scope of human resource policies

Scope of Human Resource Management. Employee benefits – These are policies that explain employee benefits such as insurance, vacations, holidays, leave and employee reimbursements. 5. Once the employee has put on the job performance appraisal is conducted that is the Human Resource department checks the performance of the employee. © Management Study Guide Sometimes, policies may not be clearly stated, and the actions of managers particularly at the higher levels provide guidelines for actions at lower levels. ‘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 … Human resource departments are responsible for activities spanning a wide variety of core 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. An appealed policy arises from the appeal made by a subordinate manger to his superior for deciding an important case. Thus, there may be appealed policy. What Hiring Managers Look Out For During the Recruitment and Selection Process? Factors like economic success of the enterprises, the interest of the employer and the employees should all be taken into account. HR policies specify relation­ships among organization, management and workers. 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. Need 5. The Growing Popularity of Flex Work and HR Strategies to Deal with It, What the Case of Amazon’s AI Powered Recruitment Tool Means for Other Corporates, Game Changers or Slave Drivers? As HR policies specify the relationship that is shared between the organisation, management and its employees besides they allow members to work towards achievement of the objectives of the organisation without friction/conflict, paving the way for better control. When a particular policy is chosen, it is put in action for the guidelines to managers concerned and results are obtained. It implies also a consideration of the human resources as having, unlike any other resources, personality, citizenship, control over whether they work how much and how well, and thus requiring motivation participation, satisfaction, incentives, rewards, leadership, status and function. It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. Similar such issues arise on other matters too. Nature and Scope of Human Resource Management 3 ... houses and individual employees brought significant changes in the human resource policies and practices. They ensure a steady course of action and prevent unwarranted deviations from planned operations. ... Human Resource Policy … Policies can accelerate decision-making by providing a blanket framework within which personnel decisions can be made. 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. Formulation 12. Second, policies are positive in nature as they provide standard decision when an action has to be taken. 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. 4. If this is not done, managers have to make decisions again and again. A major human resource management objective will be the development of a A policy, when enforced, permits prediction of roles with certainty. (iii) Consistency of action- Effective policies ensure uniform and consistent treatment of all employees throughout the organisation. Imposed policy arises from the influence of some outside agencies. Suppose, a policy states that the office-bearers of the trade union shall not collect membership subscription from the member workers on company premises. Personnel administration components will be developed into fully-fledged human resource management units, providing policy advice and professional human resource services. While HR policies cover various aspects of human resource functions, here conceptual framework of HR policy is presented. Because laws and regulations can … We can say that policies serve two main purposes. This includes the directives under the HR policies and procedures which are meant to be spent on deploying appropriate lighting, clean water, safe moving and other essentials that ensure the safety of employees from any kind of accident and safeguard their health from any kind of issues that may arise due to work process. 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. iii. Such people make a lot of relevant information available for the formation of HR policies. (The way that the position contributes to and impacts on the organization) The Human Resource Officer provides advice and assistance to supervisors and staff. Thus, in the aforementioned example, policy is helpful in achieving effectiveness in hiring as it restricts some candidates from the selection process who presumably are not suitable. Train every employee for current and future jobs. Policies aiming to cultivate inclusion must match up with the daily reality of employees. 3. (ii) Selection Devices – Dependence on various selection devices such as university degrees, tests, interviews, reference checks, physical examination, etc. Disclaimer 8. HRM Notes - Nature and Scope of Human Resource Management. Terms of Service 7. HR policies give a manager liberty to choose the alternatives provided and to decide upon the action. A formulated policy is one which is specified by the organization for providing guidelines to its members. Human resources are responsible for all the functions of advertisement, recruitment, selection, training and development of an organization. Policies are implemented by procedures. the prime responsibility for day-to-day management of human resources will rest with line managers. The HR Policies increase the chances of different people at different levels of the organisation making similar choices, when independently facing similar situations. They enable the management to view if they have been translated into action by various organisation or not. 4. Human Resource Management is a management function concerned with hiring, motivating, and maintaining workforce in an organization. Cancellation of leave 11. Report a Violation 11. Similarly, a variety of appraisal methods suggested by him for effecting periodical review of policies and introducing changes wherever necessary have got immense practical utility. Human resources policies provide the framework by which employees are expected to behave in the workplace. The verbs most often used in stating policies are to maintain, to continue, to follow, to adhere, to provide, to assist, to assure, to employ, to make, to produce, or to be. However, each policy should be reviewed periodically to incorporate necessary changes because of changes in any of the factors influencing HR policies. In general HR Polices should respect human dignity and personal integrity, ensure fair treatment for all, irrespective of caste, creed, or colour, and offer reasonable social and economic security to employees. In other words, we can say that it’s about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals. Is it consistent with other policies and does it reflect the timing needed to accomplish the objectives? 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. Human resource management deals with issues related to employees such as hiring, training, development, compensation, motivation, communication, and administration. As such, if frequent appeals are made, managers should visualize and review their policy formulation, its communication, and interpretation so that policy guidelines become more clear and specific. Organizational philosophy is based on the philosophy of those who create and manage an organization. While framing HR policies, we should also keep in view the objectives, cost and utility of the policies as also the reaction of trade unions. A successful business enterprise contributes substantially to the national exchequer and creates propriety all around. (iv) Continuity and stability- Written policies are a means of transmitting the company’s heritage from one generation of executives to another. Moreover, in the absence of any specific guidelines, decision is based on individual interpretation of the situations and consequent actions. The policy objective is to provide a standard framework for overall human resource planning, and development of annual HR Plan in line with the Municipality’s Integrated Development Plan (IDP) and Service Delivery and Budget Implementation Plan (SDBIP). HR philosophy is derived out of organizational philosophy which reflects the approach that would be adopted in managing human resources in the organization. Employees always resist changes that may seem inconvenient or unpleasant to them. Three sensitive areas of legal concern that managers must comply with are equal opportunity, affirmative action, and sexual harassment, described in the following sections. The superiors every time recognition of trade unions play an important role in policy making the dangers will be on... Or desired organizational practices and behaviour how it helps Contemporary organizations serve to guide subordinates in the right time authorities. 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