Human Resource Management

Human Resource Policies

Objectives of HR Policies
● Fulfillment of the organisational object.

● Informing the employees about the policies.

● Development of sincere sense of duty within the enterprise.

● Providing adequate and trained personnel at all levels.

● Protection of the common interest of all parties.

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Objectives of HR Policies
● Establishment of mutual confidence and avoidance of

misunderstanding.

● Opportunity for growth who are willing to learn and train.

● Recognition of work and accomplishments by offering rewards

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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.

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Human Resource Policies
○ Each company has a different set of circumstances, and so
develops an individual set of human resource policies.

○ Hr Policies are continuing guidelines on the approach of

the organization intends to adopt in managing its people.

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Human Resource Policies

○ HR policies define the philosophies and values of the

organization on how people should be treated and from
these are derived the principles upon which managers are
expected to act when dealing with HR matters

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Human Resource Policies
○ Hr Policies therefore serve as reference point when
employment practices are being developed and when
decisions are been made about people

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Purposes
HR policies allows 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
Purposes
The establishment of policies can help an organization
demonstrate, both internally and externally, that it meets
requirements for diversity, ethics and training as well as its
commitments in relation to regulation and corporate governance.

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Purposes
For example, in order to dismiss an employee in accordance with
employment law requirements, amongst other considerations, it
will normally be necessary to meet provisions within
employment contracts and collective bargaining agreements.

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Purposes
The establishment of an HR Policy which sets out obligations,

standards of behavior and document disciplinary procedures, is

now the standard approach to meeting these obligations.

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Formulating HR Policies
• The following steps should be taken to formulate and
implement HR policies

• Gain understanding of the corporate culture and its core

values

• Analyze existing policies written and unwritten.HR policies

will exist in any organization even if they are implicit rather
than expressed formally
 Formulation of HR Policies
● All organizations Have HR Policies. Some however, exist

implicitly as philosophy of management and an attitude to

employees that is expressed in the way in which HR issues are

handled

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Formulation of HR Policies
● For e.g.. the introduction of new technology. The advantage
of explicit policies in terms of consistency and understanding
may appear to be obvious due there are disadvantages
● Written policies are inflexible ,constrictive, platitudinous or
all three

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Formulation of HR Policies
● Polices have to be often expressed in abstract terms and

managers do not care for abstractions, but they do prefer to

know where they stand –people like structure- and

formalized HR policies can provide the guidelines they need

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Formulation of HR Policies
● Formalized HR policies can be used in induction, team

leader and management training to help participants

understand the philosophies and values of the organization

and how they are expected to behave within that context

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They are meant for defining employment relationship
and psychological contact

Although written policies are important ,their value is reduced

if they are not backed up by supportive culture. This

particularly applies to work-life balance policies

Characteristics of sound HR policies
● Definite, positive, clear and easily understood by everyone.
● It should be in writing in order to preserve loss.
● Reasonably stable but not rigid i.e. periodically revised.

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Characteristics of sound HR policies
● Balanced with the kind of reputation the enterprise wants to
build up.
● Recognise the desire of workers.
● In the best interest of all parties- employer, employee and
public community.

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Characteristics of sound HR policies

● Based on careful analysis of all the available facts.

● Must provide a two-way communication between
employer and employees.

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Types of HR Policies

There are two types of policies:

● Functional policies- are grouped for different categories of

personnel. ex: management dealing with personnel planning,
organising and controlling.

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Types of HR Policies
● Centralised policies- are framed for companies with several
locations. They are formulated at head office and apply
throughout the organisation

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Types of HR Policies
Policies are further classified as:
● Major policies- pertaining to the over-all objectives,
procedures and control which affect an organisation as a
whole. Ex: product, financing, org. structure, plant location
etc.

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Types of HR Policies
● Minor policies- cover relationships in a segment of an
organisation, with considerable emphasis on details and
procedures. Such policies are the outgrowth of major
policies and preserve their unity of purpose.

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Steps in HR Policy designing
● Initiating a policy.
● Uncovering of facts by the personnel department.
● Recommending a policy to the top management and eliciting
the views of all concerned.
● Putting down a policy in writing.
● Explaining and discussing the proposed policy with
members of the organisation.
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Steps in HR Policy designing
● Adopting and launching it.
● Communicating it to employees at all levels.
● Administering it.
● Initiating follow-up action on it.
● Evaluating it.
● Reformulating the policy.

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Accomplishment of HR Policies through Various
Programmes

● Human Resource Forecasting and planning

● Employment and related facts

● Training and development of employees

● Management Development Programmes

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Accomplishment of HR Policies through Various
Programmes

● Wage & Salary administration Programmes

● Employee benefits & services
● Handling of Employee problems
● Communication
● Labour relations

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