PERSONNEL MANAGEMENT

- IES MCRC,Bandra.

Personnel Policies & Standing Orders

- Lecture 3A

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, Personnel Turnover & Problem of indiscipline

- Lecture 3B

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

Thank You