The document discusses human resource (HR) management policies and processes. It explains that HR policies provide guidelines for achieving organizational objectives and dealing with situations consistently. The formation of HR policies involves identifying needs, collecting data, specifying alternatives, communicating the policy, and evaluating it regularly. Some example HR policy areas discussed are employment, training and development, compensation, working conditions and welfare. The document also lists benefits and limitations of HR policies and provides examples from Tata's HR policies.

1. POLICIES AND
PROCESSES OF
HRM

2. POLICIES OF HRM
Policies are guidelines as to how the objectives of the organization
are to be achieved.
Policies enable the organization to deal with particular situations in a
particular manner.
Policy is a pre determined thought and course of action to serve as a
guide towards certain accepted objectives.
Where as objectives are the ENDS which the manager work to
achieve.
HR policies are the framework and guidelines by which the employees
of an organisation are managed

3. FORMATION OF HR POLICIES -
PROCESS
Identification of needs:
important areas of HRM are related to recruitment selection,
training compensation and development, these must have a policy
formulation which is clearly laid.
Collecting the data:
once the area for which policy is to be made is listed then various
sources that could be tapped are taken into consideration.
Specifying alternatives:
once the data is collected then the alternatives would be emerged
and top management should put the stamp on the accepted
alternative.

4. FORMATION OF HR POLICIES -
PROCESS
Communicating the policy :
Formulated policy should be communicated to the organization
throughout.
Evaluating the policy:
for Personnel policy to be effective should be evaluated
regularly against the standard. Any changes to be made in
existing policy to be determined. All these policies should be
reviewed annually

5. BENEFITS
• Provide guidelines to the lower management
• Enables managers to act with confidence and without the
need for consulting the supervisor
• Enables promptness of manager
• Facilitates better administration and control
• Secure coordination and integration
• Saves time and efforts by pre-deciding problems

6. LIMITATIONS
• They bring rigidity in the operations and no space for
initiatives
• May not cover all problems
• No substitute of judgment. Only delimits the area within
which decision are to be made
• Policy may not be everlasting as they lose their utility with
changes in environment.

7. POLICIES OF HRM
• HR policies ensure every employee of an organization is looked after; their
needs are respected, and proper benefits are made available to them for their
work.
• HR policies help to address complaints, problems, and grievances of
employees, and outline how to solve them appropriately.
• They help protect employees from the ramifications of colleagues’ poor
behavior and even from the organization itself.
• They help to train and develop employees who are consistent with the needs of
the organization.
• They help employees receive adequate and fair compensation.
• They help to maintain discipline in the workplace, and
• They provide paid vacations and holidays to eligible employees.

8. POLICIES IN HR AREA
Employment policy
Min. hiring qualification
Preferred sources of recruitment
Selection interview – test and other interviews
Reference checks
Training & Development policies
Need for training
Basis of training
Types of training
Executive development

9. POLICIES IN HR AREA
Compensation policies
Min. wages or salary
Incentive plans
Profit sharing
 non monetary rewards
Working condition & welfare policies
Kind and standard of working condition
Safety program
Types of welfare services
 Leave Policy
 Meal and Break Periods Policy

10. POLICIES IN HR AREA
Social Responsibility policy:
Equity policy
Consideration policy
QWL
At-Will Employment Policy
This policy reiterates that both an employer and employee can
terminate the employment relationship at any time and for any
reason, providing said reason is lawful. You should aim to
prominently display this statement in the beginning of your
employee handbook.

11. POLICIES IN HR AREA
Anti-Harassment and Non-Discrimination Policy
These policies prohibit harassment and discrimination from taking
place in the workplace. These are always governed by federal, state,
and local provisions, so it is important to review the applicable laws
and account for all the appropriate protections when stipulating this
policy.
Sexual Harassment Policy
Especially in the modern workplace, sexual harassment is a high-
profile concern. Informing and educating employees through an up-to-
date sexual harassment policy is critical, and some regions may even
require that your organization have one in place. Safeguard your
company by clearly communicating zero-tolerance guidelines for
unwanted, unwelcome, or inappropriate sexual comments or
actions.

