However, a comprehensive scope of HRM audit includes all aspects of HRM which are as follows: 1. HR policies should be prescribed and implemented in the organization. In common parlance, human resources means the people. Thus, this policy states definitely when the employees can expect to be medically examined which, of course, in the absence of such a policy, is not definite. Relationship to Organizational Objectives: – Why are HR Policies Important: Delegation, Speedy Decisions, Coordinating Devices, Better Control, Standards of Efficiency, Uniformity and Confidence, HR Policies – Top 6 Principles: Common Interest, Development, Recognition of Work & Accomplishment, Recognition of Trade Unions and a Few Others. Importance. They serve as a road map for managers in the organisation. 8. (v) Development – Opportunities for career development. (iii) Promotion – Promotion from within or outside the organisation. 2. Thus, an HR policy will also be helpful in making decisions routine on frequently occurring HR problems. To provide proper control measures whenever required. They furnish the general standards or bases on which discussions are reached. Because laws and regulations can … Framing 11. A policy must be the result of careful and planned formulation process rather than the result of opportunistic decisions made on the spur of the moment. In some cases, the HR department should also be responsible for applying HR policies in their respective fields. The site is read by a world-wide audience and employment laws and regulations vary from state to state and country to country. A policy tends to pre- decide issues, avoid repeated analysis, and gives a unified structure to other types of plans, thus, permitting managers to delegate authority and still retaining control of action. HRM functions, 3. First, poli­cies restrain subordinates from performing undesirable functions or from mishandling specified func­tions. Once the employee has put on the job performance appraisal is conducted that is the Human Resource department checks the performance of the employee. Here, the policy restrains such an activity from being performed. (v) Reservation – Reservation of seats for scheduled castes, scheduled tribes, handicapped persons, and ex-servicemen. Policy formulation is a function of all managers in the organization because some form of guidelines for future course of action is required at every level. Human resources are responsible for all the functions of advertisement, recruitment, selection, training and development of an organization. (i) Types – Types of services-housing, transportation, medical facilities, education of children, group insurance, credit facilities, purchase of company’s products at discount, company stores, social security, etc. Similarly, an HR policy also indicates the line of action or the attitude the management is likely to adopt in future towards its personnel and their problems. Everything you need to know about HR policies. Meaning of HR Policies 2. Scope of Human Resource Management. It is a type of standing plan that serve to guide subordinates in the execution of their tasks. HR policies comprise a set of rules and regulations regarding how a company’s employee or a team are to be treated by the firm, the benefits that they will receive, the hiring and termination processes, and how their training sessions will be conducted. Of course, confidential policies cannot be made part of organizational manuals. Human resource management consists of deliberate organizational activities designed to improve employee productivity and administration through such means as recruitment, compensation, performance, evaluation, training, record keeping and compliance. If there is a problem of misinterpretation, the organization should provide the method for overcoming the ambiguity. Objectives of Policy 6. There would be stability in decision making in the organisation even if some key executives retire or leave the organisation. Organizational practices regarding the subject matters of HRM audit may vary. In case the answers are in affirmative, it means the policy would be good and vice versa. Employment Policies – These are the policies that guide hiring practices, orientation of new employees, compliance with employment laws and confidentiality. However, the situational variables are not static but they are dynamic and change with the time. An appealed policy arises from the appeal made by a subordinate manger to his superior for deciding an important case. (iii) Policies are no substitute for human judgement. Since policies are relatively permanent features of the organization, ad hocism should be avoided because it is likely to create more confusion. Scope of Human Resource Management. Human Resource Management is not just limited to manage and optimally exploit human intellect. iv. Policies do not include detailed statements describing specifically how the policy is to be implemented. According to a definition “HR Policies are formal rules and procedures that dictate how certain matters should be addressed in the workplace including employee rights and duties. When the rough draft is made, it should be sent to the representatives of employees, departmental heads and experts for their perusal, comments and suggestions, if any. Such agencies may be government which provides HR and other policies for all public-sector organizations, parent organizations overseas in the case of multinational companies operating in a country, apex company of a business house, or trade association with which a particular organization is attached. To check how much current manpower is being utilized. The scope of Human Resource Management (HRM) is Personal Management, Employee Welfare and Industrial Relations. Definition of HR Policies 3. 