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Sample Contents of a Personnel Policy Manual
Overview and Employment Relationship General Employment Information Attendance at Work Workplace Professionalism and Company
Representation Compensation and Benefit Payroll Information Benefits Employee Time Off From Work Use of Company Equipment and Electronics Monitoring in the Workplace Performance Expectations and Evaluation
SOURCE: http://humanresources.about.com/od/handbookspolicies/a/sample_handbook.htm
Policies Of HR Department What is a Policy?
A policy is a
Plan Of Action Statement of intentions committing
Management To a general course of action
Guided by HR principles
Past practice in the organization Prevailing practice in rival
companies Attitudes & philosophy of people at
all levels of the company The knowledge & experience gained
from handling countless personnel problems on a day-to-day basis.
Principal Sources Of HR Policies
Characteristics of a Sound Personnel Policy
Related to objectives Relating company goals to functions,
personnel
Easy to understand Should be stated in definite, positive,
clear & understandable language
Characteristics of a Sound Personnel Policy
Precise Should be comprehensive & provide
limits for future action
Stable as well as flexible No overnight changes In tune with the times
Characteristics of a Sound Personnel Policy
Based on facts Not based on feelings
Appropriate number Not too many, leading to confusion Not too less, should cover all areas
Characteristics of a Sound Personnel Policy
Just, fair & equitable Applicable to internal & external groups
Reasonable Capable of being accomplished
Review Periodically done to keep in tune with
changing times
Types of Personnel Policies
Originated policies Established by top
management to guide executive thinking at all levels
Appealed policies Requested by sub-
ordinates to meet requirements of certain peculiar situations
Imposed Policies Formed by external
agencies like govt., trade unions
General Policies Reflect top
management philosophy
Specific Policies Specific issues of
hiring, rewarding & bargaining
Written policies No room for lose
interpretation Implied policies
Inferred from behavior like dress code, gentle tone
Formulation of Personnel Policies
Identifying the need Important areas in Recruitment,
Selection, Training, Compensation are identified
Policies must be formulated in these areas
Formulation of Personnel Policies
Collecting Data Explained in slide 4 as principal sources
of HR Policies
Specifying alternatives They should emerge clearly after
collecting relevant data from various sources
Formulation of Personnel Policies
Communicating the policy Gain approval at various levels Communicate throughout the
organization Policy manual, in-house journal,
discussions
Formulation of Personnel Policies
Evaluating the policy To be more effective
Review, Evaluate & Control regularly against set standards.
Few Personnel policies…
Policy of hiring people with due respect to factors like reservation, gender, marital status, and the
like.
Policy on terms & conditions of employment compensation policy & methods, hours of work,
overtime, promotion, transfer, lay-off, and the like.
Advantages of Personnel Policies
Delegation Uniformity Better control Standards of efficiency Confidence Speedy Decisions Coordinating devices
Standing Orders should include
Classification of workmen, e.g., whether permanent, temporary, apprentices, probationers, or badlies.
Manner of intimating to workmen periods and hours of work, holidays, paydays and wage rates.
Shift working. Attendance and late coming. Conditions of procedure in applying for,
and the authority which may grant leave and holidays.
Standing Orders should include
Requirement to enter premises by certain gates, and liability to search.
Closing and reopening of sections of the industrial establishment, and temporary stoppages of work and the rights and liabilities of the employer and workmen arising there from.
Termination of employment, and the notice thereof to be given by employer and workmen.
Suspension or dismissal for misconduct, and acts or omissions which constitute misconduct.
Means of redress for workmen against unfair treatment or wrongful exactions by the employer or his agents or servants.
Any other matter which may be prescribed.
Discuss in groups
In the field of Personnel Policies, it is important to integrate the various organizational objectives with the desired results, through the people in action.
Do you agree / disagree? Explain
Absenteeism
Absenteeism exists when a person fails to come to work when properly scheduled to work
It may be due to the job situation (role stress), personal characteristics (age), and ability to attend (family responsibilities)
Types of Absenteeism
Authorized
Unauthorized
Willful
Caused by circumstances beyond one’s control – accident/ sudden sickness
Calculation of Absenteeism rate
Absenteeism Rate =
= Number of Man-days Lost X 100___
Number of Man-days scheduled to work
5 categories of chronic absentees - By K. N. Vaid
Entrepreneurs They perceive their jobs as small & engage in
other social activities Status seekers
Perceive & maintain a higher ascribed social status
Epicureans Want money, but are unwilling to work
Family-oriented Over identified with family activities
Sick & Old Unhealthy/weak or old people
Personnel Turnover
Personnel Turnover refers to the movement into and out of
an organization by The work force.
Types of Employee Turnover
Voluntary quit or resignations Employees are dissatisfied with the job or get
better jobs Layoff or lack of work
Jobs are eliminated due to adoption of new technology or adverse business conditions
Disciplinary layoff or discharge Employers are dissatisfied with employee
performance Retirement & Deaths
Employees are returned to society
Computation of Employee Turnover
Turnover Rate =
= Total separations per year X 100__Average number of employees for
the year
Turnover increases…
Hiring costs Training costs Pay of a learner Accident rates Loss of production in the interval between
separation of the old employee and the replacement by the new.
Production equipment not being fully utilized
scrap & waste rates Overtime pay from an excessive number of
separations.
Tips to deal with problem of Indiscipline
Reach out to the employee.
Change the place of work.
Issue verbal threats of severe action.
Translate threats into action.
Pick the most appropriate one
1. Advantages of Personnel Policies
a) Delegation
b) Uniformity
c) Both the above
2. Types of employee turnover
a) Hiring costs
b) Voluntary quit or resignations
c) Training costs
Compute the Turnover rate for:
GIVEN: Turnover Rate == Total separations per year X 100__
Average number of employees for the year
Total separations in the year=20 employees
In First 6 months, Employee no.= 80 In next 6 months, Employee no. = 60
Match the term with its definition
1. Absenteeism
2. Policy
3. Personnel Turnover
A. A Plan Of Action, Statement of intentions, committing Management, To a general course of action guided by HR principles
B. It refers to the movement into and out of an organization by the work force.
C. It exists when a person fails to come to work when properly scheduled to work
Activity
What steps do you propose to take in case of a lay off caused by Seasonal fluctuations in demand Corporate restructuring Breakdown of machinery & equipment.
Make assumptions wherever necessary
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