Mini-handbooks also give a brief history of the company together with a description of its product, raw material, and markets. Both are inseparable and as shadows set the outlines of a human being, so do procedures set the outlines of an HR policy. iv. The HR managers have to adjust positively to the culture of the organisation. Such knowledge will enable the management to decide whether there is a need to restate or reformulate the policy. Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce. The type of organization is an important consideration because it deter­mines the production processes involved, number and type of staff needed, and the supervisory and managerial personnel required. Gain understanding of the corporate culture and its shared values. Regional blocks v. Trade restrictions & Tariffs vi. HR policies are also defined as that body of principles and rules of conduct which govern the enterprise in its relationship with employees. It is necessary to secure active participation of those who are to use and live with the policies. Such a policy statement provides guidelines for a wide variety of employ­ment relationships in the organization. The purpose and significance of the HR policies hardly need any elaboration. The basic factors that influence policy formulation are 1. Diversity of culture and its impact on human resource policies has become an important topic of discussion. From time to time the policy should be evaluated in terms of experience of those who use it and of those who are affected by it. The starting point in all managerial relationships with employees is the managerial policies. Human Resources policies are generalised guidelines on employee management, adopted by consensus in an organisation to regulate the behaviour of employees and their managers or supervisors. (ii) Prevailing practice among the companies in the community and throughout the nation in the same industry. A company known for its human resources best practices is most likely the leader among its competition and typically has a high level of employee satisfaction. Policies are set up to achieve several benefits. Cost of living, a major factor to consider when determining compensation, is largely dependent on location and, more specifically, the cost of housing. Special communi­cation programmes can be conducted to inform all the concerned people about the new policy. If the communication system is faulty, rumors, inaccuracies, suspicion, and unrest will prevail among the employees; whereas a comprehensive system of communication will encourage a feeling of trust and interest in the affairs and the development of the organization. Essentials  6. Factors to Consider When Creating a Social Media Policy. HR policies are not only for effectively drawing rules for employees but also to recognize their needs, respect their thoughts. This approach represents an evolutionary stage in the development of the policies and can easily be adopted by organizations in India, where the HRM function, in general, is still in a developing stage. Seek the view of employees about the HR policies, especially to the extend for which they are inherently fair and equitable and are implemented fairly and consistently. Inflation 6. The human resource planning prepared today may not be applicable for the future due to the ever-changing external forces of the environment. Resource Planning: This is the final step before the strategy framing. Human Resource Planning - MCQs with answers - Part 1 1. In simple terms, it is to apply principles or policies. (iv) Length of service required for promotion. Necessary changes should be effected only after soliciting the views, advice and sug­gestions of the representatives of the employees and the well-known experts of the field concerned. Recruitment and selection policy – To procure suitably educated and efficient personnel by offering those tempting wages, good working conditions, safety and security, and better future prospects. Policy manual, in-house journals, notice boards, intranet, etc., can be used to create awareness among employees at various levels. Participation of subordinates/non- managerial employees normally is noted to be nil. If the demand for a particular skill is high relative to The aim of human resource planning is to maximize recruitment & retention, minimize employee issues and maximize employee productivity. In general, the purpose is to align employment needs and recruitment to the goals of the organization. HR Services such as employee welfare (Health and Safety) including annual leave administration, Employee Attendance, Pensions fund Management, Logistics Administration, Cleaning and Sanitation. Moreover, policies are the yardstick by which accomplishment of programmes can be measured. HR policies should be designed to promote common interest, create safe and healthy working conditions, give proper recognition for work and accomplishment, recognize impact of change on people, encourage employees’ participation and recognize the functions and responsibilities of the trade unions. A written declaration of such policies is considered to be of great importance in promoting uniformity and consistency in the management approach. An external scan should consider the opportunities that exist which can be advantageous to the department. Tax Policy/Tax Consideration 5. Discuss the human resources management responsibilities of all managers. Suggestion schemes, properly organized can also be a valuable channel of communication, paying dividends to both the companies and their employees. Learn about:-  1. Another best practice is providing new employees with a formal orientation session where they are fully aware of the company, its philosophy and mission. If the supervisory staff at each level is conversant with the companies’ policies, communication to the employees may be said to have been accomplished. A human resource … By taking policy decisions on frequently recurring problems, the top management provides the guidelines to lower level managers. In our experience, there are 5 critical factors that will ensure your strategic plans are successfully implemented. Seek the view of the union’s representatives. Policies as a guide to managerial control work in a cyclical fashion. It is also necessary when company plans to bring about large scale changes like expansion, diversification, adoption of new technology, etc. Labour law iii. This approach does not require setting up policies on all matters at the same time, but requires matters to be taken up in the process of evolution. In general, human resources planning needs to take into account the amount of flexibility in terms of hours, dress code and formality tolerated by the company. 