PERSONNEL POLICY IN HUMAN RESOURCE MANAGEMENT

BY CHRISTOPHER DALY (10-PSW-054)

PERSONNEL POLICY
Person- Individual human being Personnel- People employed in an organization/ staff of an organization. Program- 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- Chronological sequence of steps in order to accomplish means of policy. Method to carry out policy.

INTRODUCTION
Personnel Policy- A policy which deals with directives & guidelines regarding the HR of an organization. Personnel policy is designed to provide managerial and supervisory staff with uniform knowledge in order to assure equitable and consistent application of the policies. It is the responsibility of each manager and supervisor to administer these policies consistently and impartially to promote the equitable treatment of employees.

Personnel Policy Formulation

Policies are not created in vacuum. There are five principle sources to determine the contents and meaning of policies.
1.Past practices in organization 2.Prevailing practices among other companies of same nature in a region. 3.Attitude & philosophy of board of directors and top management. 4.Attitude & philosophy of middle & lower management. 5.Day to day problems faced by organization

Kinds of Personnel Policy

1.Idealistic Personnel Policy

2.Realistic Personnel Policy

3.Flexible Personnel Policy 4.Inflexible Personnel Policy 5.General Personnel Policy 6.Specific Personnel Policy

Functions (Scope) of Personnel Policy/HRM

1. STAFFING

5. EMPLOYEE LABOUR RELATIONS

2. HUMAN RESOURCE MANAGEMENT

4. SAFETY & HEALTH

3.COMPENSATION & BENEFITS

1.Staffing
Process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs at the right time to achieve the organizations objectives. It includes Job Analysis Personnel planning Recruitment Selection

2.Human Resource Development

Major Personnel function that consist not only of T&D but also individual career planning, developing activities and performance appraisal. HRD is composed of Training Development Career planning Career Development Performance Appraisal

3.Compensation & Benefits

Consist of all direct, indirect, financial & nonfinancial rewards given to employees in return of their services. Financial rewards 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

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 & dealings with labor unions

Implementation of Policies
Formulation of policy Approval by higher authorities Formatting policy Communication of policy with all concerns Implementation

Role of Personnel Department

Policy Initiation & Formulation Advice Services Controlling & Monitoring of Deviations

Importance of Personnel Policy

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