The scope of HRM is extensive and far-reaching. 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. An appealed policy arises from the appeal made by a subordinate manger to his superior for deciding an important case. HR policies serve as standards in execution of work. 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 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. 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. This will help determining which HR policy needs to be dropped or changed or whether there is a necessity of having an additional policy. It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. 3. In such cases, there should be more interaction between policy framers and policy implementers. When a particular policy is chosen, it is put in action for the guidelines to managers concerned and results are obtained. Human resources planning (ii) Trade union – Recognition of trade union. The site is read by a world-wide audience and employment laws and regulations vary from state to state and country to country. 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. State true or false i. Framing of HR policies is also affected by the consultation and advice of employees, day-to-day problems by the management, social and political changes, international happenings and so on. Most of the HR policies are the results of deliberate and conscious formulation. Content Guidelines 2. 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. The policy is not intended to apply to personal grievances concerning an individual's terms and conditions of employment, or other aspects of 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. Importance of Human Resource Policies. Objectives of Policy 6. 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. It gives them alternatives to choose from. In common parlance, human resources means the people. Interpretation of this policy 4. That is why it is referred to as the most acceptable one. Scope of Human resource planning/ manpower planning: 1. 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. When the policy is in writing, it becomes more specific and clear. After the choice, a policy is put into action and its results are known. On the one hand, a policy is a long-term proposition and it must provide stability so that members are well aware about what they are required to do in certain matters. 1. However, different management experts have defined human resources differently. The mainstay of this section is a code of conduct but also important are policies regarding substance abuse, smoking, harassment and workplace violence. Employment status and records – These are the policies that define such issues as employment classifications access to personnel files and guidance on how background checks and performance reviews are to be performed. The main aim is to safeguarding the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on organization. Policies aiming to cultivate inclusion must match up with the daily reality of employees. The scope of Human Resource Management (HRM) is Personal Management, Employee Welfare and Industrial Relations. To find out how much manpower is required. Policies and procedures keep changing with, time, with people and with occasions. Such policies are informal, and as such their framing or establishment cannot be analysed. HR policies help executives at various levels of decision centres to act with confidence without consulting the superiors every time. The HR policies should take into consideration the employee’s expectations such as reasonable security on the job against accidents, sickness and old age. A policy is somewhat a permanent feature of an organization. HR Employee/Manager Self-Service (ESS/MSS) Help Login to HR Employee/Manager Self-Service (ESS/MSS) for your payslips, IRP5 and online leave SuccessFactors Learning Help Effective HR policies and procedures are extremely important, as they provide structure, control, consistency and fairness within an organisation. (v) Reservation – Reservation of seats for scheduled castes, scheduled tribes, handicapped persons, and ex-servicemen. What is an HR Scorecard and How it Helps Contemporary Organizations? These human resource management policies provide guidelines regarding employment policies of the company. Such prescriptions may be either explicit or these may be interpreted from the behaviour of organization’s members, particularly at the top level. However, higher is the level of a manager, more important is his role in policy making. Policies defining acceptable and prohibited activities and use of e-mail and the Internet make up a majority of these policies. In this way, the subordinates are not required to enquire from the superiors how a given problem is to be tackled. 2. (iv) Profit Sharing – Profit sharing and incentive plans. Nature and Scope of Human Resource Management 3 ... houses and individual employees brought significant changes in the human resource policies and practices. This will create confidence in them. Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage! ii. HR policies give a manager liberty to choose the alternatives provided and to decide upon the action. In this regard management’s viewpoints should be reflected in HR policies. A formulated policy is one which is specified by the organization for providing guidelines to its members. Second, policies are positive in nature as they provide standard decision when an action has to be taken. Meaning: Before we define HRM, it seems pertinent to first define the term ‘human resources’. 5. 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. 4. If this happens frequently, there should be close scrutiny of the policy and suitable amendments should be made. HR Policies – Scope of HR Policies in Companies: Employment, Training & Development, Transfers & Promotions, Compensation and a Few Others, Need: Achieve the Objectives of the Organization, Uniformity in Decisions, Delegate Authority, Achieve Better Control and a Few More. 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. 