Introduction to HR Strategies
Why HR strategies?
Human resource policies are continuous rules for how employees should be administered inside the company. They define the organization's views and ideals on how people must be handled, and from these are generated the principles by which managers are required to act while dealing wit HR issues.
Codified HR policies can be utilized in orientation, team leader, and training programs to assist participants grasp the organization's principles and core values and how they should operate within that environment. They serve to define the professional relationship as well as the psychological contract.
Articulated values in overall HR
The overall human resource policy defines how the company meets its social duties to its employees and reinforces its attitudes toward them. It reflects its principles or beliefs about how others should be treated.
The values mentioned in a comprehensive statement of HR policy may refer to the following elements, either specifically or indirectly.
‘Figure out your value system.
Decide what the organization stands for.’
Peters and Waterman (1982)
Morals reflected in general HR policies.
Equity- Employers should be treated equitably and justly by using an 'even-handed' approach. This involves safeguarding individuals from unjust judgments made by their supervisors, ensuring equal chances for employment and advancement, and running an appropriate payment system.
Consideration- Considering personal circumstances while making decisions that affect employees' prospects, security, or self-esteem.
Learning- A faith in the need of promoting the learning and growth of all organisation members by providing the necessary methods and assistance.
People with performance- Managing performance as a way of identifying and agreeing on common expectations; providing fair feedback to employees on how truly they are functioning.
Quality of employment- Intentionally and consistently seeking to enhance working life quality to uplift people’s sense of satisfaction from their job.
It may be impossible to express these policies in anything other than broad strokes, but employers are progressively being forced to acknowledge that they are beholden to external as well as internal stresses that limit the range to which they can ignore the higher standards of conduct expected of them toward their employees.
Conventional HR policies
Age and profession
AIDS policy
📌Where there is blood contact, the Health and Safety Commission recommends that further measures be used.
📌There shall be no prejudice against anyone suffering from or at risk of developing AIDS..
An anti-bullying
📌States that bullying will not be permitted by the business and that those who continue to mistreat their employees will face disciplinary action and legal procedures.
Discipline
📌Employees have the right to know what is expected of them and what would happen if they violate the organization's standards, according to the disciplinary policy.
Diversity management
📌Employees differ, and these variances, if appropriately managed, can allow work to be completed more successfully.
📌Understand cultural and individual differences in the workplace.
📌State that the organization takes the various qualities that people bring to their jobs.
📌Emphasize the need to eliminate bias in areas such as selection, promotion, performance evaluation, pay, and learning opportunities.
📌Focusing on personal differences rather than group differences.
Development of employees
📌Organization must commit for continues improvement of the skills and capabilities of employees.
Employee relations
📌Approach of company towards trade unions, staff associations and other entities.
Voice of employees
📌All individuals have the freedom and right to interpret their personal beliefs about the organization.
Equal opportunity
📌This policy could contain statements as follows,
📌We are an equal opportunity organization
📌We will guarantee above policies will be applied where it must be referred.
Grievances
📌The grievance policy might specify that employees have the right to file grievances.
📌They have the right to meet with their manager, to be joined by a representation, and to appeal to a higher level if they believe their issue has not been handled satisfactorily.
Work–life balance
📌The policy will outline how to design and execute flexible work practices.
📌It will underline that the number of hours spent should not be used to evaluate performance.
📌It will outline specific arrangements that may be implemented, such as flexible hours, a shortened working week, term-time working agreements, working remotely, special leave for parents and caretakers, career breaks, and various types of child care.
HR policy drafting
Human resource policy must tackle the primary HR concerns identified in the business. They must also consider external influences such as law.
Managers, employees, and their representatives should be consulted extensively, and rules and procedures for implementation should be publicly disclosed.
HR policy drafting sequence
- Studying the organizational culture and values.
- Evaluate current policies those are written or unwritten.
- Analyze the influence of external entities such as legislations.
- Conducting a feasibility study.
- Get the opinions of managers on what to develop from top to down.
- Collect views of employees of what they expect from or existing policies.
- Seek for the perspectives of staff union representatives.
- Prepare a draft report by analyzing data gathered using previous seven steps.
- Confer with management and union officials to discuss and agree on policy.
- As needed, communicate the policies along with implementation guide notes.
- Conduct training to supplement this information.
It is the paramount obligation of line management to enforce HR policies justly.
References
Peters, T and Waterman, R (1982) In Search of Excellence, Harper & Row, New York
Purcell, J, Kinnie, K, Hutchinson, S, Rayton, B and Swart, J (2003) People and Performance: How people management impacts on organisational performance, CIPD, London
Sellafield-ltd, human resource management policy(2022)
Good topic. we can also discussed this as a business's overall strategy for managing its human resources to match its operational needs is called a human resource strategy. The direction of all important aspects of HR, including as recruitment, performance reviews, career development, and compensation, is defined by the human resource strategy.
ReplyDeleteIt is best for HR to grasp the fundamental Business Model, vision, and mission statement and to match their planning and implementation of HR strategies with these. The most effective HR plans never lose sight of their primary goal, which is to maximize employee performance, which then improves overall business performance.
ReplyDelete