A human resource manual is a document detailing an organization's policies regarding employee management and the relationship between managers and employees. Bring continuity and uniformity – Once the policies are formed, whether these are in the field of finance, or human resources, or sales, or distribution and so on, there will be no difficulty if the manager is replaced by a newcomer. (ii) Current practice among the companies in the community and throughout the nation in the same industry. Hence, even biased management cannot take undesirable decisions. Such policies, however, should be in line with the basic framework which is offered by the general policies. It becomes easy because the business policy has already factored the areas of organizational issues that could pose a challenge and made adequate resource provisions including the time to achieve the business goal. A committee or a specialist may be assigned the task of collecting the required information from inside and outside the organisation. Offering job security is as much about business ethics as it is about business practices. They should be distinguished from rules and procedures. Access to trading and business information should be available to all employees to foster buy-in through inclusivity. HR policy should aim at creating opportunities for the development of employees: An ideal HR policy should aim at creating opportunities for the development of employees. v. HR policy should encourage cooperation between the management and the employees: An ideal HR policy should aim at fostering the spirit of cooperation between employees and the management. (iv) A policy must be broad, general and flexible. It stabilises the enterprise. Have your recruitment and selection processes developed in tandem with changing business strategies? What Is HR Operations?. It’s no secret that today’s workforce values training and development very highly. Human resource policies are formal rules and procedures that dictate how certain matters should be addressed in the workplace, including employee rights and duties. HR considers humans as a business resource, a resource that needs to be correctly managed and supported. (iii) A policy should give due regard to interests of all the parties—the employers, the employees and the general public. a set of actions that is the official or accepted way of doing something: The company has new procedures for deal ing with complaints. Slackers will do anything to get out of the workplace for free, but don’t expect them to utilize what they’ve learnt. Factors 8. This website includes study notes, research papers, essays, articles and other allied information submitted by visitors like YOU. Additional reading: Check out our article on the importance of cybersecurity on HR teams. It also increases employee retention and builds loyalty. For any business practices to work, all individual process must be aligned. The last step comprises reporting wherein results of the audit are discussed with managers and staff specialists, in several rounds. 5. Under conditions of tight labour market, a company may have to adopt a very flexible approach. These and such other statements declare HR policies as totally useless and unnecessary. Human Resources - Standard Operating Procedures (SOP) Human Resources-Text + Human Resources. Welcome to EconomicsDiscussion.net! Written policies eliminate vagueness and inconsistency. It should be based on consistency in treatment to all employees without any favouritism or discrimination. Such a policy statement provides guidelines for a wide variety of employ­ment relationships in the organization. It states the intent of the organization about different aspects of Human Resource management such as recruitment, promotion, compensation, training, selections etc. The clearer and more informative they are, the better a company is protected. HR has a function in assisting and taking care of employees when they run into personal problems. 5. 12. This can lead to the resolution of internal problems, and can also expose fresh ideas that add value to the business. Unethical behavior is often a result of company culture and must be addressed by HR. However, it should be very simple, precise and clear. Business transparency and easy access to information is reciprocal because it promotes trust and better employee engagement. A policy is meant for general guid­ance, whereas a procedure is the implementation of the policy on a particular problem. The significance of HR policies can be highlighted with the help of the following points: i. Employee exit policy – All progressive companies keep good exit policies, so that feedback can be obtained and improvement can be brought about. Training and development must however never become unstructured, and only employees who already add value should be considered. 3. This complete process determines the way and procedure how the company will run. The site is read by a world-wide audience and employment laws and regulations vary from state to state and country to country. 4. It should be able to with­stand unusual situations. When analyzing troubled areas in the business be sure to evaluate internal systems and management skills before making recommendations. HR practices won’t just fall into place. A "procedure" is a term utilized in an assortment of enterprises to characterize a progression of steps, taken together, to accomplish an ideal outcome. 10. Due to availability of information technology and communication system, new types of HR policies, and practices are emerging. They establish consistency in the application of the policies over a period of time so that each one in the organization gets a fair and just treatment. The HR policies and procedures allow supervisors and managers to train, guide and manage new or existing employees. 