HR policies

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1. Prerna Toshniwal Human resource Policies

2. “ A policy is a man-made rule of pre-determined courses of action that is established to guide the performance of work towards the organisation objectives.” “ Policies are statements of the organisation’s over-all purposes and its objectives in the various areas with which its operations are concerned- personnel, finance, production, marketing and so on.”

3. HR Policies are: 1) The keystone in the arch of management and the life-blood for the successful functioning of the personnel management for lasting improvement in labour relations. 2) The statements of Intention indicating an agreement to a general course of action and purposes. 3) A positive declaration and a command to an organisation translating the goals into selected routes and dictating practices and procedures.

4. 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. 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 Creation of responsibility for the authority towards employees

5. Peter Drucker says: “The management must gear its policies and objectives in such a fashion that the employees perform their work. It implies a consideration of human being as a resource having psychological properties, abilities and limitations requiring same amount of engineering attention as any other resource. And it is the management alone that can satisfy the requirements of motivation, participation, satisfaction, leadership, incentives, status and functions among them.”

6. 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. 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. Based on careful analysis of all the available facts. Must provide a two-way communication between employer and employees.

7. 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. Centralised policies- are framed for companies with several locations. They are formulated at head office and apply throughout the organisatio.n

8. Contd. 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. 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.

9. Forms of delivery of HR policies: Written standard practice, procedures issued to cover company policies, with supplements to cover changes. Booklets, bulletins, issued to new employees setting forth rights, privileges and responsibilities. Verbal instructions from immediate superiors. Group meetings of new employees convened regularly. Union contract Company paper or house organ, giving details about company policies. Conference conducted as a part of executive training programme .

10. 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 . Adopting and launching it. Communicating it to employees at all levels. Administering it. Initiating follow-up action on it. Evaluating it. Reformulating the policy.

11. Tata steel’s Personnel Policy The statement Objectives of the Tata Iron & steel Co. Ltd. Gives a clear cut policy towards its employees: By a realistic and generous understanding and acceptance of their needs and rights. By proving adequate wages, good working conditions, job security, an effective machinery for redressal of grievances and suitable opportunities of promotion. By treating them as individuals, giving them a sense of self-respect. By creating a sense of belongingness through human and purposeful activities as an integral part of human relations.

12. Accomplishment of HR Policies through Various Programmes :