A PRESENTATION ON HR

POLICIES
 Human Resource Policies
Human resource policies are systems of codified
decisions, established by an organization, to
support administrative personnel functions,
performance management, employee relations
and resource planning.

Dr. Surel Shah

2
NMiMS
 Purpose
• HR policies allow an organization to be clear with
employees on:
– The nature of the organization
– What they should expect from the company
– What the company expects of them
– How policies and procedures work at your company
– What is acceptable and unacceptable behavior
– The consequences of unacceptable behavior

Dr. Surel Shah

3
NMiMS
 Human Resource Policies
• Each policy should include all the elements needed
for easy revision and effective implementation:
– Carefully researched policy language, 
– Thorough analysis of underlying management
issues, and 
– Comprehensive legal documentation with clear
explanations. 

Dr. Surel Shah

4
NMiMS
 Human Resource Policies
• Identify the important policy issues for your
organization. Consider:
– current laws
– funder requirements
– any collective agreements that affect your
organization
– issues that address important concerns and
support what your organization represents

Dr. Surel Shah

5
NMiMS
 Human Resource Policies
• Analyze about each potential policy:
– How have we handled this issue in the past?
– Does the size of our workforce justify having a policy
about this issue?
– Are we willing to invest the time it takes to keep the policy
up to date?
– What do we hope to accomplish with this policy? What
are the outcomes?
– Will this policy foster something our organization believes
in ?

Dr. Surel Shah

6
NMiMS
 Human Resource Policies
• Drafting the policy :
– Policy name
– Effective date of the policy and date of any revisions
– Approval status
– References
– Purpose of the policy
– Main policy statement
– Definitions of any key concepts or terms used in the policy
– Eligibility or scope
– Positions in the organization responsible for implementing and
monitoring the policy
– Procedures for carrying out the policy
Dr. Surel Shah
7
NMiMS
Functions of HR Department
• Workforce Management
• Recruitment and Selection
• Training and Development
• Compensation and Benefits
• Performance Management
• Labor Relations
• Personnel Administration

Dr. Surel Shah

8
NMiMS
WORKFORCE
MANAGEMENT

Dr. Surel Shah

9
NMiMS
 Workforce Management
Encompasses all the activities needed to maintain a
productive workforce:
• Payroll & benefits
• HR administration
• Time & attendance
• Career & succession planning
• Talent management
• Learning management
• Performance management
• Forecasting and scheduling
• Workforce tracking and emergency assist

Dr. Surel Shah

10
NMiMS
 Time and attendance
• Should include Work timings ,lunch time, travel time,
waiting/idle times overtime ,relevant legislation, local
agreements and the contracts of individual employees –
including work-life balance guidelines.

• Different types of leaves of absence should be included :

– Medical Leave of Absence
– Parental Leave of Absence
– Family Care Leave of Absence
– Personal Leave of Absence etc

Dr. Surel Shah

11
NMiMS
 Succession Planning
• Objectives
– To identify replacement needs
– To provide opportunities for high potential workers
– To increase pool of promotable employees
– To support implementation of business plan
– To guide individuals in their career paths
– To encourage the advancement of diverse groups
– To improve ability to respond to changing environmental
demands
– To improve employee morale
– To cope with the effects of downsizing, attrition,
retirements
Dr. Surel Shah
12
NMiMS
 Succession Planning
• Assess the potential vacancies in leadership and
other key positions
• Assess the readiness of current staff to assume the
positions  
• Develop strategies to address these needs based on
the skill gaps

Dr. Surel Shah

13
NMiMS
 Forecasting and Scheduling
establishing likely demand by analysing historical data

Dr. Surel Shah

14
NMiMS
 HIRING
/
RECRUITMENT
&
SELECTION
Dr. Surel Shah
15
NMiMS
 Hiring
The process of attracting, screening, and
selecting qualified people for a job at an
organization or firm.

