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HRM Policies and Practices

Added on -2019-09-20

This article discusses the importance of HRM policies and practices in an organization. It covers the role of HR in shaping organizational structure and culture, corporate strategies, and employee interaction methods. It also talks about various legal issues and regulations that affect employee attitudes and performance.
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ABCHRM Policies and Practices
IntroductionAn organization has to balance both external & internal factors affecting it. At one stage it needsto serves its important clients, customers, shareholders, vendors etc & while, on the other hand, itneeds to make sure its employees have equal aspirations as business goals are designed.Therefore in order to create new strategies, policies & rules it needs to integrate individualaspirations into the one common business goals. It's imperative for the management to think thatemployees will hone their skills; in order to pursue career interests within the organisation willbe more responsible & accountable. For the employees, they would like to be associated with theorganizations through financial security, stability & fair conduct treatment within theorganization (Guest, 2011).Adaptability is the key hence the organizations need to foresee global challenges, prepare itself& devise a strategic planning to convert challenge into an opportunity. Some of the changes suchas technology, management, etc. still can be predicted & managed (Kane, 2000). But changesdue to the labor unrest, employees dis-satisfactions, attrition rates which can result in theunmanageable & unavoidable business losses. Human capital is the most important asset of thecompany. So to retain an efficient employee, motivate them effectively & create a balanceharmony organizations should continuously monitor & take accurate steps.It was noted that there was never a fixed measurement of the performance & the way a HR use tokeep a tab over the individual performance, It was always through the feedback, appreciations,complains an individual performance was judged & mapped. Therefore, as the organization1
grows, keeping a tab on an individual through word of mouth & verbally becomes difficult.Hence a proper documentation which includes proper procedures polices& process for anemployee to adhere becomes a benchmark to mark performances. For example if an employeejoins an organization the success of the employees is directly proportional to the induction,training, development, guidance in following rules, procedures &achieving a one organizationalgoals.In the past, HR was never an important part of the organization& it was included in theadministration department. All the hiring, training, induction, retention was done by theadministration or other staff of the employees. Now since the organization has evolved at aglobal level they have included HR as a separate & critical part of the organization. HR role &existence has played a vital role in shaping up the organization structure & making sure itreaches organizational goals keeping individual goals in consideration. HR role & functionalityincludes hiring, recruiting, induction, orientation, introduction, training, development, retention,formulating of policies, shaping up the procedure, performance appraisals, setting up goals,vision, mission , objectives, retention of employees, salary structures, negotiations, smoothtransitions, exiting out etc. all are important role of the HR in an organization (Ferner, 2010).It is observed, in an organization, it's difficult to retain talented employees. An organizationinvests time, money & energy in setting up a skill expertise of the employees & using their talentto achieve concrete results. Losing such employees is a cost incurred which becomesirreplaceable.Corporate strategies and the human resource management2
A strategy to achieve business goals is set only after an organization is able to define its vision,mission & objectives. Then it’s able to set up departments & define their roles once the strategyis established. The external factors operating outside the organizational also start operating suchas vendors, clients, suppliers, shareholders, customer etc. To understand in-depth we need tobifurcate such policies into two parts which is formulation & execution of the polices. Theformulation strategy includes, strategizing threats, opportunities, weakness and defining thescope of each policies. After the polices are formulated, the main task is to implement them &bring into the force. Strategizing or formulating a policy at initial stages is easy, but making surethat organization implements it needs to be monitored closely. All the pros, cons , positives ornegatives because of the policy needs to be well noted before its executed in the full wings.Sometimes, formulations or implementation of HR policies is not warranted at all. For example,if the HR policies are strict of discipline & integrity issues, then it should make sure it formulatespolicies & float such idea around the organization (Huselid, 2005). Once it’s implemented, itshould be made mandatory for employees to adhere it. If they don’t follow a well routine, thenthe policies should highlight the consequences of not adhering to it in the form of warning orverbal communications or may be deducting small amount of salary. . Through properformulation of policies& understanding the implication pats, HR is able to integrate & direct theforces to one organizational goals& objectives. Therefore, a Human Resource are able tovisualize long-term organizational strategies, vision, goals& integrates employees, staff,management towards the versatility & external forces of the organization.. The implementationpart foresees challenges & barriers before. Executing it full fledge. HR needs to consider macro& micro levels at which employees, staff, management, vendors, stakeholders, clients &customers can coexist in harmony. To keep it ongoing it needs to safeguard each individual3

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