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									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
Principal Sources Of HR Policies

   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.
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             General Policies
       Established by top              Reflect top
        management to                    management
        guide executive                  philosophy
        thinking at all levels      Specific Policies
   Appealed policies                   Specific issues of
       Requested by sub-                hiring, rewarding &
        ordinates to meet                bargaining
        requirements of             Written policies
        certain peculiar
        situations                      No room for lose
                                         interpretation
   Imposed Policies
                                    Implied policies
       Formed by external
        agencies like govt.,            Inferred from
        trade unions                     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         2.   Types of
     Personnel Policies         employee
                                turnover
     a)   Delegation
                                a)   Hiring costs
     b)   Uniformity
                                b)   Voluntary quit
     c)   Both the above             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   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
2.   Policy
                        and out of an organization by
                        the work force.
3.   Personnel
                   C.   It exists when a person fails
     Turnover
                        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

								
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