What is a personnel policy A personnel policy provide the framework with in which the decisions can be taken without further reference to higher authorities. Personnel policies lay down the decision making criterion in line with the overall purpose of the organization in the human resource management.

.  Personal policy is a pre determined and accepted course of thought and action to serve as a guide towards certain accepted objectives. Personnel policies are recognized intentions of top management with respect to efficient management of workforce.

. Personnel policies are long lasting. Personnel policies are stated in broad terms.CHARACTERSTICS OF PERSONNEL POLICIES       Personnel policies are expression of intention of top management. Personnel policies are developed with active participation of all executives. Personnel policies are linked with objectives. Personnel policies are in writing.

Help managers to act with confidence with out the need of consultation with superiors. . Facilitate the better administrative control.BENEFITS OF PERSONNEL POLICIES    Provides guidelines to lower level of employees on frequently recurring problems.

Help to save time and efforts by predefining solutions of frequently recurring problems.   Help to make decisions consistent and in tune with objectives. Help in coordination and integration of efforts in accomplishing organizational objectives. .


LIMITATIONS OF PERSONNEL POLICIES     Bring rigidity in operations and leave no rooms for new initiatives. Policies are not substitutes of human judgment. Policies may not be ever lasting as they lose their utility with the change in internal and external environment of business. . Policies may not cover all the problems.


(c) Employees aspirations. 2.FORMULATION OF PERSONNEL POLICIES 1. POLICY APPRAISAL. Identification of policy areas. PARTICIPATION OF LOWER LEVELS. Preliminary investigation ::(a) Labor legislation. APPROVAL OF TOP MANAGEMENT. 3. . ANALYSIS OF ALTERNATIVE POLICIES. 8. 4. Environment scanning. 5. 7. IMPLEMENTATION OF POLICY. (b) Social values and customs. 6.

TESTS OF SOUND PERSONNEL POLICY     (1) (2) (3) (4) Is it stated properly ? Is it consistent with public policy ? Is it uniform throughout organization ? Is it having a high level of acceptability among employee ? .

POLICIES IN VARIOUS PERSONNEL AREAS  (1) EMPLOYEMENT POLICIES (a) Minimum hiring qualification. . (b) Preferred source of recruitment. (c) Reliance on various selection devices such as tests. reference checks and interviews.

 (2) TRAINING AND DEVELOPMENT POLICIES (a) Opportunity for training and development. (d) Programs of executive development. (c) Types of training. (b) Basis of training. on the job or off the job. .

. (d) Weight age of seniority in promotion. (c) Length of service and qualification required for promotion. (b) Periodicity of transfer. (3) TRANSFER AND PROMOTION POLICIES (a) Rationale of transfer.

. (d) Non monetary rewards. (c) Profit sharing. (4) COMPENSATION POLICIES (a) Minimum wages and salaries. (b) Incentive plans.

(d) Discipline. (5) INTEGRATION AND HUMAN RELATION POLICIES (a) Handling of grievances. (c) Worker's participation management. (b) Recognition of labor unions. .

(d) Financing of employer's services. (6) WORKING CONDITION AND WELFARE POLICIES. (c) Types of welfare policies. . (b) Safety programs. (a) Kinds and standards of working condition.


.PERSONNEL PROCEDURES   A procedure is a series of related tasks that make up the chronological sequence and the established way of performing the work. Procedures are operational guides to actions as they routinize the way certain recurring job are to be performed.

Policies are part of strategies of the organizations while procedures are operational and tactical tools. 2.DIFFERENCE BETWEEN PROCEDURES AND POLICIES     1. Policies are guides to decision making while procedures are guide to actions. . Policies are generally framed by top management and procedures are laid down by somewhat lower level in light of policies. Policies room for managerial thinking and discretion while procedures are detailed and rigid. 3. 4.

Employee benefit.SOME SPECIFIC PROCEDURES OF PERSONNEL MANAGEMENT       1. . Human resource forecasting and planning. 2. Handling of employee problem. 4. Management development programme. Training and development of employees. 5. Maintaining labor relation. 3. wages and services. 6.

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