HRM POLICIES A policy is plan of action.

Brewster and Richbell defined HRM policies as, a set of proposals and actions that act as a reference point for manager in their dealings with employees. They furnish the general standards or basis on which decisions are reached. Their genesis lies in an organizations values, philosophy, concepts and principles. NEED OF HRM POLICIES Consider the favoritisms and discrimination in treating the employees Minimize favoritism and discrimination in treating the employees. Ensure that the action will be continued through the managers in key jobs. Have standards of performance Create and develop employee enthusiasm and loyalty

TYPES OF POLICIES Originated policies Made by top Management. Appealed policies Made on request to handle certain situation, or if certain aspects are missing in the main policy. Imposed policies Imposed by Govt & Legal authorities. General policies Do not relate any issue, may represent the priority of Top Mgmt. Specific Policy Related to specific issues like Recruitment, Transfer, Promotion etc.

ADVANTAGES Delegation: help managers know their responsibility. Uniformity: makes action of organizational members more consistent while independently facing similar situations. Better control: employee work towards attaining objective without conflict. Standards of efficiency: help manager to find whether the policies have been translated into action or not.

Speedy decisions: Confidence: make employee aware of where they stand in the organization. Coordinating device: policies help achieving coordination, prevent deviation from planned deviation.

COVERAGE OF HRM POLICIES The coverage of HRM policies are been classified by Michael Armstrong: 1. Social Responsibility: Treating employees equally, fairly and justly Consideration- considering individual circumstances when decision affects the prospects, seniority and self-respect. Quality of work life: increase the interest in the job and organization by reducing monotony, increasing variety of responsibilities, avoiding stress and strain Working conditions: provide healthy, safe and conducive working conditions.

2. Employment Policies: provision of equal employment opportunities, selecting the candidates based on job requirement and encouraging them. 3. Promotional Policies: should be just and fair to all and only to them who actually deserve it. To induce fresh and much more potential blood into the organization. 4. Development policies: should cover the kind of employees to be trained, time span of training programme, techniques, rewarding system, qualification and experience of the trainer etc. 5. Relations Policies: cover the area of of motivation, morale, communication, morale, leadership, styles, grievances procedures, disciplinary procedure, employee counseling etc. these policies also cover the areas of Union recognition, union participation, collective bargaining, prevention and settlement of industrial disputes, participative management etc.

Qualities of an HR Manager
Personal Qualities

 Must have initiative, resourcefulness, depth of perception, maturity in judgment and analytical ability. Must be familiar with human needs, wants, hopes and desires, values, aspirations. Intelligence: these includes skills to communicate, articulate, moderate, understand etc. command over language Educational skill: HR Manager should possess learning and teaching skills as he has to learn and teach employees about the organizational growth. Discriminating skills: HR Manager should have the ability to discriminate between the right and wrong, just and unjust, merit and demerit. Executive skills: HR Manager should execute the decisions with speed and accuracy. Experience and training Training in industrial psychology, laabour legislation and industrial relations is very useful, experience helps him to create a direct relations approach. HRM is an art where practice makes a person a successful manager. Professional Attitude A professional approach is required for the management of human resource in the global environment.