Formulation of Personnel Policies

Policy formulation and implementation involves the following steps:

Identifying the need:
Initially important areas of personnel management (recruitment, selection, training compensating bargaining) must have a policy formulation which is clearly spelt out. Additional policy guidelines can come at any stage depending on the recurrence of ticklish issue at various levels. (appealed policies).

Collecting data: Once priority areas are listed, steps should be taken to collect facts before formulating a policy. Various sources could be tapped for these purposes such as (1) company’s records (2) past practices (3) survey of industry practices (4) experience of personnel handling various issues (5) top management philosophy (6) organizational culture (7) employee aspirations and (8) changing economic ,social an legislative environment etc.

Specifying alternatives: Policy alternatives should emerge clearly after collecting relevant data from various sources. These have to be evaluated carefully in terms of their contribution to organizational objectives. It is always better to involve people at various levels, especially those who are going to use and live with such policies. Top management should put the stamp of approval only when everything is above board and the stated policy clearly reflects organizational priorities.

Communicating the policy:
To gain approval at various levels, the formulated policy should be communicated through out the organization. Policy manual, in house journal and discussions with people at various levels may be used to reach out to employees quickly. Special coaching programs can also inform people about the manner of application.

Evaluating the policy:
Personnel policies, to be effective must be reviewed evaluated and controlled regularly against certain established standards. Evaluation helps determine changes in existing policies. All these policies should be reviewed annually and some policies should be reviewed at specific times for example when there is collective bargaining or after strike / lock out etc. Departmental policies may be reviewed through participation of all employees. Outside consultants or experts from other organizations may be engaged to review crucial policies. Adequate care should be taken to review the policies in the following situations when (1) employees offer suggestions ; (2) employees express grievances (3) unsatisfactory reports about employees performance and behavior (4) company plans for change like expansion, diversification , contraction, adoption of new technology and introduction of new methods. Personnel policies, to be effective should have a favorable impact on the objectives and functions of P /HRM and help the parties concerned.

Evaluating the Impact of Personnel policies

The system and methods of HRM are mostly based on personnel policies. Hence, appraising the impact of personnel policies to the employees, organization and society at large. The impact of personnel policies can be measured in terms of cost and benefit to employees organizations.

HR policies help the organization in terms of attainment of organizational goals, increasing the efficiency , adaptability and achieving of long run results. Further organizational and human outcomes such as turnover, absenteeism and commitment are the result of human resources policies. They help the employees to have an awareness and a clear idea about the various programs. HRM policies also affect the society. Some HRM policies affect commonly the individual the organization and the society. They relate to the employee’s health psychological and physical well being. Various HRM policies result in commitment, competence cost effectiveness and congruence. These human resource outcomes lead to long term consequences like individual well being, organizational effectiveness and social well being as illustrated below:

Impact of P /HRM Policies

P/HRM Policy choices >> Personnel / Human resource Outcome >> Long term consequence

Employee influence > Commitment > Individual well being

HR supply > competence> Organizational effectiveness

Selection system> Congruence> Social well being

Rewards system > Cost effectiveness

Work environment
Source: HR Management

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