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. (iii) Basis – Basis (length of service or efficiency) to be followed in discharging an employee. Human Resource Management is the process of recruiting, selecting, inducting employees, providing orientation, imparting training and development, appraising the performance of employees, deciding compensation and providing benefits, motivating employees, maintaining proper relations with employees and their trade unions, ensuring employees safety, welfare and healthy measures in … However, clearly-specified policy works better than the one which has to be interpreted by the organization’s members. Application and approval of leave: General 9. How Human Resource Managers should Manage Ethical Issues and Ensure Compliance ? If the results are in accordance with the objectives of the policy, the policy is workable. The basic objectives of policy is to ensure that work and accomplishment are properly recognised, safe and healthy conditions of work are established that common interests of personnel are considered and employee participation is encouraged, employees motivation and their development are properly look after, and that the role of trade unions are recognised and their functions and responsibilities are respected. The principle of common interest must be given due recognition in designing HR policies. They should also reflect federal, state and local requirements for issues such as workplace diversity, preventing discrimination and harassment and leave for family or medical issues. The HRMPPS presented here sought to improve the completeness and the scope of the previous ... theoretical and practical constructions within human relations aiming to reach the desired results. Holding an information session is a good way to ensure that employees understand a new policy. It brings consistency and uniformity in the decisions and actions of the organisation. CHAPTER 2 - POLJCV STATEMEN Purpose of the Policy Policy Framework objectives Scope of the Policy Framework Guiding Principles 3. HR climate. (vii) Procedure – Procedure for getting payment. (iv) Seniority – Seniority required for promotion. A policy formulation for managing human resources in an organization proceeds through a sequence of activities. These factors are the nature of work in the organization — a computer software company may not have the same HR policies as a manufacturing organization with low-level technology, sudden change in the organization like large-scale diversification or contraction of business activities, pressures from trade unions, etc. Human resource management is a central pillar of many organizations. Peter Drucker has rightly said, The management must gear its policies and objectives in such a fashion that the employees perform their work and do their assigned tasks. Michael J. Jucius has suggested some guidelines to check whether a policy will be effective or not. (ii) Executive Development – Programmes of executive development. There should be scope to write down changes and alter the HR policies and procedure of the HR in the organization as and when required by the organization. Once the HR policies are framed, there comes the problem of their transmission and application. Any deviation with this policy has to be approved by the CEO and Group Head HR. 3. A written policy is easier to communicate through the organizational manuals. They condense past experience. 4. There are a number of ways to communicate policies and procedures to employees: Human Resource Policy and Procedures Manuals. It is the responsibility of an efficient and effective HR manager to frame HR poli­cies and make necessary changes and amendments from time to time, whenever necessary. 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. Cancellation of leave 11. These actions might constitute the policy. ... Human Resource Policy … According to Calhoon, Personnel policies constitute guides to action. How Should HR Managers Deal With Occupational Hazards at the Workplace? Employees must have a chance for a better standard of living, better security and opportunity for living a fuller and better life. The successful implementation of a policy needs the sincere coop­eration of trade unions. If the decisions regarding HR affairs are taken in the presence of workers’ representatives, there shall be better employees’ satisfaction and morale. Policies provide the base for management by principle as contrasted with management by expediency. Scope of Human Resource Management. To find out how much manpower is required. Scope implies subject matter, the subject matter of human resource policies is as wide as the scope of human resource management. HR policies make delegation of authority possible, which means assigning the work to others and give them authority to do it. ADVERTISEMENTS: Human Resource Management: Meaning, Objectives, Scope and Functions! ii. Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage! 1. According to Edwin B. Flippo, a ‘policy is a rule or pre-determined course of action established to guide an organisation towards its objectives’. It also focuses on managing physical and emotional capital of employees. Considering the intricacies involved, the scope of HRM is widening with every passing day. It is applicable to all staff recruitment except casual staff. 3. Scope of HRM – Developed by American Society for Training and Development The Human Resources Management Model developed by the American Society for Training and Development (ASTD) integrates the nine areas or scope of human resource management. Take the matter of awarding punishment for the acts of indiscipline. It is true that it is not possible to solve every problem in the organization on the basis of policies because new situations may arise, however, for matters of recurring nature, there should be well-established policies. HR policies provide the workers a security against exploitation and create confidence in employees who may know where they stand in the organization. The human resource policies and procedures of the company will also provide with the provision that, part of the policy of the company can be governed and favoured by the governmental agencies or trade unions. The three critical lessons Catalyst discovered often create a dilemma for many leaders because they must both create inclusive cultures while rooting out exclusionary behaviours. In this way, the subordinates are not required to enquire from the superiors how a given problem is to be tackled. Policies are implemented by procedures. Payroll – These are policies that are related to salary and wage administration including deductions, pay advances and time keeping. (iii) Breaks – Number and duration of rest intervals. HR polices are formulated not in vacuum but take into consideration various external factors on which the organization does not have control. Personnel administration components will be developed into fully-fledged human resource management units, providing policy advice and professional human resource services. If the policy in one area is inconsistent with another area, there may be conflict resulting in inefficiency. 4. Philosophy is the set of beliefs and assumptions about how things happen and how they should happen. 