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 PurposeHR policies allow an organization to be clear with employees on:The nature of the organizationWhat they should expect from the companyWhat the company expects of themHow policies and procedures work at your companyWhat is acceptable and unacceptable behaviorThe 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 lawsfunder requirementsany collective agreements that affect your organizationissues 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 nameEffective date of the policy and date of any revisionsApproval statusReferencesPurpose of the policyMain policy statementDefinitions of any key concepts or terms used in the policyEligibility or scopePositions in the organization responsible for implementing and monitoring the policyProcedures for carrying out the policyList other policies and documents related to this policywhat groups of employees are covered by the policy)
8 Functions of HR Department Workforce ManagementRecruitment and SelectionTraining and DevelopmentCompensation and BenefitsPerformance ManagementLabor RelationsPersonnel Administration
10 Workforce ManagementEncompasses all the activities needed to maintain a productive workforce:Payroll & benefitsHR administrationTime & attendanceCareer & succession planningTalent managementLearning managementPerformance managementForecasting and schedulingWorkforce tracking and emergency assist
11 Time and attendanceShould 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 AbsenceParental Leave of AbsenceFamily Care Leave of AbsencePersonal Leave of Absence etc
12 Succession Planning Objectives To identify replacement needs To provide opportunities for high potential workersTo increase pool of promotable employeesTo support implementation of business planTo guide individuals in their career pathsTo encourage the advancement of diverse groupsTo improve ability to respond to changing environmental demandsTo improve employee moraleTo cope with the effects of downsizing, attrition, retirements
13 Succession PlanningAssess the potential vacancies in leadership and other key positionsAssess 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 datahe 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
16 HiringThe 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 SourcesRetrenched EmployeesRetired EmployeesDependent of deceased employeesInternal Job PostingsPromotionsDemotionsMoving across verticalsWhenever any vacancy arises, someone from within the organization is upgraded, transferred, promoted or even demoted.
19 Sources of Recruitment External SourcesPlacement Agencies and ConsultantsCampus RecruitmentsOff-campus RecruitmentsEmployees working in other organizationsEmployment AgenciesReferralsWalk-Ins
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 managementprocess/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)
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:HRALTAMedical ReimbursementInsurance (health, dental, life etc.)ConveyanceRetirement BenefitsProfit 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.
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
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.
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 Policyvarious policies like dress code, use of company communication, open door etcclear in definitions and termsthe operating authority and the consequences of violation of policy
33 Advantages of Good HR Policies Curbing litigation Communication with employees Communication with managers and supervisorsTime Savingscut off legal threats from current or ex-employees simply by creating—and applying—a fair and comprehensive set of personnel policiesA good, written human resource policy manual can be an enormously effective tool in disseminating employer expectations regarding worker performance and behaviorFormal policies can be helpful to managers and other supervisory personnel faced with hiring, promotion, and reward decisions concerning people who work under themsave companies significant amounts of management time that can then be spent on other business activities, such as new product development, competitive analysis, marketing campaigns, etche 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 PoliciesPerformance Appraisal PoliciesCompensation PoliciesTraining and Development Policies