2. (i) Rationale of transfer. Usually policies are framed with regard to all functions of human resource management as stated below: 1. When you title a HR policies the title should be able to describe the basic content of the policy. These guidelines identify the organizations intention in matters of recruitment, selection, promotion, development, compensation, motivation, and otherwise leading and directing employees in the working organization. The process of human resource development is based on which executives, managers, or employees conduct daily activities and maintain a level of enthusiasm among the workforce. Every organization needs policies to ensure consistency in action and equity in its relation with employees. (3) It should be developed with an active participation of the top management. Besides, the policies should change with the passage of time depending on the change in the objectives, targets, values and principles of the organisation. Check with managers, preferably starting at the top, on their views about HR policies and where they think could be improved. (4) Assuming implementing responsibility. These include employees’ handbooks, personnel bulletins or manuals, sending letters to interested parties, holding meetings for com­munication, posting on bulletin boards, special booklets/handouts, and house journals. Important areas of HR like recruitment, selection, training, compensations must have specific policies clearly spelt out. Government Regulations – With the introduction of new workplace compliance standards your human resources department is constantly under pressure to stay within the law. Examining the possible alternatives in each area which the HR policy statement is necessary. As the company faces challenges in the competitive landscape (see Porter’s Five Forces Analysis of Walmart Inc.), human resource development can increase business resilience, especially in supporting growth against firms like Amazon (Read: Porter’s Five Forces … The emphasis in it is on the regulatory aspect. This website includes study notes, research papers, essays, articles and other allied information submitted by visitors like YOU. Welcome to Shareyouressays.com! The composition is restricted to persons in the managerial cadre. To remove the practical difficulties associated with writing HRM policies, a half-way house approach is often suggested. The business’ goals – that is its strategic imperatives – sit at the heart of any HR strategy and in order to align business and HR needs one key question must to be answered, “Can your organisation’s internal capability deliver its business goals?”This is where HR receives most criticism. However, when well done, HR management pays dividends. MNC’s are booming at such a great speed that there is no escape from adapting to the cultural changes. Joint policy making is one of the essentials of sound policy formulation. The policy statement should ensure an alignment of HR objectives with the corporate objectives. Factors affecting Multinational HR Policies and Management: Sri Lanka By John Dudovskiy Where a decision has been taken to establish a subsidiary in the overseas it is necessary to manage human resources in that economy in a different cultural background and legal systems. Make them specific and clear. Sometimes, the function also covers transportation administration, rest house management and protocol services. In this approach, managers are provided with less rigid personnel guides representing approved management thinking and an approved framework for action. (iv) The attitudes and philosophy of middle and lower management. Efficient utilization of resources depends a great deal upon: (1) The efficiency of personnel operating and handing the resources, (2) The image of the management in the minds of employees, and. The human resources department of a company must be well versed in current management trends, and stay up to date in terms of emergent strategic orientations. Training and development policy – To make available all possible facilities for the training and development of employees to enable them to do their job efficiently and to prepare them­selves for future promotions; to take effective steps including training and development pro­grammes to equip the employees in the latest techniques of production, management and so on; to get the performance appraisal done; and to provide adequate opportunities and facilities for the development of employees. 2. Hence the plans should be flexible so as to adapt easily with the changing circumstances. The policies are subject to change as organizational and human values changes. (1) HR policies must be an expression of belief or intent and reflect the philosophy of the top man­agement. Manufacturing organizations are more complex in this respect than those that render services. This planning and review process goes on in a cyclical manner until a positive result can be obtained. Skills. The first step in formulating any policy is to set the objectives of the policy. It incorporates the philosophy of the top management. ... You may also Like: Factors Affecting Human Resource Planning. They should then be communicated throughout the enterprise in the form of in-house journals, booklets, policy manuals, notice boards and meetings, and discussions. Policies are also regarded as ‘setting governing regulations or norms’. 1. Proactive HR Professionals should understand these factors influencing the recruitment and take necessary actions for the betterment of the organization. Human Resources Management Policies and Practices Scale (HRMPPS): Exploratory and Confirmatory Factor Analysis ... the objective of this study is to develop and validate a Human Resource Management Policies and Practices Scale, called HRMPPS. To forecast future requirement for human resources. HR policies facilitate in achieving the organizational objectives, and also ensure a consistent treatment of employees, thereby minimizing the scope of favoritism and discrimination. Political stability The following changes have been observed in the political context over the years: I. Here are few most common reasons why any kind of organization needs HR policies and the main purpose of a HR policy. To be more effective, the HR Head must consult, discuss and agree policies with management and union representatives. Writing ensures uniformity of application, provides something concrete to base on, and should appeal if there is any disagree­ment as to what the policies are. For example, a strategy of organic growth means that additional employees must be hired. For additional policy templates, visit the HR Council for the Nonprofit Sector. Choose a suitable title for the policy. Top 2 Methods of Wage Payment for Compensating Workers – Explained! Personnel policies must cover all areas of human resource management. The human resources department develops the introduction to the set of policies and guidelines and explains the importance of the policies. Explain the role of the human resources department. Different countries have different management and leadership style, policies and practices, hierarchical structure and control systems. Without a proper contingency plan in the event of employee failure, a whole project can fall apart. _____ is the process of forecasting an organisations future demand for, and supply of, the right type of people in the right number. The handbook is distributed to new employees on the first day of work and is typically discussed during informal or formal orientation sessions. The policies should be finalised after discussion with those people who are directly affected by its implementation. The length of the product/order cycle 4. 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