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Personnel policies
 
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    Personnel policies Personnel policies Presentation Transcript

    • ByMANISHA VAGHELA BY: MANISHA VAGHELA Vaghela_manisha13@yahoo.com 1
    • BY: MANISHA VAGHELA Vaghela_manisha13@yahoo.com 2
    • Flow of presentation Introduction of personnel policies Meaning of personnel Policies Definition Importance of Human Resource Polices or personnel policies Objectives of personnel policies Formulation of personnel policies (steps) Review of the topic Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 3
    • Introduction of personnel policies (HR Policies)A policy is a predetermined course of actionestablished to guide the performance of worktowards accepted objectives . It is a type of astanding plan that serves to guide subordinatesin the execution of their tasks. Human resourcepolicies are statements of human resourceobjectives of an organization and provide aboard framework within which decisions onhuman resource matters can be made withoutreference to higher authorities. Humanresource policies lay down the criteria fordecision making inVaghela_manisha13@yahoo human VAGHELA the field of BY: MANISHA resource .com 4
    • Meaning of personnel Policies (HR policies) According to Yoder , ” Human resource or labour or industrial relations policy provides guidelines for a wide variety of employment relationship in the organization. These guidelines identify the organizations intentions in recruitment,selection,promotion,developme nt,compensation,motivation,and otherwise leading and directing people in the working organisation.Human resource policies serve as a road map for managers.” Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 5
    •  In the words of calhoon , ” Human resource policies constitute guides to actions. They furnish the general lies in an organization’s values , philosophy , concepts and principles.” Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 6
    • Definition In short personnel policy should respect human dignity, fair treatment, protection, development, safe and healthy work environment and discharge all social responsibilities. Vaghela_manisha13@yahoo.com BY: MANISHA VAGHELA 7
    • Importance of Human Resource Polices or personnel policies1) Clear Thinking :- The actual process of writing down a human resource policy helps to clarify management thinking. The management is required to examine its basic convictions and give full consideration to practices in other organizations. The top executives become aware of gaps, contradictions and vagueness in existing policies. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 8
    •  Havingness begins with a clear vision followed by clear thinking. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 9
    • 2)Uniformity and Consistency of administration:- Well-established policies ensure uniform and consistent treatment of all employees throughout the organization. Such policies help to minimize discrimination and favoritism. Sound human resource policies are, therefore , an essential base for sound human resource practices. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 10
    • Be consistent! The best way to see resultsfrom your workout regimen is to do it on aregular basis. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 11
    • 3) Continuity and Stability:- Written policies are a means oftransmitting the company’s heritage from onegeneration of executives to another. Theaccumulated wisdom in a company is lostwhen its top management team retires, diesor resigns. But if the wisdom is retained in theform of written policies. Succeedinggenerations of managers can gem from theexperience of their predecessors. Suchcontinuity of policies promotes stability in theorganization. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 12
    • Business Continuity Management (BCM) focuses on creating Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 13
    • 4) Sense of Security:- Written Human Resource policies provide advance information and predictable decisions on human resource matters. Employees know what action to expect in circumstances covered by the policies. Policies indicate what is expected of them.5) Delegation of Authority:- Human Resource policies are guides to decision on problems that recur frequently. They help a manager to delegate authority. Subordinates are more willing to accept responsibility because policies indicate what is expected of them. They can quote a written policy to justify their action. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 14
    • 6) Orientation and Training:- Written human resource policies can be used as guides for orientation and training of new employees.7) Teamwork and Loyalty:- A well-prepared set of human resource policies enables employees to see the overall picture and how their actions relate to the organization’s goals. Participation of employees in policy formulation promotes mutual understanding throughout the organization. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 15
    • Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 16
    • 8) Control:- Human resource policies serve as standards or yardsticks for evaluating effectiveness of human resource management. Policies facilitate management by exception.9) Prompt Decision-making:- Carefully defined human resource policies serve as guide for making-decision on routine and repetitive issues. They prevent the wastage of time and energy involved in repeated analysis for solving problems of a similar nature. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 17
    • Objectives of personnel policies1. To enable the organization to achieve its goal.2.To make aware all employees about and organizations goal, function rules, regulation and managerial.3. To project common interest of all concerned.4. To provide adequate, competent & trained personnel for all levels.5. To provide consultative participation and secure co-operation of all employees. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 18
    • 6.To provide effective leadership, soon moral behavior and motivation.7.Enforcing discipline and happy relationship among employees.8.To provide security, opportunity fair treatment to all.9.To provide appropriate wages so per job or work activities. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 19
    • Scope or coverage of human resource policies The subject matter of human resource policies is as wide as the scope of human resource management. in most companies, policies are established regarding various functions of human resource management which are as follows. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 20
    • 1.Employment. All policies concerning recruitment, selection and separation of employees are included in this function. employment policies should provide clear guidelines on the following points:A) Minimum hiring qualifications.B) Preferred sources of recruitment.C) Reservation of seats for scheduled castes, scheduled tribes handicapped persons and ex-servicemen. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 21
