HR POLICIES

HUMAN RESOURCE POLICIES: A PREREQUISITE

FOR EFFECTIVE PEOPLE MANAGEMENT IN
ORGANIZATIONS

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 HR Policies
Coverage
1.Rationale for HR Policies
2.Definition of Policy and HR Policies
3.Objective of HR Policies
4.Values in HR Policies
5.HR Policy areas

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Introduction
Human resource policy is an important
ingredient of the HRM framework of
an organization. For HRM to work and
contribute to effectiveness of the
corporate goals, each and every
component has to operate effectively.

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 HR Policy
People constitute the most valuable
resource in an organization. Hiring and
retaining employees is a big cost to an
organization.
The cost is greater if their productivity is
low. For employees to add value they need
to be guided consistently. Hence the
importance of HR policies.
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 HR Policy

1. RATIONALE FOR HUMAN

RESOURCES POLICIES

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 HR Policy Cont..

• Help to define the way things are to be done

in the organization

• Explain corporate and functional philosophy,

values and beliefs

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 HR Policy Cont...
• Provide guidance to practitioners
when thinking of and developing
HR practices
• Ensure consistency in the
operationalization of HRM
programmes and activities.
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• Help in building a culture for
the organization and ‘modus
operandi’ for the HR function

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• Promote equity, fairness and
ethical behaviour by limiting HR
professionals’ and practitioners’
exercise of discretion.

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• Strict adherence helps in
building a good external image
for an organizational and the
function.

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• Employees get to know what is
expected of them, allowed and
not allowed, thereby avoid
unnecessary demands and
unacceptable propositions.

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• Useful when considering to
benchmark and/or
evaluate HR policies and
auditing the HRM function
of an organization.
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2. DEFINITIONS OF POLICY AND HR
POLICY

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Phillip Kotter (2000) views policies this way:
“Policies define how the organization will deal
with stakeholders, employees, customers,
suppliers, distributors and other important
groups. They narrow the range of individual
discretion so that employees act consistently on
important issues.”

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According to Armstrong, M. (2000):
“HR policies are continuing guidelines on the
approach the organization has adopted in
managing its people. They define the
philosophies and values of the organization on
how people should be treated from which HRM
derives principles and practices for dealing with
employment matters.”

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Prasad, L.M (2000) maintains that:
“HR policies provide guidelines for a variety of
employment relationships and clarify an
organization’s intentions in recruitment,
selection, development, promotion,
compensation, motivation, and integration of
the workforce.”

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 Discussion
Discuss and list the benefits of having HR
policies in an organization.

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OBJECTIVES OF HUMAN RESOURCES
POLICIES

In the light of the above

definitions, the following can be
cited:

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1.To enable the
organizational to have
adequate, competent and
motivated personnel at all
times.
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2. To provide conditions of
employment that enable people to
be united and to respond to work
willingly and enthusiastically

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3. To develop conditions for
mutual trust and
cooperation between
management and labour

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4. To help employees to
grow and utilize their full
potential for their own
benefit and success of
the organization.
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 CHARACTERISTICS OF SOUND HR
POLICIES

• Reflect present and desired

organizational practices
and behaviours

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• Are clear, definite, and explicit
leaving no scope for
misinterpretation.

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• Exist in all areas that are critical to
the success of the organization
• Are consistent with other policies
and do reflect the timing needed to
accomplish the objectives

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• Are practical or implementable in
the existing and visualized future
situations.
• Are in writing, rather than
existing in the mind of
management or HRM executives.
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 VALUES IN HUMAN RESOURCE
POLICIES

• The following should be

expressed in the policy
statements:

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• Equity

i.e treating employees fairly and in a justified

manner through an ‘even-handed’ approach.

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• Consideration

- i.e taking account of individual

circumstances when making decisions
affecting prospects, security or self-respect
of employees.

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• Organizational learning

- i.e. expressing and enhancing the belief

to promote learning and development of
all employees

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• Performance through people

-i.e expressing performance management

principles and meeting mutual
expectations in the organization.

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• Quality of working life

-i.e consistently and consciously aiming to

improve the quality of working life.

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• Working conditions

-i.e providing healthy, safe and pleasant

working conditions to the extent possible.

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HUMAN RESOURCE MANAGEMENT
POLICY AREAS

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1. Equal opportunity
2. Managing diversity
3. Age and employment
4. Promotion

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5. Work-life balance
6. Employee development
7. Reward(s)
8. Involvement and participation

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9. Employee relations
10. New technology
11. Health and safety
12. Discipline
13. Grievances
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14. Redundancy
15. Sexual harassment
16. Bullying (anti-bullying)

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17. Substance abuse

18. Smoking

19. HIV/AIDS

20. E-mails (i.e sending and downloading of

offensive mails)
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