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The Intense of Human Resource Management, Study notes of Human Resource Management

Human Resource Management (HRM) is a strategic and comprehensive approach to managing people within an organisation. It involves recruiting, hiring, training, evaluating, and rewarding employees to maximise their performance and align with the organisation’s goals. HRM also ensures compliance with labour laws, fosters a positive workplace culture, and supports employee development and well-being. By managing workforce planning, performance, compensation, and employee relations, HRM plays a vital role in organisational success. In today’s dynamic business environment, HRM is increasingly data-driven and aligned with long-term strategic planning, making it an essential function in both large corporations and small enterprises.

Typology: Study notes

2023/2024

Available from 07/03/2025

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NOTES
Self-Instructional
Material 31
Human Resource Policy
7. The HR policy must provide a two-way communication system between
the management and the employees. It should be communicated in writing
so as to remove any confusion. This is necessary to prevent misunderstanding
and to ensure uniformity of application.
8. The HR policy should be consistent with public policy.
9. A good HR policy should recognise individual differences and respect human
dignity. It should be based on consistency in treatment to all employees
without any favouritism or discrimination.
4.2.5 Advantages of HR Policies
HR policies are set up by the management to achieve the following advantages:
1. It helps managers at various levels of decision making to take decisions
without consulting their superiors. Subordinates are more willing to accept
responsibility because policies indicate what is expected of them. They can
quote a written policy to justify their action.
2. It ensures long-term welfare of employees and makes for good employee
relationship as favouritism and discrimination are reduced. Well-established
policies ensure uniform and consistent treatment of all employees throughout
the organization.
3. It lays down the guidelines pursued in the organization and thereby minimises
the personal bias of managers.
4. It ensures prompt action for taking decisions because the policies serve as
standards to be followed. They prevent the wastage of time and energy
involved in repeated analyses for solving problems of a similar nature.
5. It establishes consistency in the application of the policies over a period of
time so that each one in the organization gets a fair and just treatment.
Employees know what action to expect in circumstances covered by the
policies. Policies set patterns of behaviour and permit employees to work
more confidently. Arbitrary actions are minimised.
4.2.6 Principles of HR Policies
HR policies are based on the following principles:
1. Principle of Common Interest: The management as well as workers should
think that their interests are not separate and that they can be achieved only
through common effort. Personnel policies must be based on the principle
of common interest.
2. Principal of Participation: Workers should be allowed to participate not
only in the formulation of policies but also in their implementation. Problems
can be minimised with the co-operation of workers.
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NOTES

Self-Instructional Material 31

  1. The HR policy must provide a two-way communication system between^ Human Resource Policy the management and the employees. It should be communicated in writing so as to remove any confusion. This is necessary to prevent misunderstanding and to ensure uniformity of application.
  2. The HR policy should be consistent with public policy.
  3. A good HR policy should recognise individual differences and respect human dignity. It should be based on consistency in treatment to all employees without any favouritism or discrimination.

4.2.5 Advantages of HR Policies

HR policies are set up by the management to achieve the following advantages:

  1. It helps managers at various levels of decision making to take decisions without consulting their superiors. Subordinates are more willing to accept responsibility because policies indicate what is expected of them. They can quote a written policy to justify their action.
  2. It ensures long-term welfare of employees and makes for good employee relationship as favouritism and discrimination are reduced. Well-established policies ensure uniform and consistent treatment of all employees throughout the organization.
  3. It lays down the guidelines pursued in the organization and thereby minimises the personal bias of managers.
  4. It ensures prompt action for taking decisions because the policies serve as standards to be followed. They prevent the wastage of time and energy involved in repeated analyses for solving problems of a similar nature.
  5. It establishes consistency in the application of the policies over a period of time so that each one in the organization gets a fair and just treatment. Employees know what action to expect in circumstances covered by the policies. Policies set patterns of behaviour and permit employees to work more confidently. Arbitrary actions are minimised.

4.2.6 Principles of HR Policies

HR policies are based on the following principles:

  1. Principle of Common Interest: The management as well as workers should think that their interests are not separate and that they can be achieved only through common effort. Personnel policies must be based on the principle of common interest.
  2. Principal of Participation: Workers should be allowed to participate not only in the formulation of policies but also in their implementation. Problems can be minimised with the co-operation of workers.

Human Resource Policy

NOTES

Self-Instructional 32 Material

  1. Principle of Security: Policies set patterns of behaviour and permit employees to work more confidentially. Arbitrary actions are minimised. As a result employees feel a sense of security.
  2. Principle of Work and Accomplishment: Workers not only want security but they also desire good pay, satisfaction and appraisal of their work. The policy should fulfil the above cited aspirations of the workers.
  3. Principle of Development: Workers should be given proper occasions for development so that their social and economic status is increased. The worker should feel responsibility towards himself and towards the organization.
  4. Principle of Recognition: A well-prepared set of personnel policies enables workers to see the overall picture and how their actions relate to the organization’s goals. Participation of employees in policy formulation promotes mutual understanding throughout the organization.

Check Your Progress

  1. Define policy.
  2. What are the factors influencing HR policies of an organization?
  3. What are implicit policies?

4.3 ANSWERS TO CHECK YOUR PROGRESS

QUESTIONS

  1. The dictionary meaning of policy is a plan of action. Policy is a predetermined and accepted course of thoughts and actions established as a guide towards accepted goals and objectives.
  2. The HR policy of an organization is affected by many factors which include laws of the country, social values and customs, management philosophy and values and financial impact.
  3. Implicit policies are not formally expressed. They are inferred from the behaviour of managers. These policies are also known as implied policies.

4.4 SUMMARY

 The dictionary meaning of ‘policy’ is a ‘plan of action’. Policy is a predetermined and accepted course of thoughts and actions established as a guide towards accepted goals and objectives.  Policies are the statements of the organization’s overall purpose and its objectives in the various areas with which its operations are concerned.