MEANING

POLICIES
The dictionary meaning of policy is a plan

of action.

Policies are plans reduced to statements

or instructions that direct organization in

their decision making.

Personnel Policies
Personnel policy provides guidelines

for a wide Varity of employment

relationship in the organizations.

These

guidelines
identify
the
organizations intensions, recruitment,
selection,
promotion,
development,
compensations and a road map for the
managers.

DEFINITION

Written statements of an organizations

goals and objectives concerning matters
that effect the people in the organization

It is a plan of action
A statement of the intentions of the

management to a general course of action

A policy is a general guide to action

A policy - may be specific or general in its

institution
deal with one or many, aspect of a
problem
place limits within which action is to be
taken
specify the steps in making decision

PERSONAL POLICIES
Policies on salaries
Illness allowance
Other compensations
Job requirements
formal dress code
disciplinary procedures

Health programmes
Pre employment physical examination:
Employees health service:
Job security
Granting leaves on personal reasons.
Handling of employees error

Some personnel policies

Remuneration policy
Insurance benefits
Pension plans
Medical insurance
Recruitment policy
vacation and leave policy
Casual

leave, medical leave, paid holiday

AREAS THAT SHOULD BE INCORPORATED IN

PERSONNEL POLICIES
Organisation
Responsibilities
Staffing pattern, shift pattern
Departmental function

Utilisation,

care,

maintenance

of

admission,

communication

and

equipments

Patient

discharge

Nursing procedures

Handling

valuables

Dealing

of

patients

clothing

with verbal or
orders of medical staff

and

telephonic

Handling and controlling of drugs

Isolation

disease

technique,

communicable

Prevention of hospital infection

Safety
Public relations
Health education
Records and reports
Use of restraints

Transfer of patients
Procedures against medical advice and

death of patients

Vacation,

request

transfer

and

emergency

CHARACTERISTICS OF PERSONNEL
POLICIES
Policies are routes to the administration.
A policy is a standing plan that guides the
people for a long period.
Policies are broad in scope and flexible.

Policies help to direct individual

behaviour, the organisations missions
and defines broad limits and desired
outcomes
of
commonly
occurring
situations.

Policies are restrictive in nature,

because they define the boundary within
which decisions ought to be made.

Policies are permissive

because the subordinates are allowed

some degree of freedom to exercise
initiative and discretion but within
limits.

Be

formulated with regards for the

interest of all parties, i.e. employer,
employee (individual/ groups) public and
clients.
Confirm to the government regulations
Be written and formulated
Be forward looking and forward planning
for continuing development

It should be defined,
positive, clear and easily
understood.
Must be reasonably stable
but more rigid.
It should be periodically
reviewed,
evaluated,
assessed and revised.

Must be supplementary to overall policies

of organisation.
Should recognise desire of many workers.
Formulated with regard for interest of
all concern parties.
Should be the result of a careful analysis
of all available facts.

Must provide two way communication

between management and employees.
Must
not
only
support
the
management
but
cooperation
of
employees.
Should be uniform throughout the
organisation.

Specific
Consistency
Permanency
Flexible
With Purpose
Recognize individual differences

ORGIN AND SOURSES OF PERSONNAL

POLICIES
Policies stem from a wide variety of places
and people.
They not created in a vacuum, there are
some principal sources which determine a
content and the meaning of the policy.

The practices of an organization.

The attitude, ideas, philosophy, of the

board of directions, top, middle, and low

management.
Day to day practices of the employees
and identification of problem, difficulties
etc.

Employees suggestions and complaints.

State and National legislation.
Change in the country economy.

The attitudes and social values of labour.

The ethical points of view and social

responsibility of the organization towards

the public.

The goal of the organization.

AIMS OF PERSONAL POLICIES

To enable the an organization to carry out

the main objectives

To

ensure employees cooperation for

their attainment.

To provide an adequate competent and

trained personnel for all levels and type

of management.

To protect the common interest of all

parties and recognize the role of trade

unions in the organizations.

To

establish the conditions for mutual

confidence and avoid confusion and
misunderstanding between the management
and the workers by developing suggestions,
plan

To

provide security of employment to

workers so that they may not be distributed
by the uncertainties of their future.

POLICIES
To enable organisation to
fulfil or carryout main objectives.
to develop a sincere sense of unity with
enterprise and carry out their duties in
most willing and effective manner.
To provide an adequate, competent and
trained personnel.

