Human resource management policies ( HRM Policies ) guide to action. They offer the general standards or parameters based on which decisions are reached. They serve as a road map for managers on a number of issues such as recruitment (the job for physically challenged only), selection (selection based on merit only), promotion (performance leads to promotion) and compensation. Important features of an effective human resource policy can be broadly outlined as:
1. It is generally derived from the personal objectives of an organisation.
2. It summarises past experience in the form of useful guidelines that help managers to speed -up the decision-making process. It helps managers as well as subordinates to dispose of repetitive problems in a consistent manner without getting into trouble. It serves as a standing plan that can be put to use repeatedly while solving problems of a recurring
3. As a guide to executive thinking, it permits managers to transfer some of the recurring problems to subordinates. In a way, a personnel policy is an important management tool that facilitates some transfer of decision making to lower levels of the organisation.
4. It helps in achieving coordination of organisational members and help predict more accurately the actions and decisions of others.
Types of Human Resource Management Policies ( HRM Policies )
These may be classified into several categories depending on (i) their source (originated appealed and imposed) (ii) scope (general or specific) and (iii) form (within or implied). These may be stated thus:
These are established by top management deliberately so as to guide executive thinking at various levels.
These are formulated to meet the requirements of certain peculiar situations which have not been covered by the earlier policies. Such requests usually came from subordinates who fail to handle the cases based on guidance offered by existing policies.
These are formed under pressure from external agencies such as government, trade associations and unions.
They reflect the basic philosophy and priorities of the top management in formulating the broad plan for mapping out the organisation’s growth chart.
These policies cover specific issues such as hiring, rewarding and bargaining. Such policies, however, should be in line with the basic framework offered by the general policies.
Written or implied policies:
Implied policies are inferred from the behaviour of members (such as dress code, gentle tone while talking to customers, not getting angry while at work etc.). Written policies, on the other hand, spell out managerial thinking on paper so that there is very little room for loose interpretation.