What is a personneldepartment…?? Part of an organization concerned with the appointment, training and welfare of the employees It is concerned with the relationships of management to employees It is also concerned with the relationships of employees to employees in all matter And setting organizational policies for the same.
Responsibilities Involvement in the strategic planning process Forecasting the labour requirement Selection Recruitment Induction Industrial relations (Maruti- Manesar plant incident)
The mass violence at Maruti Suzukis Manesar plant in Haryana July 18, 2012 was shocking. What started as a petty tiff over tea time between a supervisor and a worker Jiya Lal, during which supervisor also allegedly used caste based slur, snowballed into one of the goriest incidents of recent times. When Jiya Lal was suspended and the management refused to revoke his suspension the same day the workers staged a sit-in after the shift was over. During the sit-in, iron rods which actually fit into the car door, were distributed to workers secretly. When there was a signal from the leadership which was engaged in failed negotiations with the management, the workers outpoured their wrath over 90 members of the executive including a couple of women and three Japanese nationals. The managers were severely beaten and one of them Ashwin Kumar Dev, plants human-resources manager, was burnt to death. Around 65 of them had to be admitted to the hospital including 3 in the Intensive Care Unit (ICU).
Training and development Career progression/promotions Motivation Performance appraisals Managing employee grievances Managing complains about employees Health and safety concerns
Personnel Policies Personnel policies are statements of personal objectives of an organization and provide a broad framework within which decisions on personal matters can be made without reference to higher authorities. They lay down the criteria for decision making in the field of personnel management.
Benefits / Aims / Objectives of Personnel PoliciesBasic needs of both organization and employees taken care of.Consistent treatment to all the employeesStability & Security of work environmentStandard of PerformanceBuilds employee loyalty and motivationResolves Conflicts -- intrapersonal and interpersonal
Sources for determining the content and meaning of policiesPast Practice in the organizationPrevailing practice in rival companiesAttitudes and philosophy of founders of the company, directors and top managementAttitudes and philosophy of middle and lower managementKnowledge and experience gained from handling countlesspersonnel problems on day-to-day basisPolicy Formulation is an essential pre-requisite for manpowerplanning.
Identifying the need – The areas where policy has to be formulated identified. Need for a new policy, revision, or an existing policy is voiced by the staff and members of organization Gathering Information – thru past & prevailing in industry , knowledge and experienced gained from handling problems on day-to-day basis. Examining Policy Alternatives- involving people who use the policy and live with the policies Getting Approval – from the top management at right time. Communicating the Policy - to staff through journals, in house magazines, circulars, meeting, educational programmes etc Evaluating the policy – after the policy is framed it should be evaluated after a certain time period
i. Functional or Organizational – policies which are grouped for different categories of personnel eg- for the mgmt dealing with planning, organizing & controlling etc.ii. Centralized – are planned for companies with several locations and are formulated at the Head Officeiii. Major Policy – pertain to overall objectives, procedures and control which affect an organization as a whole. They are formulated by the Board of Directors and framework is established within which major executives for the remaining policies necessary to carry out the major objectives of an organization.iv. Minor Policy- cover relationships in a segment of and organization with considerable emphasis on details and procedures.
Types of Personnel Policies1. Originated Policies – established formally by top management2. Appealed Policies – formulated on requests of subordinates who want to know handle some situations.3. Imposed Policies – An organization accepts these policies due to external agencies like govt.,trade association .4. Eg.- Not to accept any one below the age of 14 according to the factories act.5. General Policies – These policies do not relate to specific issues in particular6. Specific Policies – Policies relating to specific issue like staffing compensation , collective bargaining etc.7. Written or Implicit Policies – are inferred from behavior of managers.
Advantages Of Personnelpolicies:- Delegation Uniformity Better Control Standards Of Efficiency Confidence Speedy Decisions Coordinating Devices
Coverage of Policies In most companies, policies are established regarding various functions of personnel management which are as follows:-
Coverage of Policies1)Employment : Employment policies should provide clear guidelines on the following points:a) Minimum hiring qualifications.E.g. – Minimum qualification for cabin crew is HSCb) Preferred sources of recruitment* Internal * Externalc) Reservation of seats for SC, ST, handicapped persons and ex- servicemen.E.g. – Banks have reservation systems for employeesE.g. – BMC , Police departments , Armed Forcesd) Probation periode) Lay off and rehiring
Coverage of Policies2) Training and Developmenta) Attitude towards trainingb) Objectives of trainingc) Basis of trainingd) Methods of traininge) Programmes for executive developmentf) Orientation of new employeesEg- Armed Forces, Police Department, Fire Departments, Disaster Management Dept
Coverage of Policies3) Transfers and Promotionsa) Rationale for transferb) Seniority required for promotionc) Relative weightage of seniority and merit in promotion E.g.- Police constables are transferred to urban cities if they belong to some interiors of Maharashtra
Coverage of Policies4. Compensationa) Job evaluation systemb) Minimum wages and salariesc) Method of wage paymentd) Profit sharing and incentive planse) Non monetary rewards
Coverage of Policies5. Working Conditionsa) Working hoursb) Number and duration of rest intervalsc) Overtime workd) Shift worke) Safety rules and regulationsf) provision of transportation etc
Coverage of Policies6. Industrial Relationsa) Handling of grievancesb) Recognition of Trade unionc) Suggestion Schemesd) Discipline and Conduct rules- Punctuality, smoking and drinkinge) Workers participation – through quality circles, total quality management etc
1) History of company’s growth2) Employment practices and conditions of employment3) Grievance redressal procedure4) Safety rules and regulations and responsibilities of employees at work5) General Practices6) Mutuality of interests7) Employee financial Aid8) Educational Aids9) Employees news sheet and house journals10) Health & Hospitalization11) Vacation with pay12) Sickness, death and maternity benefits and allowances13) Prohibited Activities14) Labour Management & Industrial Relations etc
SUMMARY Employee friendly policies should live up and not exist on paper Men and women at all levels of companies in all stages of their career development and all stages of their life cycle are seeking flexibility to achieve a better work life balance Employee friendly policies are one way to support and recognize the changing needs of employees
HRM is a tool that helps managers to plan, recruit, select, train, develop,remunerate, motivate and make maximum utilization of human and non human resources for the organization and society at large.