12. 6 TRENDING HR POLICIES
1. Weapons in the Workplace Policy (or Zero Tolerance for Workplace
Violence)
Employers have an obligation to protect employees from all forms of
workplace violence, including physical violence, harassment, intimidation, and
even disruption.
Addressing weapons and violence policies can be combined into your general
harassment or safety policies or can be communicated on their own.
Some questions to address in a weapons in the workplace policy include:
 What conduct are you aiming to prohibit?
 What items are considered weapons?
 What disciplinary measures do you want in place?
Your weapons in the workplace policy should comply with regional laws,
including posting requirements and privacy laws, should list specific examples
of prohibited violent conduct, and should explain responsibilities under your
workplace violence-prevention plan.

13. 6 TRENDING HR POLICIES
2. Remote Workers Policy
Many modern workplaces are allowing more and more of their
employees to work remotely from home, or some other location
outside the main office. However, not all jobs and employees are well-
suited for remote work, so it is important to clarify your organization’s
position on remote work itself.
Questions to address in a remote worker policy include:
• Who is eligible for remote work?
• Are there any limitations on remote work?
• How will you monitor remote workers?
Your remote workers’ policy should comply with any regional laws,
should have a specific time and pay policy for remote workers, and
should stipulate your right to end the ability to work remotely at any
time.

14. 6 TRENDING HR POLICIES
3. Bring Your Own Device (BYOD) Policy
As more employees begin to use their own devices for business,
including phones, laptops, and tablets, privacy and security matters
need to be taken into consideration. There are also concerns of any
personal devices being lost or stolen. A policy relating to the use of
personal devices should be a part of any modern workplace.
Questions to address in a BYOD policy include:
• What personal devices will you allow employees to use?
• How will you monitor personal devices?
• What limitations or security features will you require?
Your personal device policy should comply with any applicable
regional laws, establish a procedure for end of employment, and
include any applicable risks or liabilities associated with the use of
personal devices for business matters.

15. 6 TRENDING HR POLICIES
4. Social Media Policy
A social media policy can be what protects your company’s reputation,
both online and beyond. Despite its relatively modern nature, you
should still draft this policy to withstand scrutiny from your
regional labor relations board.
Questions to address in a social media policy for the workplace
include:
• Do you need a policy for both business and personal social media
use?
• What guidelines need to be established?
• How will you control social media use at work?
Your social media policy should also list the specific confidential
information that should never be shared on social media and explain
the disciplinary measures for social media policy violations.

16. 6 TRENDING HR POLICIES
5. Drug and Alcohol Policy
Due to the expanding laws legalizing marijuana use, drug and alcohol
policies are becoming more and more relevant to the modern
workplace. Aim to keep in mind any regional laws relating to specific
substances when drafting this policy.
Questions to address in a drug and alcohol in the workplace policy
include:
• What substances will be prohibited?
• What testing procedures do you want in place?
• What are your disciplinary measures for policy violations?

17. 6 TRENDING HR POLICIES
6. Updated Confidentiality Policy
Broader policies that require employees to keep all information
confidential are no longer effective. Due to the changing nature of how
information gets shared, it is important to be specific in your
confidentiality policies, excluding any items that a labor board may not
deem private, such as wages and working conditions.
Questions to address in a confidentiality policy include:
• What are your organization needs to remain confidential?
• What confidentiality parameters do you want to set?
• What are the consequences of violating this policy?
Your confidentiality policy should provide specific examples of the
confidential material in question, list employee obligations (e.g., not
discussing confidential information over unsecured networks), and
comply with any applicable regional laws.

18. EXAMPLES OF HR POLICIES -
TATA
Contributing positively to quality of life of people and
community is the fundamental approach of Business.
1. Worker welfare schemes
2. HRM function as strategic partner
3. healthy employee relations,
4. employee growth and development
5. work satisfaction.
6. manufacturing industry to have a 5-day work-week

19. EXAMPLES OF HR POLICIES -
TATA
Code of Conduct – to bring uniformity in operations
Affirmative action policy
Alcohol and Drug policy
Anti sexual harassment policy
Corporate disclosure policy
Corporate social responsibility policy

20. MCQ
1. Guidelines that portrays a look about organizational actions are
called
A. rules
B. policies
C. organizational path
D. Procedures
2. __________________ is the framework defined by the HR
department to manage the hr activities systematically.
3. Human Resource Management Policies are developed by the
________________