Name and explain any four most

important HR policies?
1. Termination of Employment Policy
There always comes a time when an employee has to be let go. Such
situations always have heavy emotion attached to them. Therefore, it is
important to create a leave policy for your organization so it guides you through
the steps of letting an employee leave a company. So this will help the HR
personnel carry out the correct procedures according to the federal laws.
2. Adaptive Work Culture Policy
Today, more and more employees seek for flexible work options such as work
from home options or 5 day work weeks. Though it is not a legal requirement to
adapt ton the changing times, Having adaptive work cultures helps employees
be more productive as well as improves employee engagement.
3. Awards and Recognition Policy
The rewards and recognition policy is created to give employee a one
time reward or an award for outstanding performance. It is created to help
encourage employee to improve their performance whether individually or
as a team. The reward can be both monetary or non- monetary.
4. Nondiscrimination Policy
Discrimination can take several forms, it can be based on prejudices of
age, colour, sex, caste, creed, or more. However, it is an employees
fundamental right to be treated equally and without discrimination.
Articles 14, 15 and 16 grant these rights to every citizen in the country
Therefore, every organization must create a company policy that does not
permit any kind of discrimination.
What is the Role of HR in “Employee
Relationship Management”?
Human resource management can play an important role in building strong
employee relationships. They can conduct activities that allow employees to
work with each other as well as managers.
I have divided the ways how HR Professionals can improve relationships in the
workplace into two sections-
Between Coworkers
Peer relationships, if cultivated properly, can significantly improve your
company’s culture. A good relationship builds camaraderie and boosts
morale. When teams work together, employees can learn new skills,
motivated each other and collaborate. Such a healthy environment
encourages employees to perform and achieve their goals.
Between the Manager and the Employee
Employee often hesitate before sharing information with their
managers because they are always worried about how its going to
reflect on their performance review. But managers who can merge the
gap between them and their employees without being too friendly or
too authoritative will build lasting relationships with their employees.
What do you understand by Employee
Retention? Explain with an example.
• Employee retention is a phenomenon where employees choose to
stay on with there current company and don’t actively seek other job
prospects. The opposite of retention is turnover, where employees
leave the company for a variety of reasons.
• Retention is defined as the process by which a company ensures that
its employees don’t quit their jobs. Every company and industry has a
varying retention rate, which indicates the percentage of employees
who remained with the organization during fixed period.
EXAMPLE-
Imagine a scenario where an employee has been working at your
company for over five years. Their spouse is forced to relocate to a
different city for medical reasons . In this case, retaining the employee
may be next to impossible, especially it is an on - premise job.
What is the difference between
Recruitment and Selection?
1. RECRUITMENT is the process of finding candidates for the vacant position
and encouraging them to apply for it. SELECTION means choosing the
best candidate from the pool of applicants and offering them the job.
2. RECRUITMENT is a positive process aimed at attracting more and more
job seekers to apply. SELECTION is a negative process, rejecting unfit
candidates from the list.
3. RECRUITMENT is relatively simpler. Recruitment has the recruiter paying
less attention to scrutinizing individual candidates, whereas SELECTION
involves a more through examination of candidates where recruiters aim to
learn every minute detail about each candidate, so they can choose the
perfect match for the job.
4. RECRUITMENT is less time- consuming and less economically
demanding, as it only involves identifying the needs of the job and
encouraging candidates to apply for them. SELECTION involves a wide
range of activities, which can be both time- consuming and expensive.
5. In RECRUITMENT, communication of vacancy is done so through
various sources such as the internet, newspaper, magazines, etc., and
distributes forms easily so candidates can apply. During the SELECTION
process, assessment is done so through various evaluation stages, such
as form submission, written exams, interviews, etc.