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HR Policies and Strategies: Guides to Action for University Students, Slides of Human Resource Management

Shobhit University Human Resource Management

An in-depth analysis of HR policies and strategies, their formation, advantages, and the role of HR in strategic management. Students will gain insights into the impact of various environmental factors on HR policies and the importance of strategic human resource management (SHRM).

What you will learn

How does the environment impact HR policies?
What is strategic human resource management (SHRM) and why is it important?
What are the advantages of having HR policies in an organization?

What is the role of HR in strategic management?
What are HR policies and how are they formed?

Typology: Slides

2021/2022

Uploaded on 04/06/2022

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UNIT-II (HR Policies & Strategies)

Introduction,

HR policies & Procedures,

HR Programme.,

Role of HR in strategic management,

Developing HR policies and strategies,

Strategic control,

Types of Strategic control,

Operational Control System,

Functional and grand strategies,

Strategy factors

Partial preview of the text

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UNIT-II (HR Policies & Strategies)

Introduction, HR policies & Procedures, HR Programme., Role of HR in strategic management, Developing HR policies and strategies, Strategic control, Types of Strategic control, Operational Control System, Functional and grand strategies, Strategy factors

HR Policies

(^) Policy is a predetermined decision to serve as a guide towards certain accepted objectives.
(^) Calhoon - HR policies constitute guides to action. They furnish the general standards or basis on which decisions are reached. These genesis lies in the organization’s values, philosophy concepts and principles.
(^) HR policies are formed by top management. They also lay down the criteria for personnel decisions such as transfer, training, increment, promotion, compensation, motivation, etc
(^) HR policies serve as a road map for managers.

Objectives of HR Policies

(^) General employment policy
(^) Securing cooperation
(^) Ensuring employees obligations
(^) Providing competent and trained personnel
(^) Recognizing role of trade union
(^) Ensuring employee participation
(^) Innovative leadership with values
(^) Enforcing discipline
(^) Providing job security
(^) Providing opportunity for promotion
(^) Ensuring equality

Features of HR Policy

• General guidelines for deciding actions

• Focuses on what a manager should do?

• Expressed in general or conditional way

• It is a function of all managers

• Permanent feature of organization

• Guides future course of action

Guidelines for Developing HR Policies

(^) Policy should contribute to objectives and plans of the organization.
(^) Policy should be broad and flexible.
(^) Policy should be long range and fairly consistent.
(^) Policy must consider informal groups.
(^) P should be prepared after a careful analyses.
(^) Policy should be distinguished from rules and procedures.

Limitations in policy formulation

• It brings rigidity in operation

• It doesn’t leave room for initiative by

subordinates.

• Future unforeseen situations are not

covered

• It limits the human judgment and

decision making in certain circumstances

Procedure

(^) It is a written document to support a "Policy Directive".
(^) It is designed to describe Who, What, Where, When, and Why by means of establishing corporate accountability in support of the implementation of a "policy".
(^) The "How" = “Detailed Work Instructions“ e.g. a company established a policy that all overtime shall be approved. A procedure can be created to establish “Who” can approve overtime, "What" forms/systems need to be used, "Where" they are located, "When" overtime is applicable. And the "Why" refers to the management directive established via a "Policy".

Programme

(^) Programme is the process of managing several related projects.
(^) It tells what it consists of the entire broad course of action governing employees at all levels.
(^) HR Programmes ( HR forecasting - Recruitment, Selection and Placement - T&D - Evaluation, wages and salary - employee benefits &services - grievances handling - communication - industrial relations

SHRM

• Strategy can be defined as

determination of the basic long term

goals and objectives of an enterprise

and the adoption of course of action

and the allocation of resources

necessary for carrying out these goals.

Besides, It combines external forces

with internal resources.

Strategy

(^) Strategy has a number of meanings: 4Ps
(^) A ‘ plan ’- directing or guiding a course of action.
(^) A ‘pattern’ – to maintain consistency in behaviour over a period of time.
(^) A ‘perspective ’- projecting organization’s fundamental way of doing things.
(^) A ‘play ’- using moves to defeat an opponent or a competitor

Importance of strategy

(^) To cope up with the environmental future challenges.
(^) Directed towards achievement of organizational objectives.
(^) Helps in coordination and better control of all department’s activities.
(^) It is made in the light of competitor’s policies and strategies.
(^) It utilizes resources effectively and efficiently.
(^) It is directed towards the success of org.

SHRM

• Policies, programs and practices are related

to the human resource or employees

working in the organization. These

strategies are developed to defeat the

other competitors. Its specific approach

differs from organization to organization.

But the key concept is consistent i.e. to

integrate HR programs in such a way that it

helps achieve the firm’s objectives.

Strategic role of HRM

(^) Strategic – formulating decisions, translating corporate strategy into HR strategy.
(^) Information and decision making role – new product and best practices to serve customers
(^) Functional role – select, design and implement planning and appraisal.
(^) Administrative role – to improve administrative system.
(^) T & D – to motivate employees and achieve objectives.

Barriers to SHRM

(^) Focusing on short term performance
(^) Lack of technical knowledge
(^) Lack of strategic perspective
(^) Difficulty in quantifying e.g. skills, work development.
(^) Reluctant to spend money and time to train people.
(^) Employee’s resistance to change.

HR Policies and Strategies: Guides to Action for University Students, Slides of Human Resource Management

Related documents

Partial preview of the text

Download HR Policies and Strategies: Guides to Action for University Students and more Slides Human Resource Management in PDF only on Docsity!

UNIT-II (HR Policies & Strategies)

HR Policies

Objectives of HR Policies

Features of HR Policy

• General guidelines for deciding actions

• Focuses on what a manager should do?

• Expressed in general or conditional way

• It is a function of all managers

• Permanent feature of organization

• Guides future course of action

Guidelines for Developing HR Policies

Limitations in policy formulation

• It brings rigidity in operation

• It doesn’t leave room for initiative by

subordinates.

• Future unforeseen situations are not

covered

• It limits the human judgment and

decision making in certain circumstances

Procedure

Programme

SHRM

• Strategy can be defined as

determination of the basic long term

goals and objectives of an enterprise

and the adoption of course of action

and the allocation of resources

necessary for carrying out these goals.

Besides, It combines external forces

with internal resources.

Strategy

Importance of strategy

SHRM

• Policies, programs and practices are related

to the human resource or employees

working in the organization. These

strategies are developed to defeat the

other competitors. Its specific approach

differs from organization to organization.

But the key concept is consistent i.e. to

integrate HR programs in such a way that it

helps achieve the firm’s objectives.

Strategic role of HRM

Barriers to SHRM