Given the strategic relevance of Human Resources Management (HRM) in organizations and the lack of scientific instruments to measure employees’ perceptions about policies and practices of HRM, the objective of this study is to develop and validate a Human Resource Management Policies and Practices Scale, called HRMPPS. vii. For example: This policy covers the employees at all x company sites or This policy applies to all salaried exempt employees. HR policies are not only for effectively drawing rules for employees but also to recognize their needs, respect their thoughts. HR Management: Laws and Regulations Title VII of the 1964 Civil Rights Act banned most discriminatory hiring practices. • Strategic Plans, Human Resource Plans, Retention Policies, Human Resource Development Strategies and Policies of the sampled departments were obtained to ascertain whether sampled departments understand the link and assess their compliance with the DPSA's Human Resource Development Strategy Vision 2015. 1. The policy is designed to deal with concerns raised in relation to the specific issues which are in the public interest and are detailed in paragraph 3 below, and which fall outside the scope of other University policies and procedures. However, different management experts have defined human resources differently. There is no doubt that written policies need more time and labour to prepare, but they are worth it, because written policies impart precision, permanence and ease of transmission. There are a number of ways to communicate policies and procedures to employees: Human Resource Policy and Procedures Manuals. When these factors are taken into consideration, various policy options may emerge on a particular issue. HR Policies – Scope of HR Policies in Companies: Employment, Training & Development, Transfers & Promotions, Compensation and a Few Others. The policy is not intended to apply to personal grievances concerning an individual's terms and conditions of employment, or other aspects of Human Resource Policies: Here are few most common reasons why any kind of organization needs HR policies and the main purpose of a HR policy. Various line authorities take decisions in an organization keeping in view the HR policies. This article focuses on the scope of HRM and its major subfields. iii. 1. Then ultimately, the HR policies should be finally drafted and declared. While HR policies cover various aspects of human resource functions, here conceptual framework of HR policy is presented. For example, if a policy of filling higher positions from within produces hindrance in attracting talents at higher level but the organization needs them, the policy can be changed because in the absence of suitable manpower, the organization may not be able to achieve its objectives. If this is not done, managers have to make decisions again and again. Most of the HR policies are the results of deliberate and conscious formulation. The policies framed having kept in view the aforementioned points, more often than not, prove effective. CHAPTER 2 - POLJCV STATEMEN Purpose of the Policy Policy Framework objectives Scope of the Policy Framework Guiding Principles 3. (iii) Policies are no substitute for human judgement. Copyright 10. This term is often used for more detailed collections of policy … Ensure the principle of equity and natural justice. Everything you need to know about HR policies. i. HR policies make delegation of authority possible, which means assigning the work to others and give them authority to do it. Meaning: Before we define HRM, it seems pertinent to first define the term ‘human resources’. According to him, the checks or guidelines may be whether the policy is based upon a careful analysis of the objectives and ideals of the company; whether it is definite, unambiguous, complete and accurately stated; whether it is reasonably stable and not subject to change because of temporary changes in existing conditions; whether it has sufficient flexibility to handle normal variations in changed conditions; whether it is related to policies of other sections of the company so that proper balance of complementary policies is established; and whether it is known and understood by all who must work with it or are affected by it. (iii) Consistency of action- Effective policies ensure uniform and consistent treatment of all employees throughout the organisation. Any deviation with this policy has to be approved by the CEO and Group Head HR. The human resource policies and procedures set the guidelines under which the safety and health of the employees at work can be safeguarded. 1. First, policies restrain subordinates from performing undesirable functions or from mishandling specified functions. HR climate. HR policies may suffer from some limitations which are as follows: (i) Policies are repeatedly used plans. To make manpower procurement plans. Benefits and Limitation 13. Human Resource Management – Policies . There is every justification for framing the HR policies by the higher level of management in consultation with other agencies. (iv) Discipline – Discipline and conduct rules. (ii) Finance – Financing of employee services. (ii) Executive Development – Programmes of executive development. Factors like economic success of the enterprises, the interest of the employer and the employees should all be taken into account. Components 6. However, if the results do not match with the objectives, the same process of policy formulation proceeds with new information inputs regarding all those factors which influence applicability of HR policies. Besides the external factors, there are various internal factors in the organization which influence the applicability of a particular HR policy. 3. Place right person in the right place at the right time. We can say that policies serve two main purposes. Recruitment, selection and training of new employees are done based on the HR policies developed for the company. Policies are generally expressed in qualitative, conditional, or general way. HR policies help in achieving coordination. 3. Therefore, there should be a periodic review of policies and suitable changes should be incorporated from time to time. Recognition of Work and Accomplishment: HR Policies – 4 Important Types: Formulated, Implied, Imposed and Appealed Policies, HR Policies – How to Formulate HR Policies? This may be done through bulletin boards, company magazines and newspapers, committee meetings, union-management meetings, broadcasting system and so forth. ‘A Human Resources Audit is a comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to ensure compliance with ever-changing rules and regulations’ (Strategic HR … In common parlance, human resources means the people. Establish organization as whole a co-ordination team. There should be a set of standards to check the effectiveness of a particular HR policy. The scope of Human Resource Management is extremely wide, However, for the sake of convenience and developing an understanding of the subject, it is elaborated as follows. It being a standing plan, provides guidelines to managerial decisions. The objectives of the HRM span right from the manpower needs assessment to management and retention of the same. Main Characteristics 7. Human resource management is quite extensive and covers a very wide range of factors. About informal HR policies, Michael J. Jucius has rightly observed that many personnel policies undoubtedly have just grown. Employees’ representatives should be given participation in decision-making bodies of the organization so that they may realize their responsibilities towards the management and workers. However, written policy has certain disadvantages in the form of being inflexible, too much emphasis on written words and their interpretation, and leakage of confidential policy. (vii) Welfare of people- By removing momentary and hasty decisions, policy ensures long-term welfare of people involved in the organisational activities. The HR Policies increase the chances of different people at different levels of the organisation making similar choices, when independently facing similar situations. Regarding the form in which HR policies should be communicated, it may be mentioned that many policies are stated in oral or may be informal, but it is better if policies are in writing. Policies only delimit the areas within which decisions are to be made. For example, when Madura Garments, a division of Madura Coats, was taken over by Kumarmangalam Birla Group, many managerial personnel left the division which created a managerial vacuum and employee morale turned to be quite low. It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management. What is an HR Scorecard and How it Helps Contemporary Organizations? 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