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 wellwritten legal policies and procedures.
!. " step by step job description written guide
#. Professional and accurate job description writing services.
$. Professional and fair job description, evaluation services.
%. Professional and affordable HR advice.
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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.
" policy is a guide for ma1ing decisions. )f a decision provides help for decisions in other
situations, it is said to be a policy decision, because it sets an e2ample and provides some
guide for decision ma1ing in future.
Personnel policies guide action. +hey offer the general standards based on which
decisions are reached. +he HR policies serve as a road map for managers on various
issues such as recruitment, selection 3on merits4, promotion 3performance parameter shall
be the 1ey4 and compensation.
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1. )t is related to personnel objectives of the company and is e2plained to all.
!. )t is a gist of previous e2perience in form of guidelines that help managers in
decision ma1ing process. )t serves as a standing plan which can be used
repeatedly for solving problems of recurring nature.
#. )t prescribes limits and yardstic1s for future actions.
$. )t is an important management tool that helps management to transfer some
decision ma1ing to lower levels of organization.
%. )t is reasonable and capable of being accomplished.
9. )t helps in achieving the co ordination of organizational members and provides
more accurate prediction about the actions and decisions of others.
:. )t should be just fair and e;uitable to internal and e2ternal groups.
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+he personnel policies can be classified into following depending upon their sources i.e.
,riginated, "ppealed, )mposed, <eneral or -pecific, =ritten or )mplied.
,R)<)*"+'& P,.)/)'- originated policies are generally given by top management to
guide departmental heads at various levels.
"PP'".'& P,.)/)'- such policies are the policies which were earlier not formulated to
cover or to meet the re;uirements. -uch re;uest usually comes from subordinates who
fail to handle the cases based on e2isting policies.
)7P,-'& P,.)/)'- these are formed under pressure from e2ternal agencies such as
government, trade union etc.
<'*'R". P,.)/)'- it represents the basic philosophy and priorities of the top
management in formulating the broad plan.
-P'/)()/ P,.)/)'-these policies cover specific issues such as hiring, rewarding and
bargaining.
=R)++'* ,R )7P.)'& P,.)/)'-implied policies are inferred from the behavior of the
members such as dress code, politeness etc. =ritten policies on the other hand provide
proper direction and e2planation so that there is very little room for misinterpretation.
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+here are several advantages of personnel policies which are e2plained below:
1. &'.'<"+),* > it helps managers functioning at various levels to act with
confidence without the need for consulting superiors.
!. 5*)(,R7)+0 ta1ing decisions in issues by people at different levels become
uniform and therefore the actions of people become more consistent in a given
situation.
#. ?'++'R /,*+R,. the personnel policies specify the relationship shared
between employees and management as such they allow members towards
achievement of organizational objectives. +herefore, little friction and very less
conflict and thus better control automatically pave way for smooth functioning.
$. -+"*&"R&- ,( '(()/)'*/0 policies also serve the purpose to 1now the
standards in e2ecution of policies at wor1. )t 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 e2isting policies can be modified, if re;uired.
5. /,*()&'*/' traveling through actions in terms of policies ma1es the employee
to understand their position as to where they stand. +heir success through
performance brings confidence in them which also avoids misinterpretation and
friction
9. -P''&0 &'/)-),*-policies after e2ecution can speed up decisions.
:. /,,R&)*"+)*< &'8)/'- personnel policies help in achieving coordination with
other departments if they are practicing the same policy. +hey can predict more
accurately the actions and decisions of others.
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+he factors which create hurdles in implementation of personnel policies are:
1. Policies are standing plans and bring about rigidity in operations. 7any a timeAs
managers are showing resistance to follow policy guidelines.
!. Policies do not cover all problems. -ometimes unforeseen situations arise which
are not covered by the e2isting policies.
#. "t times conflicts starts between implied and e2pressed policy statements
especially on 3services4, 'mployment matters.
$. Personnel policies demand constant revision, modification to suit to changing
situations.
%. '2pressed 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.
)n the bac1drop of above hurdles it is necessary to loo1 into the essentials of a sound
personnel policies.
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Personnel policy reflects the needs and aspirations of employees. )f the values which
policy generates are short of employees e2pectations it will be difficult to bring such
policy in practice. +herefore, the top management should ta1e the advice of personnel or
HR7 Head to develop policies on all matters relating to personnel activities. +he personnel
head devising Personnel policies must have 1nowledge about the organization and its
manpower. Policy formulation and implementation involves following steps:
1. ("/+ ()*&)*<: )n formulating policies, the first step is to specify the areas
needing policies. )nitially important areas of personnel management
3recruitment,selection,training,compensation,bargaining etc.4 must have a policy
formulation which is clearly spelt out.
!. /,..'/+)*< &"+": ,nce priority areas are listed steps should be ta1en to
collect facts before formulating a policy .8arious sources could be tapped for this
purpose, such as companyAs records , past practices, survey of industries,
e2perience of personnel, top management philosophy, organizational culture,
employees aspirations and changing economic , social and legislative
environment etc.
#. -P'/)(0)*< ".+'R*"+)8'-: +he third stage in policy formulation deals with
e2amination of alternative, policies in the light of their contribution to the
organizational goals. Policy alternatives should emerge only after collecting from
various sources. )t is always better to involve people at various levels especially
those who are to wor1 with such policies.
$. "PPR,8". ?0 +,P 7"*"<'7'*+: =hen 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. )t should also be ensured that prepared
policy do meet the organizational priorities.