1. A PRESENTATION ON HR POLICIES

2. Human Resource Policies
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.

3. Purpose
HR policies allow an organization to be clear with employees on:
The nature of the organization
What they should expect from the company
What the company expects of them
How policies and procedures work at your company
What is acceptable and unacceptable behavior
The consequences of unacceptable behavior

4. Human Resource Policies
Each policy should include all the elements needed for easy revision and effective implementation:
Carefully researched policy language, 
Thorough analysis of underlying management issues, and 
Comprehensive legal documentation with clear explanations. 

5. Human Resource Policies
Identify the important policy issues for your organization. Consider:
current laws
funder requirements
any collective agreements that affect your organization
issues that address important concerns and support what your organization represents

6. Human Resource Policies
Analyze about each potential policy:
How have we handled this issue in the past?
Does the size of our workforce justify having a policy about this issue?
Are we willing to invest the time it takes to keep the policy up to date?
What do we hope to accomplish with this policy? What are the outcomes?
Will this policy foster something our organization believes in ?
? (for example, if an organization has a "family first" philosophy, it might want to have family-positive policies, such as flexible work hours

7. Human Resource Policies
Drafting the policy :
Policy name
Effective date of the policy and date of any revisions
Approval status
References
Purpose of the policy
Main policy statement
Definitions of any key concepts or terms used in the policy
Eligibility or scope
Positions in the organization responsible for implementing and monitoring the policy
Procedures for carrying out the policy
List other policies and documents related to this policy
what groups of employees are covered by the policy)

8. Functions of HR Department
Workforce Management
Recruitment and Selection
Training and Development
Compensation and Benefits
Performance Management
Labor Relations
Personnel Administration

9. WORKFORCE MANAGEMENT

10. Workforce Management
Encompasses all the activities needed to maintain a productive workforce:
Payroll & benefits
HR administration
Time & attendance
Career & succession planning
Talent management
Learning management
Performance management
Forecasting and scheduling
Workforce tracking and emergency assist

11. Time and attendance
Should include Work timings ,lunch time, travel time, waiting/idle times overtime ,relevant legislation, local agreements and the contracts of individual employees – including work-life balance guidelines.
Different types of leaves of absence should be included :
Medical Leave of Absence
Parental Leave of Absence
Family Care Leave of Absence
Personal Leave of Absence etc

12. Succession Planning Objectives To identify replacement needs
To provide opportunities for high potential workers
To increase pool of promotable employees
To support implementation of business plan
To guide individuals in their career paths
To encourage the advancement of diverse groups
To improve ability to respond to changing environmental demands
To improve employee morale
To cope with the effects of downsizing, attrition, retirements

13. Succession Planning
Assess the potential vacancies in leadership and other key positions
Assess the readiness of current staff to assume the positions  
Develop strategies to address these needs based on the skill gaps

14. Forecasting and Scheduling
establishing likely demand by analysing historical data
he more flexible the working time models and the more complex the staff scheduling becomes, the higher the requirements for correct time management becomes. As time recording and accounting of working times are closely connected to scheduling, the integration of time management into the entire process is the logical consequence

15. HIRING / RECRUITMENT & SELECTION

16. Hiring
The process of attracting, screening, and selecting qualified people for a job at an organization or firm.

17. Key Aspects of Hiring Policy
· Recruiting Sources · Selection and Hiring Procedures · Offer Letter · Reference Checking · Background Investigations · Rejecting An Applicant · Equal Employment Opportunity and Hiring · Physical and Educational Requirements
· Medical Inquiries and Examinations

18. Sources of Recruitment
Internal Sources
Retrenched Employees
Retired Employees
Dependent of deceased employees
Internal Job Postings
Promotions
Demotions
Moving across verticals
Whenever any vacancy arises, someone from within the organization is upgraded, transferred, promoted or even demoted.

19. Sources of Recruitment
External Sources
Placement Agencies and Consultants
Campus Recruitments
Off-campus Recruitments
Employees working in other organizations
Employment Agencies
Referrals
Walk-Ins

20. TRAINING & DEVELOPMENT

21. Training and Development
The field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. 
The objective is to make sure the availability of a skilled and willing workforce to an organization

22. Training and Development policy structure
introduction/definitions/scope (purpose and reach of policy)
cultural/philosophical (values, vision, ethos, guiding principles, etc)
legal (health and safety, discrimination, etc)
people (where people stand in organizational priorities, input, care, etc)
methods (career development, succession)
systems/tools (training manuals, knowledge and information management
process/operations (how T&D relates to operations)
financial (planning, budgets, prioritization, etc)
responsibility/authority (how T&D is managed, enabling voluntary and extra T&D)
social responsibility (CSR, ethics, environment, sustainability, diversity)
review and measurement (accreditation, qualifications, independent audit, etc)

23. COMPENSATION & BENEFITS

24. Compensation and Benefits
Employee benefits in kind are various non-wage compensations provided to employees in addition to their normal wages or salaries.
Some of these benefits are:
HRA
LTA
Medical Reimbursement
Insurance (health, dental, life etc.)
Conveyance
Retirement Benefits
Profit sharing etc.
The Compensation policy should state the proportion of fixed and variable components.
The policy should be formulated considering the tax implications.
You should not say medical allowance - its medical reimbursement. when u r saying allowance it is taxable.

25. PERFORMANCE MANAGEMENT

26. Performance Management
A formal system for evaluating employee performance can help the employer identify and correct performance problems, plan employee career development, assess readiness for transfer or promotion, determine compensation, and improve productivity by communicating goals and expectations to employees.

27. Policy Structure
· Performance Appraisal · Frequency of Appraisals · Informal Discussion · Significant Events · Supervisor Training · Factors to be Appraised · Supervisors’ Recommendation and Documentation · Action Plan · Performance Goals · Employee’s Opportunity to Comment · Final Review · Timing of Evaluations · Accurate and Fair Evaluations · Negligent Evaluation and Performance Review Defamation

28. GRIEVANCE REDRESSAL

29. Grievance Redressal Objective
To create a work environment, which would be free of hostility and try breed in a work culture which propagates a free and open thought process, encouraging growth and harmony free from encumbrance of force.

30. CODE OF CONDUCT

31. OBJECTIVE: 
The objective of Code of Conduct is to create a safe equal and ambiguity less work environment.
It is just as essential that employees act in a professional manner and extend the highest courtesy to co – workers, visitors, customers, vendors and clients.

32. Policy
various policies like dress code, use of company communication, open door etc
clear in definitions and terms
the operating authority and the consequences of violation of policy

33. Advantages of Good HR Policies
Curbing litigation 
Communication with employees 
Communication with managers and supervisors
Time Savings
cut off legal threats from current or ex-employees simply by creating—and applying—a fair and comprehensive set of personnel policies
A good, written human resource policy manual can be an enormously effective tool in disseminating employer expectations regarding worker performance and behavior
Formal policies can be helpful to managers and other supervisory personnel faced with hiring, promotion, and reward decisions concerning people who work under them
save companies significant amounts of management time that can then be spent on other business activities, such as new product development, competitive analysis, marketing campaigns, etc
he establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behaviour and document displinary procedures, is now the standard approach to meeting these obligations.

34. Job Analysis Job Specification Job Description
Recruiting and Selection Policies
Performance Appraisal Policies
Compensation Policies
Training and Development Policies