Another important thing with regard to the nature of policies is that they should not be construed as fundamental or unchanging truth. These human resource management policies provide guidelines regarding employment policies of the company. Employment Policies – These are the policies that guide hiring practices, orientation of new employees, compliance with employment laws and confidentiality. In the fram­ing of HR polices, weightage should be given to the views, advice and suggestions of such people who are likely to be impacted by those HR policies. Besides the external factors, there are various internal factors in the organization which influence the applicability of a particular HR policy. Employees’ represent­atives should be given participation in decision-making bodies of the organization so that they may realize their responsibilities towards the management and workers. Main Characteristics 7. Sometimes, policies may not be clearly stated, and the actions of managers particularly at the higher levels provide guidelines for actions at lower levels. The policy objective is to provide a standard framework for overall human resource planning, and development of annual HR Plan in line with the Municipality’s Integrated Development Plan (IDP) and Service Delivery and Budget Implementation Plan (SDBIP). It is the responsibility of an efficient and effective HR manager to frame HR poli­cies and make necessary changes and amendments from time to time, whenever necessary. Human Resource Planning (HRP) is the process of forecasting the future human resource requirements of the organization and determining as to how the existing human resource capacity of the organization can be utilized to fulfill these requirements. However, appealed policies are mostly incomplete and uncoordinated. 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. Of course, confidential policies cannot be made part of organizational manuals. 5. In general HR Polices should respect human dignity and personal integrity, ensure fair treatment for all, irrespective of caste, creed, or colour, and offer reasonable social and economic security to employees. Since a policy is a kind of standing plan, it should be formulated after taking into consideration different factors which have impact on the workability of the policy. ADVERTISEMENTS: Human Resource Management: Meaning, Objectives, Scope and Functions! Effective HR policies and procedures are extremely important, as they provide structure, control, consistency and fairness within an organisation. (iv) Profit Sharing – Profit sharing and incentive plans. Policy Content 8. Resumption of service while on approved leave 13. Ensure the principle of equity and natural justice. There should be a set of standards to check the effectiveness of a particular HR policy. Various line authorities take decisions in an organization keeping in view the HR policies. (ii) Promptness of action- When situations arise that call for decisions, policy will ensure prompt action within the overall framework of the objectives of the organisation. They work enthusiastically and with loyalty to get those objectives. The organization must provide ample opportunities for the growth of employee’s personality. They define the philosophies and values of the organization on how people should be treated, and from these are derived principles upon which managers are expected to act when dealing with human resource matters.”, 1. HR policies make delegation of authority possible, which means assigning the work to others and give them authority to do it. Policy limits an area within which a decision is to be made and assures that the decision will be consistent with and contributive to objectives. First, poli­cies restrain subordinates from performing undesirable functions or from mishandling specified func­tions. A policy provides guidelines to the members of the organization for deciding a course of action and, thus, restricts their freedom to action. Leave credit in the event of an employee's death 12. These guidelines help in making decisions in matters related to recruitment, selection, motivation, and training and development. 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. This may be done through bulletin boards, company magazines and newspapers, committee meetings, union-management meetings, broadcasting system and so forth. Policy formulation is a function of all managers in the organization because some form of guidelines for future course of action is required at every level. New Objectives and Challenges Concerning Human Resources Development and Training A critical challenge society faces at the start of the twenty-first century is the attainment of full employment and sustained economic growth in a global economy and society. (viii) Condition – Whether to pay prevailing or more than prevailing salary scales. In order to illustrate the former, we can quote an example. Image Guidelines 4. On the basis of the light of actual performance, existing policies may be subjected to amendment/refinement. Take the matter of awarding punishment for the acts of indiscipline. Scope of Human Resource Management. How to Make HR Policies Effective. The policy is not intended to apply to personal grievances concerning an individual's terms and conditions of employment, or other aspects of 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 … In some cases, the HR department should also be responsible for applying HR policies in their respective fields. (iv) Objectives – Objectives of training. It is not just sufficient to formulate policies. (iv) Discipline – Discipline and conduct rules. 1.4 Scope and structure of theM(hite Paper 1.5 Terminology,, CHAPTER 2: VISION, ... regulations and prescripts.The White Paper on Human Resource Management sets out a policy framework which will accomplish the shift ... Human resource management within the Public Service will need to While written policies can be communicated easily, problems exist for communicating unwritten ones. (iv) Continuity and stability- Written policies are a means of transmitting the company’s heritage from one generation of executives to another. They enable the management to view if they have been translated into action by various organisation or not. Human resource management deals with issues related to employees such as hiring, training, development, compensation, motivation, communication, and administration. Before uploading and sharing your knowledge on this site, please read the following pages: 1. Some Perspectives, The Staffing Challenge in MNCs: Expatriates or Locals in Overseas Locations, The HRM Challenge: Managing Opinionated Employees in Polarized and Divisive Times, Why Auditing of the HR Function is Necessary and Important in the Present Times, The Role of the HR in How Corporates Can Win (and Lose) the Global Race for Talent, The Changing Nature of Employment and Impact on Professionals and Societies, Fixing Fraud and Biases in the Recruitment Process and Making it Fair and Transparent, HRM Strategies in Non Profits and How Similar and Different are They from Corporates, Organizational and HRM Strategies for Virtual Workplaces and Remote Workforces, The Role of Feedback in Enhancing Employee Performance and Productivity, The Role of Monetary and Non Monetary Incentives in Enhancing Employee Performance. On the one hand, a policy is a long-term proposition and it must provide stability so that members are well aware about what they are required to do in certain matters. 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