AIMS- cont..
To protect common interest.
To provide security of employment to
workers.
To provide an opportunity for growth
within the organisation.
To create a sense of responsibility.

OBJECTIVES OF PERSONNAL
POLICIES
Maximum individual development
Maximum use of human resources
Good industrial relations
Individual satisfactions

Protection of the workers interest

Opportunity
Motivation
Job security
Responsibility

ESSENTIALS
POLICY

OF

GOOD

PERSONNEL

It should be taken in to account the

interests
of
both
employer
and
employees.
It should be consistent with
overall policies of organisation.

basic

It should
respects.

be

complete

in

every

It should be simple and precise.

It should be reasonably stable and
permanent.

applicable
to
organisation.

all

members

of

It should be acceptable to employees

It should be flexible, ie, capable of
being
adjusted
to
changes
in
environment

It should be properly communicated

to those for whom it is intended.

NEED OF PERSONNNEL POLICIES

To

have a formal statement on

cooperative thinking which will serve as a
guideline for the action.

To establish consistency

PERSONAL POLICIES NEED BE SPECIFICALLY

CREATED BECAUSE OF THE FOLLOWING REASONS:

The basic need and requirements of

both an organization and its employees

require deep thought.

Established policies ensure consistent

treatment to all personnel throughout an

organization.

Policies serve as standards or measuring

yards for evaluating the performance.

Sound policies help to build employees

enthusiasm and loyalty.

Polices are control guides for delegated

decision making.

PRINCIPLES OF PERSONNEL POLICIES

Put the right man in the right place by

a careful selection and placement

Train employee for the job to done; so
that they qualify for the better jobs
Make the organization a coordinated
team through a proper administrations
of different departments and deviations

Supply

the right tools and right

conditions of work
Give security with opportunity, incentive,
recognition, in order that he may stick
to the job.
Look ahead, plan ahead, fore more and
better things.

Types of policies
IMPLIED POLICY
EXPRESSED POLICY

IMPLIED POLICY

It is the policy neither written nor

expressed
verbally
have
usually
developed over time and follow a
precendent

EXPRESSED POLICY

these are specified verbally or in writing.

1. Functional grouping of policies

2. Centralized policies

Functional grouping of policies

Functional grouping of the policies are

those which are grouped for different

categories of personnel.

eg: for the management dealing with the

personnel planning,
organizing,
controlling,
for management concerned with the
functions of procuring developing
And utilizing the manpower.

Centralized policies
The centralized policies are formed
for companies with several locations.

MECHANISM OF POLICY
FORMULATION
The first step is;
identification

of problem area or
situation in which the decisions of a
similar or repetititive nature are involved.

study the existing documents, survey and

community practices, review the prevailing

condition in the organization to collect
appropriate information and get their
suggestions and cooperation on personnel
activities.

After a policy draft has been prepared.

The second step;

is to circulate the copies, among all those

who may be expected to operate it.

Their
construction
criticism
suggestions are valuable.
A second draft is then prepared
finalized, and the policy statements
give shape and promulgated through
the organization.

and
and
are
out

The third step is

undertaking a periodic review,
revaluation

and

the

revision

of

the

policies.
This is essential if organized & managerial
stagnation are to be avoided.

FORMULATION OF PERSONNEL
POLICIES
Identify the need.
Gather information
Examine policy alternatives.
Getting approval
Evaluating policy

THE STEPS NECESSARY IN

DESIGNING THE POLICIES ARE:
Initiating the policy
Uncover of the facts by the personnel

department
Recommending a policy to the top
management and eliciting the views of all
concerned
Putting down a policy in writing

Explaining

and discussing the proposed

policy with members of the organization
Adopting and launching it
Communicating it to employees at all levels
Initiating follow up actions on it
Evaluating it
Restating and reformulating policies

ADVANTAGES
Helps to give employees a sense of security

and individual worth.

Gives the employees pride and loyalty to the

organization for which they work.

Employees tend to give good service and

identify themselves with the goals of the

organization and they want to remain in the
organization

As guides to action, save a great deal of

time of the administrator.

A clearly written policy saves the time of

the employee as well.

A sense of security and individual

worth.
Gives clear thinking.
Pride and loyalty to the organisation.
To produce better patient services.

Guides for orientation and training of new

employees.
Provide continuity and stability.
Provides uniformity and consistency of
organisation