Dr. Surel Shah

16
NMiMS
 Key Aspects of Hiring Policy
· Recruiting Sources
· Selection and Hiring Procedures
· Offer Letter
· Reference Checking
· Background Investigations
· Rejecting An Applicant
· Equal Employment Opportunity and Hiring
· Physical and Educational Requirements
· Medical Inquiries and Examinations
Dr. Surel Shah
17
NMiMS
 Sources of Recruitment
• Internal Sources
– Retrenched Employees
– Retired Employees
– Dependent of deceased employees
– Internal Job Postings
– Promotions
– Demotions
– Moving across verticals

Dr. Surel Shah

18
NMiMS
 Sources of Recruitment
• External Sources
– Placement Agencies and Consultants
– Campus Recruitments
– Off-campus Recruitments
– Employees working in other organizations
– Employment Agencies
– Referrals
– Walk-Ins

Dr. Surel Shah

19
NMiMS
 TRAINING
&
DEVELOPMENT

Dr. Surel Shah

20
NMiMS
 Training and Development
• The field concerned with organizational
activity aimed at bettering the performance of
individuals and groups in organizational
settings. 
• The objective is to make sure the availability
of a skilled and willing workforce to
an organization

Dr. Surel Shah

21
NMiMS
 Training and Development policy
structure
• introduction/definitions/scope (purpose and reach of policy)
• cultural/philosophical (values, vision, ethos, guiding principles, etc)
• legal (health and safety, discrimination, etc)
• people (where people stand in organizational priorities, input, care, etc)
• methods (career development, succession)
• systems/tools (training manuals, knowledge and information
management
• process/operations (how T&D relates to operations)
• financial (planning, budgets, prioritization, etc)
• responsibility/authority (how T&D is managed, enabling voluntary and
extra T&D)
• social responsibility (CSR, ethics, environment, sustainability, diversity)
• review and measurement (accreditation, qualifications, independent
audit, etc)
Dr. Surel Shah
22
NMiMS
COMPENSATION
&
BENEFITS

Dr. Surel Shah

23
NMiMS
 Compensation and Benefits
• Employee benefits in kind are various non-wage compensations provided
to employees in addition to their normal wages or salaries.
• Some of these benefits are:
– HRA
– LTA
– Medical Reimbursement
– Insurance (health, dental, life etc.)
– Conveyance
– Retirement Benefits
– Profit sharing etc.
• The Compensation policy should state the proportion of fixed and
variable components.
• The policy should be formulated considering the tax implications.
Dr. Surel Shah
24
NMiMS
PERFORMANCE
MANAGEMENT

Dr. Surel Shah

25
NMiMS
 Performance Management
• A formal system for evaluating employee
performance can help the employer identify and
correct performance problems, plan employee career
development, assess readiness for transfer or
promotion, determine compensation, and improve
productivity by communicating goals and
expectations to employees.

Dr. Surel Shah

26
NMiMS
 Policy Structure
· Performance Appraisal
· Frequency of Appraisals
· Informal Discussion
· Significant Events
· Supervisor Training
· Factors to be Appraised
· Supervisors’ Recommendation and Documentation
· Action Plan
· Performance Goals
· Employee’s Opportunity to Comment
· Final Review
· Timing of Evaluations
· Accurate and Fair Evaluations
· Negligent Evaluation and Performance Review Defamation
Dr. Surel Shah
27
NMiMS
GRIEVANCE
REDRESSAL

Dr. Surel Shah

28
NMiMS
 Grievance Redressal
• Objective
– To create a work environment, which would be
free of hostility and try breed in a work culture
which propagates a free and open thought
process, encouraging growth and harmony free
from encumbrance of force.

Dr. Surel Shah

29
NMiMS
 CODE
OF
CONDUCT

Dr. Surel Shah

30
NMiMS
 OBJECTIVE: 
• The objective of Code of Conduct is to create a
safe equal and ambiguity less work
environment.
• It is just as essential that employees act in a
professional manner and extend the highest
courtesy to co – workers, visitors, customers,
vendors and clients.

Dr. Surel Shah

31
NMiMS
 Policy
• various policies like dress code, use of
company communication, open door etc
• clear in definitions and terms
• the operating authority and the consequences
of violation of policy

Dr. Surel Shah

32
NMiMS
 Advantages of Good HR Policies
• Curbing litigation 
• Communication with employees 
• Communication with managers and
supervisors
• Time Savings

Dr. Surel Shah

33
NMiMS
 THANK
YOU

Dr. Surel Shah

34
NMiMS
Job Analysis Duties and
Responsibilities
*Recruitment &
Selection Job Description
Decisions Working
*Job Evaluation Conditions
(Wage & Salary
Decisions)
*Training Knowledge
Requirements
Job
*Performance
Specification
Appraisal
Skills

Dr. Surel Shah

35
NMiMS