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Policies of Personnel Managment

This document discusses personnel management policies and procedures. It defines personnel policies as guidelines that provide a framework for decision-making. It outlines the key characteristics, benefits, and limitations of personnel policies. The document also describes the formulation process for personnel policies and provides examples of policy areas like employment, training, compensation, and working conditions. It distinguishes procedures from policies, defining procedures as the specific tasks and sequences for operationalizing policies.

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89 views

Policies of Personnel Managment

This document discusses personnel management policies and procedures. It defines personnel policies as guidelines that provide a framework for decision-making. It outlines the key characteristics, benefits, and limitations of personnel policies. The document also describes the formulation process for personnel policies and provides examples of policy areas like employment, training, compensation, and working conditions. It distinguishes procedures from policies, defining procedures as the specific tasks and sequences for operationalizing policies.

Uploaded by

9555363151
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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FUNCTIONS OF PERSONNEL

MANAGEMENT
POLICIES OF PERSONNEL
MANAGMENT
 What is a personnel policy
 A personnel policy provide the framework with in
which the decisions can be taken without further
reference to higher authorities.
 Personnel policies lay down the decision making
criterion in line with the overall purpose of the
organization in the human resource
management.
 Personal policy is a pre determined and
accepted course of thought and action to
serve as a guide towards certain accepted
objectives.
 Personnel policies are recognized
intentions of top management with
respect to efficient management of
workforce.
CHARACTERSTICS OF
PERSONNEL POLICIES

 Personnel policies are expression of intention of


top management.
 Personnel policies are stated in broad terms.
 Personnel policies are long lasting.
 Personnel policies are developed with active
participation of all executives.
 Personnel policies are linked with objectives.
 Personnel policies are in writing.
BENEFITS OF PERSONNEL
POLICIES
 Provides guidelines to lower level of
employees on frequently recurring
problems.
 Help managers to act with confidence with
out the need of consultation with
superiors.
 Facilitate the better administrative control.
 Help to make decisions consistent and in
tune with objectives.
 Help in coordination and integration of
efforts in accomplishing organizational
objectives.
 Help to save time and efforts by
predefining solutions of frequently
recurring problems.
LIMITATION OF PERSONNEL
POLICIES
LIMITATIONS OF PERSONNEL
POLICIES
 Bring rigidity in operations and leave no
rooms for new initiatives.
 Policies may not cover all the problems.
 Policies are not substitutes of human
judgment.
 Policies may not be ever lasting as they
lose their utility with the change in internal
and external environment of business.
FORMULATION OF PERSONNEL
POLICIES
FORMULATION OF PERSONNEL
POLICIES
1. Preliminary investigation :-
(a) Labor legislation.
(b) Social values and customs.
(c) Employees aspirations.
2. Environment scanning.
3. Identification of policy areas.
4. ANALYSIS OF ALTERNATIVE POLICIES.
5. PARTICIPATION OF LOWER LEVELS.
6. APPROVAL OF TOP MANAGEMENT.
7. IMPLEMENTATION OF POLICY.
8. POLICY APPRAISAL.
TESTS OF SOUND PERSONNEL
POLICY
 (1) Is it stated properly ?
 (2) Is it consistent with public policy ?
 (3) Is it uniform throughout organization ?
 (4) Is it having a high level of acceptability

among employee ?
POLICIES IN VARIOUS
PERSONNEL AREAS
 (1) EMPLOYEMENT POLICIES
(a) Minimum hiring qualification.
(b) Preferred source of recruitment.
(c) Reliance on various selection

devices such as tests, reference


checks and interviews.
 (2) TRAINING AND DEVELOPMENT
POLICIES
(a) Opportunity for training and
development.
(b) Basis of training.
(c) Types of training, on the job or off
the job.
(d) Programs of executive development.
 (3) TRANSFER AND PROMOTION POLICIES
(a) Rationale of transfer.
(b) Periodicity of transfer.
(c) Length of service and qualification
required for promotion.
(d) Weight age of seniority in
promotion.
 (4) COMPENSATION POLICIES
(a) Minimum wages and salaries.
(b) Incentive plans.
(c) Profit sharing.
(d) Non monetary rewards.
 (5) INTEGRATION AND HUMAN
RELATION POLICIES
(a) Handling of grievances.
(b) Recognition of labor unions.
(c) Worker's participation
management.
(d) Discipline.
 (6) WORKING CONDITION AND WELFARE
POLICIES.
(a) Kinds and standards of working condition.
(b) Safety programs.
(c) Types of welfare policies.
(d) Financing of employer's services.
 7. MANIPULATION
PLOICIES :-
PERSONNEL PROCEDURES
 A procedure is a series of related tasks
that make up the chronological sequence
and the established way of performing the
work.
 Procedures are operational guides to
actions as they routinize the way certain
recurring job are to be performed.
DIFFERENCE BETWEEN
PROCEDURES AND POLICIES
 1. Policies are guides to decision making while
procedures are guide to actions.
 2. Policies room for managerial thinking and
discretion while procedures are detailed and
rigid.
 3. Policies are part of strategies of the
organizations while procedures are operational
and tactical tools.
 4. Policies are generally framed by top
management and procedures are laid down by
somewhat lower level in light of policies.
SOME SPECIFIC PROCEDURES
OF PERSONNEL MANAGEMENT
 1. Human resource forecasting and
planning.
 2. Training and development of
employees.
 3. Management development programme.
 4. Employee benefit, wages and services.
 5. Handling of employee problem.
 6. Maintaining labor relation.

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