HR-Policies-Presentation.ppt

POLICIES

1. A PRESENTATION ON HR
POLICIES

2. Human Resource Policies
Humanresourcepoliciesaresystemsofcodified
decisions,establishedbyanorganization,to
supportadministrativepersonnelfunctions,
performancemanagement,employeerelations
andresourceplanning.
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3. Purpose
•HR policies allow an organization to be clear with
employees on:
–The nature of the organization
–What they should expect from the company
–What the company expects of them
–How policies and procedures work at your company
–What is acceptable and unacceptable behavior
–The consequences of unacceptable behavior
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4. Human Resource Policies
•Each policy should include all the elements needed
for easy revision and effective implementation:
–Carefully researched policy language,
–Thorough analysis of underlying management
issues, and
–Comprehensive legal documentation with clear
explanations.
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5. Human Resource Policies
•Identify the important policy issues for your
organization. Consider:
–current laws
–funder requirements
–any collective agreements that affect your
organization
–issues that address important concerns and
support what your organization represents
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6. Human Resource Policies
•Analyze about each potential policy:
–How have we handled this issue in the past?
–Does the size of our workforce justify having a policy
about this issue?
–Are we willing to invest the time it takes to keep the policy
up to date?
–What do we hope to accomplish with this policy? What
are the outcomes?
–Will this policy foster something our organization believes
in ?
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7. Human Resource Policies
•Drafting the policy :
–Policy name
–Effective date of the policy and date of any revisions
–Approval status
–References
–Purpose of the policy
–Main policy statement
–Definitions of any key concepts or terms used in the policy
–Eligibility or scope
–Positions in the organization responsible for implementing and
monitoring the policy
–Procedures for carrying out the policy
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8. Functions of HR Department
•Workforce Management
•Recruitmentand Selection
•Training and Development
•Compensation and Benefits
•Performance Management
•Labor Relations
•Personnel Administration
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9. WORKFORCE
MANAGEMENT
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10. Workforce Management
Encompasses all the activities needed to maintain a
productive workforce:
•Payroll & benefits
•HR administration
•Time & attendance
•Career & succession planning
•Talent management
•Learning management
•Performance management
•Forecasting and scheduling
•Workforce tracking and emergency assist
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11. Time and attendance
•Should include Work timings ,lunch time,travel time,
waiting/idle times overtime ,relevant legislation, local
agreements and the contracts of individual employees –
includingwork-life balanceguidelines.
•Different types of leaves of absence should be included :
–Medical Leave of Absence
–Parental Leave of Absence
–Family Care Leave of Absence
–Personal Leave of Absence etc
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12. Succession Planning
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•Objectives
–To identify replacement needs
–To provide opportunities for high potential workers
–To increase pool of promotable employees
–To support implementation of business plan
–To guide individuals in their career paths
–To encourage the advancement of diverse groups
–To improve ability to respond to changing environmental
demands
–To improve employee morale
–To cope with the effects of downsizing, attrition,
retirements

13. Succession Planning
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•Assess the potential vacancies in leadership and
other key positions
•Assess the readiness of current staff to assume the
positions
•Develop strategies to address these needs based on
the skill gaps

14. Forecasting and Scheduling
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establishing likely demand by analysing historical data

15. HIRING
/
RECRUITMENT
&
SELECTION
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16. Hiring
The process of attracting, screening, and
selecting qualified people for ajobat an
organization or firm.
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17. Key Aspects of Hiring Policy
· Recruiting Sources
· Selection andHiring Procedures
· Offer Letter
· Reference Checking
· Background Investigations
· Rejecting An Applicant
· Equal Employment Opportunity and Hiring
· Physical and Educational Requirements
· Medical Inquiries and Examinations
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18. Sources of Recruitment
•Internal Sources
–Retrenched Employees
–Retired Employees
–Dependent of deceased employees
–Internal Job Postings
–Promotions
–Demotions
–Moving across verticals
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19. Sources of Recruitment
•External Sources
–Placement Agencies and Consultants
–Campus Recruitments
–Off-campus Recruitments
–Employees working in other organizations
–Employment Agencies
–Referrals
–Walk-Ins
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20. TRAINING
&
DEVELOPMENT
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21. Training and Development
•The field concerned with organizational
activity aimed at bettering the performance of
individuals and groups in organizational
settings.
•The objective is to make sure the availability
of a skilled and willing workforce to
anorganization
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22. Training and Development policy
structure
•introduction/definitions/scope(purpose and reach of policy)
•cultural/philosophical(values, vision, ethos, guiding principles, etc)
•legal(health and safety, discrimination, etc)
•people(where people stand in organizational priorities, input, care, etc)
•methods(career development, succession)
•systems/tools(training manuals, knowledge and information
management
•process/operations(how T&D relates to operations)
•financial(planning, budgets, prioritization, etc)
•responsibility/authority(how T&D is managed, enabling voluntary and
extra T&D)
•social responsibility(CSR, ethics, environment, sustainability, diversity)
•review and measurement(accreditation, qualifications, independent
audit, etc)
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23. COMPENSATION
&
BENEFITS
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24. Compensation and Benefits
•Employee benefits in kindare various non-wage compensations provided
to employeesin addition to their normalwagesorsalaries.
•Some of these benefits are:
–HRA
–LTA
–Medical Reimbursement
–Insurance (health, dental,lifeetc.)
–Conveyance
–Retirement Benefits
–Profit sharing etc.
•The Compensation policy should state the proportion of fixed and
variable components.
•The policy should be formulated considering the tax implications.
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25. PERFORMANCE
MANAGEMENT
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26. Performance Management
•A formal system forevaluating employee
performancecan help the employer identify and
correctperformance problems, plan employee
career development, assess readiness for transfer or
promotion, determine compensation, and improve
productivity by communicating goals and
expectations to employees.
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27. Policy Structure
· Performance Appraisal
· Frequency of Appraisals
· Informal Discussion
· Significant Events
· Supervisor Training
· Factors to be Appraised
· Supervisors’ Recommendation and Documentation
· Action Plan
· Performance Goals
· Employee’s Opportunity to Comment
· Final Review
· Timing of Evaluations
· Accurate and Fair Evaluations
· Negligent Evaluation and Performance Review Defamation
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28. GRIEVANCE
REDRESSAL
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29. Grievance Redressal
•Objective
–To create a work environment, which would be
free of hostility and try breed in a work culture
which propagates a free and open thought
process, encouraging growth and harmony free
from encumbrance of force.
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30. CODE
OF
CONDUCT
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31. OBJECTIVE:
•The objective of Code of Conduct is to create a
safe equal and ambiguity less work
environment.
•It is just as essential that employees act in a
professional manner and extend the highest
courtesy to co –workers, visitors, customers,
vendors and clients.
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32. Policy
•various policies like dress code, use of
company communication, open door etc
•clear in definitions and terms
•the operating authority and the consequences
of violation of policy
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33. Advantages of Good HR Policies
•Curbing litigation
•Communication with employees
•Communication with managers and
supervisors
•Time Savings
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34. Job
Analysis
Job Description
Job Specification
Recruiting and
Selection
Policies
Performance
Appraisal
Policies
Compensation
Policies
Training and
Development
Policies
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