HRM Policies And Their Relationship With Other Fields

Human Resource Management

Employee Outsourcing, Induction And Placement

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HRM Policies and their Relationship with other Fields

HRM Policies and HRM Policies Relationship with other Fields

The system and methods of human resource management are mostly based on its policies. HRM policies help the organisation in terms of attainment of organisational goals, increasing the efficiency, adaptability and achieving of long-run results. Thus, the formulation of HRM policies takes help from other fields. The HRM policies Relationship with other fields can be seen as follows: [ HRM Policies Relationship ]HRM Policies Relationship
1. Health and safety: Managers at all levels are expected to know and enforce safety and health standards throughout the organisation. They must ensure a work environment that protects employees from physical hazards, unhealthy conditions and unsafe acts of other personnel. Through proper safety and health policies, the physical and psychological well-being of employees must be preserved and even improved.
2. Employee welfare: Employee welfare includes the services, amenities and facilities offered to employees within or outside the establishment for their physical, psychological and social well-being. Housing, transportation, education and recreation facilities are all included in the employee welfare policies.
3. Social security measures: Managements provide social security to their employees in addition to fringe benefits. These measures include:
(a) Workmen’s compensation to those workers (or their dependents) who are involved in accidents;
(b) Maternity benefits to women employees;
(c) Sickness benefits and medical benefits;
(d) Disablement benefits/allowance;
(e) Dependent benefits;
(f) Retirement benefits like Provident Fund, Pension, Gratuity, etc.
4. Grievance redressal: A grievance is any factor involving wages, hours or conditions of employment that are used as a complaint against the employer. Constructive grievance handling depends first on the manager’s ability to recognize, diagnose and correct the causes of potential employee dissatisfaction before it converts into a formal grievance.
5. Trade unions and employees association: Trade union is an association either of employees or employers or independent workers. It is a relatively permanent a body formed by workers with the objective of countering exploitation and harassment. It strives towards providing economic and social benefits to the labour community. Trade unions have
always played a powerful role in improving a lot of workers in India, using aggressive bargaining tactics. However, since the 90’s, the situation changed dramatically. Unable to fight the forces of competition, many employers have been forced to shut down units and scale down operations. This has made both parties realise the importance of bargaining for their rights in an atmosphere of ‘give and take’. [ HRM Policies Relationship ]
6. Industrial relations: Harmonious industrial relations between labour and management are essential to achieving industrial growth and higher productivity. When the relationship between the parties is not cordial, discontentment develops and conflicts erupt abruptly. It is not always easy to put out the fires with the existing dispute-settlement-machinery, created
by the government. Hence both labour and management must appreciate the importance of openness, trust and collaboration in their day-to-day dealings.
7. International human resource management (online link): International business is important to almost every business today and so firms must increasingly be managed with a clear global focus. This, of course, poses many challenges for managers including coordinating production, sales and financial operations on a worldwide basis. International HRM places greater emphasis on a number of responsibilities and functions such as relocation, orientation and training services to help employees adapt to a new and different environment outside their own country.
Organisational and human outcomes such as turnover, absenteeism and commitment are the results of human resource policies. They help the employees to have an awareness and a clear idea about the various programmes. HRM policies also affect the society. Some HRM policies affect commonly the individual, the organisation 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. [ HRM Policies Relationship ]


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