4. Usually, such requests came from subordinates who fail to handle the cases on the basis of the guidance offered by the existing policies. By. Never sharing business successes and failures with staff can make people feel as though their efforts are unappreciated which leads to demotivation and a lack of productivity. Susan M. Heathfield. Hard to fill vacancies are becoming more common, and so is the temptation to hire someone who “might” be right for the role. Likewise, employees often have an unrealistic view of their role, remuneration, and the company. On the other hand, workers of an or­ganization may show higher receptivity to tough employment condition when overall labour demand is low and not much new business investments and opportunities are coming in the neighbourhood. Among these five factors, a company may consider only the first four forces when it feels it has considerable control over its own internal resources of both physical and human kinds whose quantity and quality it can change as and when needed. a particular course or mode of action. HR Policies are continuing guidelines of the organization which are intended for adoption in managing its people. Human Resource Audit is a comprehensive method of objective and systematic verification of current practices, documentation, policies and procedures prevalent in the HR system of the organization. That way you can quickly identify areas where HR needs to step up and areas that are working well. HR operations refer to services provided by an HR department to business operations. Outlining means clear demonstration of the HR policies in the procedures and the guidelines. Strategy on HR system – Selective expansion along specific areas of HR systems. iii. However, an HR policy shaped entirely by considering the character­istics of the present external human resource environment and company business goals may not yield much worthwhile business result for a company that has been working for a good many years with a completely different HR system. HR operations, or operational HR services, include … The first one is best fit, the second is best practices. When designing any new HR policy an assessment should be done of the internal HR environment of the company including the expectations, beliefs, and values of the employees who got used to certain kind of HR services from their managers. The HR department is expected to make study of the existing documents, survey industry and community practices and interview the people within the organisation to gather appropriate information. Thus, the policies bring continuity and uniformity which, in turn, encourage the morale and faithfulness of the workers. And to do that you must understand the concept first. Upskilling employees adds value for businesses because it means that you can fill future vacancies with trusted staff. Today, HR is no longer a staid department of paper-pushers; it’s a vibrant and innovative hub with its finger on the pulse of business strategies and advancements in HR tech. In order to jumpstart your HR department startup checklist, you should also include company policies regarding: Ethical behavior: Emphasize the importance of ethical behavior to your employees. Goal. HR policy should make the employees conscious of their importance and place in the organisation: This makes the employees feel proud that they also have got a place in the organisation and that the organisation realises their importance. Restrain discrimination and undesirable behaviour towards employees – With the declara­tion of HR policies, the management cannot discriminate with the employees. vii. To seek approval the HR department should send the policy draft to the top management. Before publishing your Articles on this site, please read the following pages: 1. An ideal HR policy should have the quality of clarity, leaving nothing to chance. Above all, the policies should be practicable. They establish a basis for regularly reviewing possible changes affecting employees. Engagement and communication begins as soon as a new job opening comes up. She has covered HR for The Balance Careers since 2000. Such a policy would win the heart of the employees, and they would work very sincerely. It frees top management so that more creative consideration can be given to the problems of today and the new programmes of tomorrow. People who feel secure about voicing their opinions bring an element of diversity and are a source of untapped information. As such when strate­gically designing the HR policy, the company should consider the emerging technological scenario and opportunities that such change may provide in all important areas of HR functions. 9. Disciplinary procedures vary … HR policies can also be very effective at supporting and building the desired organizational culture. An HR department that never interacts with employees isn’t doing its job. Special attention should be paid to attitudes and philosophy of top management, social customs and values, aspirations of employees, labour legislation, etc. Best practices are a set of Human Resources Management processes and actions that work universally. They also provide formal guidance on how to manage grievances at the workplace. These include personnel procedures and Human Resource Information Systems. Then why to become bound by declaring the HR policy? The final function of HR is its administrative responsibility. The process includes briefing and orienting the employees to develop the plan and programme of audit, scanning/scrutinizing material information, surveying and interviewing the employees, synthesizing the current situation, prioritizing, identifica­tion of issues, etc. People who fit into an organization and their employees regarding their condition of employment vacation each year brings a job! 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