Unit 2: Human Resourse Policies

Unit 2 FHuman Resource Policies ! HUMAN RESOURCE POLICIES. HRP are the farmal rules and guideliness that businesses put. into place to higher trained and reward the members of their workplace. These palicles when organ- ised and spread In fron an asily dsed can some to take action. prevent misunderstanding blus employees and employeer about their srigints and obligations in business place. STRATE GY. It generally invalues setti ing goals determining actions. to ilieve the goals and mobilising wwowuces to execute the action. I A strategy describes how the goals will be achieve while wailable accsociices. #ROLE OF HRM IN STRATEGIC MANAGEMENT. 1. ENVIRONMENTAL SCANNING. HRM play an impor tart rate in scanning the environment and formulate the strategies based on three levels :- a) carporate level b) Business unit level. () Functional level. a) CORPORATE - LEVEL-STRATEGY. This is formulated by the top mot of an org" made. fup of mare than.. one line •of business. The major questions I that ne that need to be answered at this stage are what kind of business should be engageate is in formulating In level strategies, corporate - the co, should decide where It wants to be in 10-15 years. b) BUSINESS-LEVEL-STRATEGY. The appropriate question at t ness to unit level is, Hous should compete in industry ar business"? the t ) FUNCTIONAL-LEVEL-STRATEGY. These strategy are follow- ed by manager and supervisas ef se department ong The basic in thi cause of action is that each of the departm ent must help business to attain Its goal. 3/19 STRATEGY IMPLEMENTATION. HR functions can contribute to Strategic plans and actions of firm in fallouring ways:- Encouragement of pronctive cather reactive 2. Stinculation of critical thinking. 3. Productivity as an. HR based Stro 4. Quality and services are also HR based services. 5. Comm of goods employee of argn, to each STRATEGIC. EVALUTION. It helps in determine the extent to which the comp- are successful any's strategy and byective En attaining objectives. invalves in strategic evaluation are 1. Establishing performance tar- gets standards & tolerance mpits for the objectives limits 31 implementation plans. 2. Measuring the performance in clation to the targets. at a given time. 31. Execute modifications where necessary and feasible.. # HR POLICIES:- HR policies are continuing quidi- linis on the continuing of approach an argn intends to adopt ir mandging its peoples. The HR policies reршен ts specific guideliness such as suquritment, promation & competition. PURPOSE. L The establishment of palicies can help an demostrate both nd on extern Enternally and the etics ethics and y, that requirement for "training, as well as its commitments in relation to regulation and corporate governance of It's employees. Policies and procedures. serves a no. of purpose- 1. They provide cleats commn blw and their employees regardingent their condition of cnrployntent. They farm a basis for dreatira all Employees fairly & EQ10- 3.. they farm all the set of guideliness for supervisión And managers. 4. They create the basis for: developing the employer handtak 5. They farm Lovisar a context for supe and rientation prog. #HR PROGRAMME:- The HR programmes way mecessary skills & far managing is a gain the knocolidge human capi- tal. It offers a key comp etitive advantage for org 10.2 # DEVELOPING HR POLICIES & STRATEGIES. Aliging business & HR needs. The function is is frequently accused of falling to fully unde its business goals and strategie for achieving these goals, for those whose tand demand already unders of their It is easy to identify, where. the business has stron strong care competencies and where I business is weakest. the Developing your HR Strategy:- Deeper knowledge & understanding oron goal. of your or cart identify potential thilads & opportunities in the quantity & quality of HR required by your ORGANIZATIONAL PERFORMANCE, by which businets obj are managed. across goals 2 obj are down can org. HR needs to create and install. process that set outs performance, ebjectives of mot. staff. ORGANISATIONAL DESIGN AND STRUCTUFE. Orgm design. is the shape, size and structure of the argn ond to meet customer irud Decisions affecting Hic Nali.