the allocation of power and present the intellect of safety. It
gives regularity and reliability of management and also provides permanence and steadiness. There are some principles in personnel
policies, which are set the exact person to the correct place, give training to each one for the allocate work and create the organization
a harmonized group. It has to deliver correct tools and correct circumstances of job, presents security among chance, inducement and
credit and also seem in front and sketch to the front for further and enhanced things.

Types of personnel policies in HRM:

The types of personnel policies of HRM classified into several categories depending on their basis and range. Originated Policies
recognized by top management intentionally in order to direct administrative thought at different stages. Appealed Policies are
invented to assemble the needs of exact strange conditions which have not been enclosed by the previous policies. Imposed policies
are shaped beneath force as of exterior organization like government trade association and union. General Policies reproduces the
necessary viewpoint and main concern of the top management in prepares the make plan for chart the organization’s development
chart. Specific policies envelop precise matters like employ, pleasing and good deal. Written policies are indirect from the
performance of associates. Written policies are explains executive thought on paper, therefore that there is awfully small area for free
explanation.

Personnel management
is based on careful handling of relationships among individuals at work and is the art of acquiring,developing and maintaining
competent workforce so that the organisation derives maximum benefit in terms of performance and efficiency.From the definations
quoted by various management experts in the past or present,the inference that we derive is that personnel mangement aims at
attaining maximum efficiency and to yield maximum benefits to the organisation.

An ideal relationship between the working groups,between the employer and employee,is an indispensable part of the
personnel management.This branch of management touches all types of management and is one of the manjor constituent key in
managerial action and success.As there is a need for cooperation and coordial relationship amongst workers,effective management of
employees or human resource in every organisation is a mammoth task .Thus,Personnel mangement is the nutt and bolt of every
organisation.Therefore personnel management has to cater two difficult tasks that requires coordination and efficiency and that is
workers and work.On the effective cooperation of workers entirely depends on the successful management of the
organisation.However man as a factor of production,has peculiarities unlike the phsical factors which are subject to
emotions,stress,desires and expectations.

Today personnel management is attaining more and more importance not only because of the special nature of the human
factor of production but also due to the rapid change in the management process and other technological advancements.It plays a very
vital role in building a sound structure of any organisation.Therefore Personnel management is referred to as “All Pervasive” that is it
is so dynamic in nature that it is continuous,is born with the organisation,moves on with the organisation and come to an end with the
organisation,when the organisation itself get dissolved or is wound up.

To sum up basically Personnel management has certain objectives and aim to fulfil:

Creating a congenial and healthy environment for employees or workers to function effectively.

To bring about organisational and human resource development through training,development programmes or even managerial
succession planning.

Selection and placement of right number of people and ensuring proper allocation of duties and responsibilities upon them.

Creating better inter-personal relations,developing a sense of responsibilty and responsiveness amongst workers and employees.
Boosting the morale and sense of initiative amongst employees.

Adopting best techniques or concievable methods to bring best possible development of workers on work.

Cooperation between labour and capital as well as labour and labour.

To sum up Personnel management aims at achieving these major steps:

Analysing the plan for future action and expansion.

Estimating the quantitative and qualititative aspects of labour.

Assessing the requirement of existing manpower or human resource.

Formulating the plan for effective utilization of manpower,reducing under utilization or mis-utilization of manpower which is one of
the most important resource.

Finalises the planning for recruitment,selection,promotion,transfer,training and development.

Organisational effectiveness and growth.

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Objectivews of personnel policies

i) To Achieve the objectives of the organisation: Polices are guide to action towards the objectives of the organisation so they must
be known to ever concerned person in order to concentrate their efforts towards the objectives.

(ii) Uniformity in decisions: Personnel polices furnish the general standard or basis on which decisions are reached. Decisions in one
organisation are taken by the various line authorities keeping in view the personnel polices and thus uniformity of action is maintained
similar cases. There is the least possibility of workers' exploitation through base decisions.

(iii) Delegation of authority possible: Delegation of authority means assigning work to others and give them authority to do it.
Personnel policies help the executives at various levels of decision centres to act with confidence without consulting the superiors
every time. They give a manger liberty to choose the alternatives provided an to decide upon the action.

(iv) Better control: Better control : As personnel polices specify relationship among organisation, management and workers, 50 each
group works for the achievement of the large objectives of the organisation without any policy conflicts. Thus it provides better
control.

(v) Evaluating Efficiency: Policy provides standards the execution of work. Efficiency of each group may be evaluated by
performance in the light of the policy. It may be assessed whether organisation has achieved the desired results set in the policy.
Policy maybe amended or a new policy mat be formulated in the light of the actual performance.

(vi) Confidence: Policy provides the workers a security against exploitation. It creates confidence in the in the employees. They may
know where they stand in relation to the organisation.

(vii) Motivation of workers: Policy makes the employee aware of the objectives of the organisation and guides the workers in
achieving them. So they work enthusiastically and with loyalty to gt those objectives.

(viii) Guide to management: Policy provides guidance to management in relation to the personnel problems they resolve how to get
work done by the people at work or how to behave them.