2. What is a personnel
department…??
Part of an organization concerned with the
appointment, training and welfare of the employees
It is concerned with the relationships of
management to employees
It is also concerned with the relationships of
employees to employees in all matter
And setting organizational policies for the same.
3.
4.
5. Responsibilities
Involvement in the strategic planning process
Forecasting the labour requirement
Selection
Recruitment
Induction
Industrial relations (Maruti- Manesar plant
incident)
6. The mass violence at Maruti Suzuki's Manesar plant in Haryana July 18,
2012 was shocking. What started as a petty tiff over tea time between a
supervisor and a worker Jiya Lal, during which supervisor also allegedly
used caste based slur, snowballed into one of the goriest incidents of
recent times.
When Jiya Lal was suspended and the management refused to revoke
his suspension the same day the workers staged a sit-in after the shift
was over.
During the sit-in, iron rods which actually fit into the car door, were
distributed to workers secretly.
When there was a signal from the leadership which was engaged in
failed negotiations with the management, the workers outpoured their
wrath over 90 members of the executive including a couple of women
and three Japanese nationals.
The managers were severely beaten and one of them Ashwin Kumar
Dev, plant's human-resources manager, was burnt to death. Around 65
of them had to be admitted to the hospital including 3 in the Intensive
Care Unit (ICU).
7.
8. Training and development
Career progression/promotions
Motivation
Performance appraisals
Managing employee grievances
Managing complains about employees
Health and safety concerns
10. Personnel Policies
Personnel policies are statements of
personal objectives of an organization and
provide a broad framework within which
decisions on personal matters can be made
without reference to higher authorities.
They lay down the criteria for decision
making in the field of personnel
management.
11. Benefits / Aims / Objectives of Personnel Policies
Basic needs of both organization and employees taken care of.
Consistent treatment to all the employees
Stability & Security of work environment
Standard of Performance
Builds employee loyalty and motivation
Resolves Conflicts -- intrapersonal and interpersonal
12. Sources for determining the content and meaning of policies
Past Practice in the organization
Prevailing practice in rival companies
Attitudes and philosophy of founders of the company, directors
and top management
Attitudes and philosophy of middle and lower management
Knowledge and experience gained from handling countless
personnel problems on day-to-day basis
Policy Formulation is an essential pre-requisite for manpower
planning.
13. Identifying the need – The areas where policy has to be
formulated identified. Need for a new policy, revision, or an
existing policy is voiced by the staff and members of
organization
Gathering Information – thru past & prevailing in industry ,
knowledge and experienced gained from handling problems on
day-to-day basis.
Examining Policy Alternatives- involving people who use the
policy and live with the policies
Getting Approval – from the top management at right time.
Communicating the Policy - to staff through journals, in house
magazines, circulars, meeting, educational programmes etc
Evaluating the policy – after the policy is framed it should be
evaluated after a certain time period
14. i. Functional or Organizational – policies which are grouped for
different categories of personnel eg- for the mgmt dealing with
planning, organizing & controlling etc.
ii. Centralized – are planned for companies with several locations and
are formulated at the Head Office
iii. Major Policy – pertain to overall objectives, procedures and control
which affect an organization as a whole. They are formulated by the
Board of Directors and framework is established within which major
executives for the remaining policies necessary to carry out the
major objectives of an organization.
iv. Minor Policy- cover relationships in a segment of and organization
with considerable emphasis on details and procedures.
15. Types of Personnel Policies
1. Originated Policies – established formally by top management
2. Appealed Policies – formulated on requests of subordinates
who want to know handle some situations.
3. Imposed Policies – An organization accepts these policies due
to external agencies like govt.,trade association .
4. Eg.- Not to accept any one below the age of 14 according
to the factories act.
5. General Policies – These policies do not relate to specific
issues in particular
6. Specific Policies – Policies relating to specific issue like
staffing compensation , collective bargaining etc.
7. Written or Implicit Policies – are inferred from behavior
of managers.
16. Advantages Of Personnel
policies:-
Delegation
Uniformity
Better Control
Standards Of Efficiency
Confidence
Speedy Decisions
Coordinating Devices
17. Coverage of Policies
In most companies, policies are established
regarding various functions of personnel
management which are as follows:-
18. Coverage of Policies
1)Employment : Employment policies should provide clear
guidelines on the following points:
a) Minimum hiring qualifications.
E.g. – Minimum qualification for cabin crew is HSC
b) Preferred sources of recruitment
* Internal * External
c) Reservation of seats for SC, ST, handicapped persons and ex-
servicemen.
E.g. – Banks have reservation systems for employees
E.g. – BMC , Police departments , Armed Forces
d) Probation period
e) Lay off and rehiring
19. Coverage of Policies
2) Training and Development
a) Attitude towards training
b) Objectives of training
c) Basis of training
d) Methods of training
e) Programmes for executive development
f) Orientation of new employees
Eg- Armed Forces, Police Department, Fire
Departments, Disaster Management Dept
20. Coverage of Policies
3) Transfers and Promotions
a) Rationale for transfer
b) Seniority required for promotion
c) Relative weightage of seniority and merit in
promotion
E.g.- Police constables are transferred to urban
cities if they belong to some interiors of
Maharashtra
21. Coverage of Policies
4. Compensation
a) Job evaluation system
b) Minimum wages and salaries
c) Method of wage payment
d) Profit sharing and incentive plans
e) Non monetary rewards
22. Coverage of Policies
5. Working Conditions
a) Working hours
b) Number and duration of rest intervals
c) Overtime work
d) Shift work
e) Safety rules and regulations
f) provision of transportation etc
23. Coverage of Policies
6. Industrial Relations
a) Handling of grievances
b) Recognition of Trade union
c) Suggestion Schemes
d) Discipline and Conduct rules- Punctuality,
smoking and drinking
e) Workers participation – through quality circles,
total quality management etc
24. 1) History of company’s growth
2) Employment practices and conditions of employment
3) Grievance redressal procedure
4) Safety rules and regulations and responsibilities of employees at work
5) General Practices
6) Mutuality of interests
7) Employee financial Aid
8) Educational Aids
9) Employees news sheet and house journals
10) Health & Hospitalization
11) Vacation with pay
12) Sickness, death and maternity benefits and allowances
13) Prohibited Activities
14) Labour Management & Industrial Relations etc
25. SUMMARY
Employee friendly policies should live up and not
exist on paper
Men and women at all levels of companies in all
stages of their career development and all stages
of their life cycle are seeking flexibility to achieve a
better work life balance
Employee friendly policies are one way to
support and recognize the changing needs of
employees
26. HRM is a tool that helps managers to plan, recruit, select, train, develop,
remunerate, motivate and make maximum utilization of human and non
human resources for the organization and society at large.
