词条 | Human resource policies |
释义 |
Human resource policies are continuing guidelines on the approach of which an organization intends to adopt in managing its people.[1] They represent specific guidelines to HR managers on various matters concerning employment and state the intent of the organization on different aspects of Human Resource management such as recruitment, promotion, compensat[2]ion, training, selections etc.[3] They therefore serve as a reference point when human resources management practices are being developed or when decisions are being made about an organization's workforce. A good HR policy provides generalized guidance on the approach adopted by the organization, and therefore its employees, concerning various aspects of employment. A procedure spells out precisely what action should be taken in line with the policies.[1] Each organization has a different set of circumstances and so develops an individual set of human resource policies.[4] The location an organization operates in will also dictate the content of their policies. PurposesThe establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements.[5] The establishment of an HR Policy which sets out obligations, standards of behavior, and documents disciplinary procedures, is now the standard approach to meeting these obligations. HR policies provide frameworks within which consistent decisions are made and promote equity in the way in which people are treated.[6] HR policies can also be very effective at supporting and building the desired organizational culture.[7][8] For example, recruitment and retention policies might outline the way the organization values a flexible workforce, compensation policies might support this by offering a 48/52 pay option where employees can take an extra four weeks holidays per year and receive less pay across the year. In actuality, policies and procedures serve a number of purposes:[9]
DevelopmentIn developing HR Policies, there should be clear and consistent statement of the organization's policies regarding all conditions of employment and procedures for their equal and fair implementation. In order to fulfill this objective, policies and procedures should be:[10]
HR policies are developed by making decisions and taking actions on the day-to-day problems of the organization. The process of developing HR policies involves the assessment of the following factors:[11]
FormulationHuman resource management consists of deliberate organizational activities designed to improve employee productivity and administration through such means as recruitment, compensation, performance, evaluation, training, record keeping and compliance. HR policies should be developed for key HR management functions covering eight commonly accepted responsibilities:[12]
The following steps should be taken when formulating or revising policies:[13]
In order to write the first draft of the policies as step 7 have stated, the following content should be included:[14]
TypesHR policies could be classified on the basis of sources or description.[11] On the basis of sourceOn the basis of their source, human resource policies could be classified into
On the basis of descriptionOn the basis of description, policies may be general or specific.
AdvantagesThe following advantages are achieved by setting up HR policies:[11]
Influential factorsThe following factors will influence the HR policies of an organization: Laws of the countryThe various labour laws and legislation pertaining to labour have to be taken into consideration. Policies should conform with the laws of the country, state, and/or province otherwise they are bound to cause problems for the organization. Social values and customsSocial values and customs have to be respected in order to maintain consistency of behavior throughout the organization. The values and customs of all communities should be taken into account when framing policies. Management philosophy and valuesManagement philosophy and values influence its action on matters concerning employees. Therefore, without a clear, broad philosophy and set values, it would be difficult for employees to understand management. Financial impactHR policies may affect productivity and an organization's overall finances if the create unnecessary burdens or red tape for the organization's workforce. Organizations may also want to consider how realistic it is to enforce a policy fairly or keep it up-to-date as these have the potential to create issues amongst employees. References1. ^1 {{Cite book|title = A Handbook of Human Resource Management Practice|last = Michael|first = Armstrong|publisher = Kogan Page|year = 2001|isbn = 0749433930|location = London|pages = 289}} 2. ^{{Cite book|url=http://worldcat.org/oclc/2614137|title='S|last=Cid.|first=Corman,|date=1976|publisher=Elizabeth Press|oclc=2614137}} 3. ^{{Cite book|title = Human Resource Management|last = Pravin|first = Durai|publisher = Dorling Kindersley (India) Pvt.|year = 2010|isbn = 9788131724842|location = India|pages = 133}} 4. ^{{cite web|title = Definition of Human Resource|url = http://www.investopedia.com/terms/h/humanresources.asp|work = investopedia.com|publisher = Investopedia|accessdate = 1 February 2014}} 5. ^{{Cite web|url = http://annmacapanas.weebly.com/3-possible-business-policy-options.html|title = Business policy and strategy|date = |accessdate = |website = |publisher = |last = |first = }} 6. ^{{Cite book|title = Human Resource Management Practice|last = Armstrong|first = Michael|publisher = Kogan Page|year = 2001|isbn = 0749433930|location = London|pages = 290}} 7. ^{{citation|title=Reasonable Accommodations Are A Pain, But Litigation Is A Bigger Pain|url=http://www.hradvisors.com/reasonable-accommodations-pain-litigation-bigger-pain/|accessdate=February 1, 2014|year=2007|publisher=HR Advisors}} 8. ^{{Cite web|url=https://blissbook.com/assets/how-to-write-a-culture-first-employee-handbook.pdf|title=How to Write a Culture-First Employee Handbook|last=O'Dea|first=Thomas|date=2017|website=Blissbook|archive-url=|archive-date=|dead-url=|access-date=}} 9. ^{{Cite book|title = How to develop Essential HR policies and procedures|last = McConnell|first = John|publisher = American Management Association|year = 2005|isbn = 0814408273|location = USA|pages = 1}} 10. ^{{Cite book|title = How to develop Essential HR Policies and procedures|last = McConnell|first = John|publisher = American Management Association|year = 2005|isbn = 0814408273|location = USA|pages = 5}} 11. ^1 2 {{Cite book|title = Human Resources Management Principles and Practices|last = Aquinas|first = P|publisher = VIKAS|year = 2009|isbn = 8125918094|location = New Delhi|pages = 174}} 12. ^{{Cite book|title = Human Resources Policies and Procedures Manual|last = Anderson|first = Chris|publisher = Bizmanualz Page|year = 2014|isbn = 1931591105|pages = 906}} 13. ^{{Cite book|title = Human Resources Management Practice|last = Michael|first = Armstrong|publisher = Kogan Page|year = 2001|isbn = 0749433930|location = London|pages = 296–297}} 14. ^{{Cite book|title = Handbook of HRM Practices Management policies and practices|last = S|first = Sharma|publisher = Global India Publications|year = 2009|isbn = 9788190794145|location = Delhi|pages = 105–106}} 1 : Human resource management |
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