Module: Organizational

Behavior

. Topic: Hr policies and Practices

Dr.Noor ul Ain
Department of Business Administration
Group No 07
Group Members
Zeeshan Ali (BBA-21-09)
Rana Adeel (BBA-21-21)
Umer Hameed (BBA-21-24)
M. Faisal (BBA-21-18)
Hamza Ayoub (BBA-21-17)
Introduction of HRM
In general Human Resource Management is a management function
concerned with hiring, training, motivating, developing and maintaining
workforce in an organisation. Human resource management ensures
satisfaction of employees so as to get maximum contribution of
employees for the achievement of organisational objectives.
What is HR policies and
practices?
Human Resources (HR) policies and practices are guidelines and
procedures put in place by an organization to manage its workforce
effectively. These policies cover various aspects of employment, such as
recruitment, compensation, performance management, training and
development, workplace safety, diversity, and employee relations.
Hr policies
HR policies are formalized guidelines and rules established by an
organization to govern the conduct of its employees and management.
These policies cover a wide range of areas, including:
Sure, here’s a brief explanation of each aspect of HR policies:

1: Employee Conduct:
These policies outline expectations for behavior in the workplace,
including standards of professionalism, ethics, and appropriate
interactions with colleagues, clients, and customers.
2: Attendance
Attendance policies define expectations for punctuality, absence
reporting procedures, and consequences for excessive absenteeism or
tardiness.

3: Leave
Leave policies govern various types of employee leave, including
vacation, sick leave, personal leave, bereavement leave, and parental
leave. They outline eligibility criteria, request procedures, and any
applicable accrual or carry-over rules.
4: Benefits
Benefit policies cover the range of employee benefits provided by the
organization, such as health insurance, retirement plans, disability insurance,
life insurance, and wellness programs. They detail eligibility requirements,
enrollment procedures, and coverage options.

5: Diversity
Diversity policies promote and support diversity and inclusion within the
workplace, outlining the organization’s commitment to creating a diverse
workforce and fostering an inclusive environment free from discrimination
and bias.
6: Equal Opportunity
Equal opportunity policies ensure that all employees and job applicants are
treated fairly and without discrimination based on factors such as race,
gender, age, religion, disability, or sexual orientation.

7: Workplace Safety
Workplace safety policies establish procedures and guidelines to ensure the
health and safety of employees while on the job. They address topics such as
hazard identification and mitigation, accident reporting, emergency
procedures, and compliance with occupational health and safety regulations.
8: Compliance
Compliance policies ensure that the organization and its employees
adhere to relevant laws, regulations, and industry standards governing
employment practices, data privacy, financial transactions, and other
areas of business operation.

9: Onboarding
These policies focus on integrating new employees into the
organization. They cover orientation programs, introduction to
company culture, and providing necessary training and resources.
10: Health and Safety
These policies ensure the health and safety of employees in the
workplace. They include guidelines for maintaining a safe work
environment, handling emergencies, and complying with health and
safety regulations.

11: Employee Separation

These policies outline procedures for voluntary and involuntary
employee separations, including resignation, termination, and
retirement. They ensure compliance with legal requirements and
maintain positive relationships with departing employees..
12: Resignation Process
Define procedures for employees resigning voluntarily, including notice
periods and exit interviews.

13: Termination Process

Establish protocols for terminating employees, including
documentation, legal considerations, and off boarding procedures.
Introduction of Hr policies and
practices
HRM can be defined as the policies and practices required to perform
the routines of human resources in an organization, such as employee
staffing, staff development, performance management, compensation
management, and encouraging employee involvement in decision
making.
Hr practices
1: Recruitment and Selection
Attracting and hiring qualified candidates for job
vacancies.Conducting interviews, assessments, and background
checks.Making hiring decisions based on skills, experience, and
cultural fit.

2: Training and Development

Providing employees with the necessary skills and knowledge to
perform their jobs effectively.Offering training programs, workshops,
and seminars for skill enhancement and career development.Creating
opportunities for continuous learning and professional growth
3: Performance Management
Setting clear expectations and goals for employees.Regularly
assessing and evaluating employee performance.Providing feedback,
recognition, and coaching to improve performance.

4: Compensation and Benefits:

Determining competitive salaries and wages. Offering a
comprehensive benefits package, including healthcare, retirement
plans, and other perks. Administering payroll and managing
compensation-related matters.
5: Employee Relations
Handling employee grievances and resolving conflicts. Promoting a positive
work environment and fostering employee morale. Ensuring compliance
with company policies and procedures, as well as labor laws and
regulations.

6.Legal Compliance:
Staying updated on labor laws, regulations, and employment standards.
Ensuring compliance with equal employment opportunity (EEO) laws and
anti-discrimination policies. Implementing fair and transparent
disciplinary procedures.
Types of Training Skill
1: Technical Skills Training
Develops knowledge and proficiency in specific tools, software, or
equipment.

2: Soft Skills Training

Enhances personal attributes and interpersonal skills, such as
communication, teamwork, and time management.
3: Leadership Skills Training
Focuses on developing management and leadership abilities, including strategic
thinking and decision-making.

4: Language Skills Training

Improves language proficiency and communication skills in a specific language.

5: Interpersonal Skills Training

Develops skills for effective relationships, customer service, and conflict
resolution.
6: Computer Skills Training
Covers basic to advanced computer skills, including hardware,
software, and programming.

7: Presentation Skills Training

Enhances public speaking, presentation, and persuasion skills.

8: Time Management Skills Training

Teaches prioritization, organization, and productivity techniques.
Selection practices
Selection practices refer to the methods and processes used by
organizations to identify and hire the most suitable candidates for a job.
This typically involves activities such as job analysis, screening resumes,
conducting interviews, administering assessments, and making final
hiring decisions.
How selection process work
1: Job Analysis
Identifying the job requirements, duties, and responsibilities.

2 : Recruitment
Attracting potential candidates through various channels like job postings,
referrals, and recruitment agencies.

3: Resume Screening
Reviewing resumes to identify candidates who meet the minimum
qualifications.
4: interviews
Conducting one or more interviews to assess candidates’ skills, experience, and
cultural fit.

5: Assessment Tests
Administering tests or assessments to evaluate candidates’ aptitude, personality, or
specific job-related skills.

6: Background Checks
Verifying candidates’ employment history, education, and other relevant
background information.
7: Reference Checks
Contacting provided references to gather insights into candidates’ past
performance and character.

8: Final Selection
Making a hiring decision based on all collected information and
selecting the best candidate for the job.
Model of selection process in
organization
1: Initial Selection

Goal: Use for preliminary ”rough cuts”to decide whether an applicant

meets the basic qualifications for a job.

Examples: Application forms,background checks

2: Substantive Selection

Goal: Determine the most qualified applicants from among those who
meet basic qualifications.

Examples: Written tests, performance tests, interviews

3: Contingent Selection

Goal: Make final check before making offer to applicants.

Examples: Drug tests, medical exams