Fostering a strategy is only the initial step in Ivedha; for strategies to add to the fruitful

conveyance of well-being administrations, they should be actually well executed. The second
point to review for all the initiatives is budget availability. For initiatives that are aligned with
the budget availability, the organization is open and willing to implement them.

Difficulties to execution can be considered as "execution boundaries." They may have a number
of underlying causes, such as resistance from important stakeholders, a lack of adequate
investment in human resources, a lack of clear procedural rules or duties and obligations for
implementation conflicts with other policies already in place, a lack of effective
communication between parties held accountable for the application, or a lack of ideological
consent in the company.

Ivedha's Application of strategies refers to the procedures, tools, and connections that link policy
to program execution. In addition to identifying the authorities in charge of implementation, it
also makes sure that the institution has the competence to do so and that relationships between
employees and managers are favorable to collaboration. Knowing the process of policy
implementation is crucial because, according to professional expertise, even though policies are
developed, they are not always carried out as planned and do not always accomplish the desired
benefits.

Our company has the following beliefs, Organization must identify the underlying source of the
problem and, in collaboration with other concerned powerful parties, and develop tailored plans
to address each obstacle in order to solve barriers to implementation. Barriers should be regularly
analyzed and addressed during the stages of policy formation, application, and evaluation.
Implementation is a continuous process of decision-making by main HR managers who deal
with complicated institutional and policy environments. 

As a result, processes for implementing policies are impacted by managers' motivations, the flow
of data, and the distribution of authority and resources. In the end, overcoming policy
implementation barriers will need a variety of managers' dedication and endurance over an
extensive period of time.
Policies are not the only step in establishing efficient rules and procedures. To measure
competence, the appropriate levels of cooperation, the appropriate categories of transferable
tools, and the appropriate approaches are required. Here are a few steps that we practice to
ensure compliance with the policy:

1) Leadership: The executives of each division of the company are involved as the first step in
assuring compliance. Anyone who works for the company may lack a thorough understanding of
the daily responsibilities of each department. Including others helps us to guarantee that the new
policies are not misunderstood, even if it is simply for a 1-hour meeting about a policy.

2) Best medium: We are aware that each department has staff with unique personalities, routines,
and everyday tasks. Thus, we make sure that policies and procedures are informed
and communicated in a way that they find comfortable. A meeting with your department
managers will allow you to gain more insight from them, including how the policies will be
effectively accepted.

3) Open to employees: We assure that any employee, regardless of department or management

level, should be able to locate the policies that are relevant to them in just a few clicks. By doing
this, we prevent them from losing patience and giving up on trying to comply. And we
also provide the necessary management access to these links.

4) Deadlines: Setting up virtual meetings with all leaders after the policies and processes have
been developed and made available to ensure they have an effective strategy in place. And to
ensure employees' knowledge and consent. If the policy has surveys, we have deadlines to fill
out the survey and acknowledge the policy. To control this procedure without delay, we
use software ……..