A PRESENTATION ON HR POLICIES

Human Resource Policies

Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.

Dr. Surel Shah

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Purpose
• HR policies allow an organization to be clear with employees on:
The nature of the organization What they should expect from the company What the company expects of them How policies and procedures work at your company – What is acceptable and unacceptable behavior – The consequences of unacceptable behavior – – – –
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Human Resource Policies
• Each policy should include all the elements needed for easy revision and effective implementation: – Carefully researched policy language,  – Thorough analysis of underlying management issues, and  – Comprehensive legal documentation with clear explanations. 

Dr. Surel Shah

NMiMS

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Human Resource Policies
• Identify the important policy issues for your organization. Consider: – current laws – funder requirements – any collective agreements that affect your organization – issues that address important concerns and support what your organization represents
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Human Resource Policies
• Analyze about each potential policy:
– How have we handled this issue in the past? – Does the size of our workforce justify having a policy about this issue? – Are we willing to invest the time it takes to keep the policy up to date? – What do we hope to accomplish with this policy? What are the outcomes? – Will this policy foster something our organization believes in ?

Dr. Surel Shah

NMiMS

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Human Resource Policies
• Drafting the policy :
– Policy name – Effective date of the policy and date of any revisions – Approval status – References – Purpose of the policy – Main policy statement – Definitions of any key concepts or terms used in the policy – Eligibility or scope – Positions in the organization responsible for implementing and monitoring the policy Dr. Surel Shah NMiMS 7 – Procedures for carrying out the policy

Functions of HR Department
• • • • • • • Workforce Management Recruitment and Selection Training and Development Compensation and Benefits Performance Management Labor Relations Personnel Administration

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 

WORKFORCE MANAGEMENT

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Workforce Management
E n co m p a sse s a l e a cti ti s n e e d e d to lth vi e m a i ta i a p ro d u cti w o rkfo rce : n n ve
Pa yro l & b e n e fi l ts H R a d m i i n stra ti n o Ti e & a tte n d a n ce m C a re e r & su cce ssi n p l n n i g o a n Ta l n t m a n a g e m e n t e Le a rn i g m a n a g e m e n t n Pe rfo rm a n ce m a n a g e m e n t Fo re ca sti g a n d sch e d u l n g n i W o rkfo rce tra cki g a n d e m e rg e n cy a ssi n st

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Time and attendance
 Should include Work timings ,lunch time, travel time, waiting/idle times overtime ,relevant legislation, local agreements and the contracts of individual employees – including work-life balance guidelines.

• Different types of leaves of absence should be included :
– – – – Medical Leave of Absence Parental Leave of Absence Family Care Leave of Absence Personal Leave of Absence etc
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Succession Planning

Objectives  To identify replacement needs  To provide opportunities for high potential workers  To increase pool of promotable employees  To support implementation of business plan  To guide individuals in their career paths  To encourage the advancement of diverse groups  To improve ability to respond to changing environmental demands  To improve employee morale Dr. NMiMS  To cope with the Surel Shah effects of downsizing,

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Succession Planning
• Assess the potential vacancies in leadership and other key positions • Assess the readiness of current staff to assume the positions   • Develop strategies to address these needs based on the skill gaps

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Forecasting and Scheduling

establishing likely demand by analysing historical data

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HIRING  / RECRUITMENT  &  SELECTION

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Hiring
T h e p ro ce ss o f a ttra cti g , scre e n i g , n n a n d se l cti g q u a l fi d p e o p l fo r e n i e e a  j b  a t a n o rg a n i ti n o r fi . o za o rm

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Key Aspects of Hiring Policy
· R e cru i n g S o u rce s ti · S e l cti n a n d  H i n g Pro ce d u re s e o ri · O ffe r Le tte r · R e fe re n ce C h e cki g n · B a ckg ro u n d I ve sti a ti n s n g o · R e j cti g A n A p p l ca n t e n i · E q u a lE m p l ym e n t O p p o rtu n i a n d o ty H i ng ri · P h ysi la n d E d u ca ti n a l ca o R e q u i m e n ts re · M e d i lI q u i e s a n d E xa m i a ti n s ca n ri n o
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Sources of Recruitment
• Internal Sources
– Retrenched Employees – Retired Employees – Dependent of deceased employees – Internal Job Postings – Promotions – Demotions – Moving across verticals

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Sources of Recruitment
• External Sources
– Placement Agencies and Consultants – Campus Recruitments – Off-campus Recruitments – Employees working in other organizations – Employment Agencies – Referrals – Walk-Ins

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TRAINING  & DEVELOPMENT

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Training and Development
• The field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.  • The objective is to make sure the availability of a skilled and willing workforce to an organization
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• • • • • • • • • •

Training and Development policy structure and reach of introduction/definitions/scope (purpose
policy) cultural/philosophical (values, vision, ethos, guiding principles, etc) legal (health and safety, discrimination, etc) people (where people stand in organizational priorities, input, care, etc) methods (career development, succession) systems/tools (training manuals, knowledge and information management process/operations (how T&D relates to operations) financial (planning, budgets, prioritization, etc) responsibility/authority (how T&D is managed, enabling voluntary and extra T&D) social responsibility (CSR, ethics, environment, Dr. Surel Shah NMiMS 22

COMPENSATION  &  BENEFITS

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NMiMS

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Compensation and Benefits
• Employee benefits in kind are various non-wage compensations provided to employees in addition to their normal wages or salaries. • Some of these benefits are: – HRA – LTA – Medical Reimbursement – Insurance (health, dental, life etc.) – Conveyance – Retirement Benefits – Profit sharing etc. • The Compensation policy should state the proportion of fixed and variable components. • The policy should be formulated considering the tax NMiMS implications. Dr. Surel Shah

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PERFORMANCE  MANAGEMENT

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NMiMS

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Performance Management
• A formal system for evaluating employee performance can help the employer identify and correct performance problems, plan employee career development, assess readiness for transfer or promotion, determine compensation, and improve productivity by communicating goals and expectations to employees.

Dr. Surel Shah

NMiMS

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Policy Structure

· Performance Appraisal · Frequency of Appraisals · Informal Discussion · Significant Events · Supervisor Training · Factors to be Appraised · Supervisors’ Recommendation and Documentation · Action Plan · Performance Goals · Employee’s Opportunity to Comment · Final Review · Timing of Evaluations · Accurate and Fair Evaluations · Negligent Evaluation and Performance Review Defamation Dr. Surel Shah NMiMS

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 

GRIEVANCE REDRESSAL

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Grievance Redressal
• Objective
– To create a work environment, which would be free of hostility and try breed in a work culture which propagates a free and open thought process, encouraging growth and harmony free from encumbrance of force. –

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CODE  OF CONDUCT

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OBJECTIVE:  • The objective of Code of Conduct is to create a safe equal and ambiguity less work environment. • It is just as essential that employees act in a professional manner and extend the highest courtesy to co – workers, visitors, customers, vendors and clients.
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Policy
• various policies like dress code, use of company communication, open door etc • clear in definitions and terms • the operating authority and the consequences of violation of policy

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Advantages of Good HR Policies
• Curbing litigation  • Communication with employees  • Communication with managers and supervisors • Time Savings

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THANK  YOU

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Dr. Surel Shah

NMiMS

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