    •  D) employment of local people and relations of existing staff. E) reliance on various selection devices such as university degrees, tests, Interviews, reference checks, physical examination, etc. F) basis (length of service or efficiency) to be followed in discharging an employee. G) probation period. H) layoff and retiring. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 22
    • 2.Training and development Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 23
    • A) Attitude towards training-whether it is regarded as a device to overcome specific problems or as a continuing relationship between superior and subordinate.B) Objectives of training .C) Opportunities for career development.D) Basis of training.E)Methods of training – on the job or off the job.F) Programmes of executive development.G) Orientation of new employees. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 24
    • 3.Transfers and promotionsA) Rationale of transfer.B) Periodically of transfer.C) Promotion from within or outside the organization.D) Seniority required for promotion.E) Relative weight age to seniority and merit in organization.F) Seniority rights.G) Channels of promotion. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 25
    • 4.CompensationA) job evaluation system.B) minimum wages and salaries.C) method of wage payment.D) profit sharing and incentive plans.E) non-monetary rewards.F) executive stock option plan.G) procedure for getting pay.H) whether to pay prevailing or more than prevailing salary scales. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 26
    • 5.Working conditionA) working hoursB) number and duration of rest intervals.C) overtime work.D) shift work.E) safety rules and regulations.F) leave rules. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 27
    • working hours overtime work Shift workers get injured twice as often as workers who work regular Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 28
    • safety rules and regulationsLobbying practices leave law firms for more independence,equity for non- lawyers Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 29
    • 6.Employee service andwelfareA)types of service – housing , transportation, medical facilities education of children, group insurance, credit facilities ,purchase of company ‘s products at discount, company stores, social security, etc.B) financing of employee services . Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 30
    • C) incentives to motivateWe all want our employees to bemotivated. Of course we do. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 31
    • 7.Industrial Relations(a) Handling of grievances.(b) Recognition of trade union.(c) Suggestions schemes.(d) Discipline and conduct rules.(e) Worker’s participation in management.(f) Employees’ news sheet and house journals. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 32
    • So back to the Forrester Study andCreation versus Participation Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 33
    • FORMULATION OF HUMANRESOURCE POLICIES (steps)1. Identifying the need2. Gathering information3. Examining policy alternatives4. Getting approval5. Communicating the policy6. Evaluating the policy Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 34
    • 1.Identifying the need first of all, the areas requiring human resource policy are identified. Policies are required in various areas of human resources management such as hiring, training , compensation, industrial relations, etc. Need for a new policy or revision of an existing policy may be voiced by the company’s staff or by a trade union. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 35
    • 2. Gathering information Once the need for a policy has been accepted the next step is to collect necessary facts for its formulation. A committee or a specialist may be assigned the task of collecting the required information from inside and outside the organization. The human resource department should study the company’s documents and past practices, survey prevailing practices in the industry the knowledge and experience gained from handling human resources problems. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 36
    • People inside and outside the companymay be interviewed. It is necessary tomonitor and predict thoroughly the internaland external environment of the firm.Special attention should be paid to attitudeand philosophy of top management, socialcustomer and values aspirations ofemployees, labor legislation, etc.widespread consultation and discussionsat this stage are helpful in developingsound human resource polices. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 37
    • Information gathering is vital and is being used :GATHERING INFORMATION: Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 38
    • 3. Examining policy alternatives On the basis of data collected, alternatives are appraised in terms of their contributions to organizational objectives. It is necessary to secure active participation of those who are to use and live with the policies. The chosen policy is then put in writing in appropriate form. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 39
    • In simple words, each policy alternative represents Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 40
    • 4. Getting approval The human resource department will send the policy draft at the right time to top management for its approval. To management has the final authority to decide whether a policy adequately represents the organizations objectives. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 41
    •  Start getting approval letters again by taking the right steps. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 42
    • 5. Communicating the policy The approval policy needs to be communicated throughout the organization. Policy manual house journals , meetings and their methods may be employed for this purpose. In addition, an educational programme may be arranged to teach people how to apply the enunciated policy. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 43
    • Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 44
    • 6. Evaluating the policy From time to time the policy should be evaluated in terms of experience of those who use it and of those who are affected by it. Environmental changes should also be considered. Any serious’ difficulty with a policy along with suggestions should be reported to the top management . Such knowledge will enable the management to restate or reformulate the policy. Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 45
    •  A Guide to Monitoring and Evaluating Policy Influence Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 46
    • Review of the topic Introduction of personnel policies Meaning of personnel Policies Definition Importance of Human Resource Polices or personnel policies Objectives of personnel policies Formulation of personnel policies (steps) Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 47
    • thank you Vaghela_manisha13@yahoo .com BY: MANISHA VAGHELA 48