Professional Documents
Culture Documents
Chapter 1
Personnel Policy
Person- Individual human being Personnel- People employed in an organization/ staff of an
organization The body of persons employed by or active in an organization, business, or service. An administrative division of an organization concerned with the body of persons employed by or active in it and often acting as a liaison between different departments Program- An ordered list of events to take place or procedures to be followed; a schedule. Blend of HR objectives, policies & procedures (Overall plan for HR) Policy- A plan of action. A policy statement contains general philosophy & principles regarding concern matter. Guide for action (frame work). Procedure-A set of established forms or methods for conducting the affairs of an organized body such as a business, club, or government. It is a Chronological sequence of steps in order to accomplish means of policy. Method to carry out policy. 2
I. To bring uniformity & continuity in work II. Standard of Performance III. Stability in actions IV. Loyalty among workers V. Provides guideline for HR planning VI. Ensures discipline VII. Compliance with government legislation
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1. 2. 3. 4. 5. 6.
Idealistic Personnel Policy Realistic Personnel Policy Flexible Personnel Policy Inflexible Personnel Policy General Personnel Policy Specific Personnel Policy
SCANNING
ANALYSIS
ACTION
Mkt
Labor Force
OPS
technology
HR Management Functions
Completion
Share holder
Unions
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Action taken in
Employees Labor-Management
Agreement
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Implementation of Policies
Formulation of policy Approval by higher authorities Formatting policy Communication of policy with all concerns Implementation
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Policy Initiation & Formulation Advice Services Controlling & Monitoring of Deviations
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Entrepreneurs philosophy
Management/leadership styles Autocratic- Centralized authority, unilateral decisions without input from employees, power is with chair only. Democratic style- delegated authority, participative decisions. Laissez-faire style- complete freedom to employees to make decision and complete work in whatever way it fits. Consensus- Every one has to agree. Either convince or get convinced. Transactional Style- compromising relationship between leadership & subordinates. Give & take. Contingency style- policies are made with provision to change according to situation. 17
1.Staffing
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Job Analysis
it is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. The Job; not the person An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.
Personnel Planning
process which anticipates and maps out the consequences of
business strategy on an organization's human resources. This is reflected in planning of skill and competence needs as well as total headcounts. The decisions are fundamental to an organization. If the implications are major, strategic decisions are taken at the centre of the business. The role of the personnel planning function is twofold: 1. To participate in the decision process by providing information and opinion on each option, including: recruitment costs, consequences on morale, availability of skilled staff within the organization, availability of suitable people in the job market time constraints 2 To support line managers dealing with the people consequences of implementing the decision. Information already gathered provides the basis for a human resource plan
Recruitment
Process of identifying and hiring best
qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner. Recruitment involves the utilization of organizational practices to influence the number and types of individuals who are willing to apply for job vacancies). Recruitment can focus on the internal labor market (i.e., pursuing staff already employed by the organization) or the external labor market (i.e., pursuing applicants from outside the organization). Internal candidates can be recruited through internal job postings.
Selection
Once the potential applicants are identified, the next step is to
evaluate their qualification , qualities, experiences, capabilities, etc. and make the selection. It is the process of offering jobs to the desired applicants. Selection means choosing a few from those who apply, It is picking up of applicants or candidates with requisite qualifications and qualities to fill jobs in the organization. Selection Process include 1) Initial screening interview 2) Application blank or application form 3) Written examination & other selection tests 4) Comprehensive interview 5) Medical examination 6) Checking the references 7) Final employment decision & Placement
3.Compensation & Benefits Consist of all direct, indirect, financial & non financial rewards given to employees in return of their services. Pay - Money that a person receives for performing a job Benefits Additional Financial rewards in addition to base pay including paid vocations, sick leave, insurance etc. Non financial Rewards The Job The Environment
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4. Safety & Health Safety involves protecting employees from injuries caused by work related accidents. Health refers to employees freedom from physical or emotional illness. 5. Employee & Labor Relation Deals with employee employer relationship & dealing with labor unions
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