1. It is not something whose existence needs to be elaborately justified: HRM is an inevitable consequence of starting and growing an organization. HR policies give a manager liberty to choose the alternatives provided and to decide upon the action. Policy provides and explains what a member should do rather than what he is doing. (ii) Periodicity – Periodicity of transfer. (ii) Promptness of action- When situations arise that call for decisions, policy will ensure prompt action within the overall framework of the objectives of the organisation. 5. In an organ­isation, practically every executive has to take disciplinary actions at one time or another. This will help you to understand HR policies to be discussed at various places easily. (v) Better control- Policy provides a rational and continuous system of achieving results which facilitates better control. This policy may be broad giving general guidance for the action or may be spelled completely so as to leave little scope for definition and interpretation. Content Guidelines 2. Therefore, there should be a periodic review of policies and suitable changes should be incorporated from time to time. HR policies furnish the general standard on which decisions are taken. About informal HR policies, Michael J. Jucius has rightly observed that many personnel policies undoubtedly have just grown. Thus, human resource policy provides guidelines for making decisions on matters relating to management of human resources. HR policies help in achieving coordination. HR Directors: Often responsible for 2 HR teams or more, human resource directors oversee a region, a number of locations or serve as the highest ranking member of HR within the company but this is not always the case. HR policies must match employee expectations. 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. Privacy Policy, Similar Articles Under - Human Resource Management, Performance Management as a HR Management Concept, Social Media Profiles for Hiring Decisions, The Necessity of Drafting Proper and Foolproof Employment Contracts, Assigning Key Responsibility Areas (KRAs) to Employees, HR Policies and Procedures Manual and Employee Handbook, Rise of the Temp Jobs and the Freelance/Sharing Economy, What is Blind Hiring and Its Implications for the HR Profession. We can say that policies serve two main purposes. If the policy states that the position should be filled-up by internal promotion, another issue arises whether the promotion should be made on the basis of merit or seniority and defining the yardsticks for measuring merit or seniority. Human Resource Management is a management function concerned with hiring, motivating, and maintaining workforce in an organization. The organization must provide ample opportunities for the growth of employee’s personality. Define the scope of the policy by defining exactly whom or what is covered. Content Filtration 6. What Hiring Managers Look Out For During the Recruitment and Selection Process? Hence, they must be known and well understood by everyone in order to concentrate efforts on the objectives. This policy and procedure cover all activities that form part of the recruitment and selection process. If the policy is workable, it is adopted as a long-term measure. 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. Formulation 12. Through its cross-regional study, the report captures the voices of employees across 42 organisations in 5 countries—Canada, China, India, Mexico and the USA—to better understand their everyday interaction. Scope of Human Resource Policies The types of human resource policies you develop should cover the essential rules and guidelines you expect employees to follow. Human resource management is quite extensive and covers a very wide range of factors. 5. According to Flippo ‘policy’ is a man-made rule of pre-determined course of action that is established to guide the performance of work toward the organisation objectives. Human resource management is a growing field of expertise that is constantly widening its approach and scope in terms of striking that balance between an organization’s goals and individual personnel goals. This may be done through bulletin boards, company magazines and newspapers, committee meetings, union-management meetings, broadcasting system and so forth. In the fram­ing of HR polices, weightage should be given to the views, advice and suggestions of such people who are likely to be impacted by those HR policies. © Management Study Guide It can be illus­trated with an example. Scope of Human resource planning/ manpower planning: 1. The objectives of the HRM span right from the manpower needs assessment to management and retention of the same. When such a behaviour is interpreted as policy guideline, it is normally known as precedent, that is, what has happened in the past on a particular issue if there is no clearly specified declaration. 2. Human Resources Scope of Services The Human Resources team mission is to ensure HR programs and initiatives support the university's organizational strategy, build stakeholder value, and shape preferred-employer image for the University of Toledo's diverse communities impacting the areas of higher education, health care, research and technology. These areas include the following: (i) Training and Development. Suppose, a policy states that the office-bearers of the trade union shall not collect membership subscription from the member workers on company premises. In general terms, human resource policies provide guidelines stating how the objectives of an organization would be achieved. On the other hand, the policy should not be so inflexible that it cannot be changed when the need arises. ADVERTISEMENTS: Human Resource Management: Meaning, Objectives, Scope and Functions! Similarly, policies may exist in all areas of the organization from major organizational policies to minor policies applicable to the smallest segment of the organization. We are a ISO 9001:2015 Certified Education Provider. v. Workplace guidelines – These policies are quite varied and their purpose range from defining certain work arrangements such as flex time and telecommuting to offering guidelines on the use of company assets and record retention. Information Sessions. This policy and procedure cover all activities that form part of the recruitment and selection process. For example, when a vacancy arises at a middle management, the issues that emerge are- whether the position should be filled-up by promotion of internal person or it should be filled-up by appointing a new manager. It guides the workers in achieving the objectives. These policies, when organised and disseminated in an easily used form, can serve to anticipate many misunderstandings between employees and employers about their rights and obligations in the organisation. 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. 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