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. If the person in authority is transferred and some other person takes charge of the office the decisions to be taken by the new authority are similar to those which have already been taken in comparable circumstances by the former authorities due to the predetermined policies of the organization. This happens very frequently in functions having close relations such as production and marketing or finance and other functions. The scope of HRM is extremely wide, thus, can not be written concisely. To check how much current manpower is being utilized. HR policies provide guidance to management in relation to the HR problems. 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. In some cases, the HR department should also be responsible for applying HR policies in their respective fields. Therefore, policies should be developed on a sound basis. 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. Therefore, the formulation of policies should be taken in an integrated way so that policies in each area contribute to other areas also. However, what features constitute a sound policy cannot be prescribed universally because situations vary so greatly and an organization may differ in respect of policy formulation and implementation from others. (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. (vi) Executive – Executive stock option plan. Human resource management deals with issues related to employees such as hiring, training, development, compensation, motivation, communication, and administration. HR policies should be prescribed and implemented in the organization. State true or false i. A policy provides guidelines to the members of the organization for deciding a course of action and, thus, restricts their freedom to action. 3. Human Resource Management, Policies, HR Policies, Meaning of HR Policies. Therefore, there may be formulated, implied, and imposed policies. Let us discuss this process. On the other hand, the policy should not be so inflexible that it cannot be changed when the need arises. 10. (v) Better control- Policy provides a rational and continuous system of achieving results which facilitates better control. Another important thing with regard to the nature of policies is that they should not be construed as fundamental or unchanging truth. Armstrong has defined HR policies as follows: From the above definitions, we can identify the features of an HR policy as follows: 1. For example, in public sector commercial banks, recruitment and selection is done by Banking Service Commission, and individual banks do not have any control over this aspect, or a holding company may provide compensation policy for its subsidiary companies, and so on. HR policies furnish the general standard on which decisions are taken. 3. 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. Nature and Scope of Human Resource Management 3 ... houses and individual employees brought significant changes in the human resource policies and practices. However, such actions may create chaos in the organization. Often the organization formulates policies in various functional areas and each function is related to other functions of the organization. Take the matter of awarding punishment for the acts of indiscipline. These policies are written statements of the company’s standards and objectives and include all areas of employment, including recruitment, compensation, termination, benefits, employee relations and leaves of absence. A sound policy will- (i) specify more precisely how the decision will come what is to be done, who is to do it, how it is to be done, and when it is to be finished; (ii) establish a follow- up mechanism to make sure that the decision intended will take place; and (iii) lead to new strengths which can be used for decisions in future. 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. Resumption of service while on approved leave 13. They can also be used as training manuals. Importance. It also focuses on managing physical and emotional capital of employees. Employees always resist changes that may seem inconvenient or unpleasant to them. HR policies decide how to get the work done by the people or how to behave with them. It will also minimise resistance to change. the prime responsibility for day-to-day management of human resources will rest with line managers. Organizational practices regarding the subject matters of HRM audit may vary. These actions might constitute the policy. Policies help in achieving the following benefits: (i) Facilitates decision-making. However, for the sake of convenience and developing understanding about the subject, we divide it in three categories mentioned above. HR policies are not only for effectively drawing rules for employees but also to recognize their needs, respect their thoughts. The types of human resource policies you develop should cover the essential rules and guidelines you expect employees to follow. If there is a problem of misinterpretation, the organization should provide the method for overcoming the ambiguity. Information Sessions. There are a number of ways to communicate policies and procedures to employees: Human Resource Policy and Procedures Manuals. 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. (iii) Consistency of action- Effective policies ensure uniform and consistent treatment of all employees throughout the organisation. Policies only delimit the areas within which decisions are to be made. The successful implementation of a policy needs the sincere coop­eration of trade unions. It is one of the policies which is made for the development of the staff and workers value in the company. Scope and Applications 7. SCOPE. 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. (i) Attitude – Attitude towards training-whether it is regarded as a device to overcome specific problems or as a continuing relationship between superior and subordinate. Meaning: Before we define HRM, it seems pertinent to first define the term ‘human resources’. 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. They reduce chances of misinterpretation, misrepresentation and consequent friction. Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. It is applicable to all staff recruitment except casual staff. HR Policy – How to Make HR Policies Effective? On the basis of the light of actual performance, existing policies may be subjected to amendment/refinement. 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