Importance of HR Policy Development in Organizations

This article discusses the importance of HR policy development in organizations and its impact on employees and productivity. It includes personal experiences and insights on the topic. The article also highlights the significance of stakeholder inputs and the alignment of HR policies with the organization's mission and vision. The bibliography includes relevant sources on the subject.

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Part A
Based on my knowledge and experience, HR policy development is important as it helps
businesses acquire structure that maintains the overall productivity and profitability. Armstrong
and Taylor, 2014 (4) argue that line managers play a significant role in HR policy development
as they manage the operations and employees in an institution and they report to other managers
at higher ranks. I have witnessed those organizations that adopt clear HR policies run their
activities successfully. From my perspective and engagement with HR policies, it is clear that
they guide the management of human capital effectively. Developing HR policies is fundamental
at all levels considering various aspects such as operations, organizational size, as well as a
medium for communication (Snell, Morris and Bohlander, 2015 p.57).HR policies have guided
me towards improving value and attending my duties effectively at the workplace. Clearly, the
policies guarantee employees’ happiness and morale to work leading to a successful institution.
Also, a hidden potential is uncovered through policy development hence strengthening the
organizational relationships.
Upon the perspective of colleagues, HR policy development helps them make sound
decisions as well as actions that take place at the workplace. Therefore, colleagues communicate
effectively based on their activities and duties. Moreover, the HR policies guide them towards
setting rules for the managers and supervisors to eliminate unfair treatments. Also, the colleagues
have close working relationships towards policy development as they ensure control, structure,
reasonableness, fairness, and control in a working environment. HR policies ensure the
organization is in compliance with the law as well as ensure the employees are protected from
the pressures that prevail.

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Part B
I have been working for the Dodo Exclusive Shoes Company that is situated in South
Africa. The company is known for the recognition that they offer to the concerned human
resource department. The company is known for the generation of the various trends in order to
attract more clients. I have been employed at the Dodo Exclusive Shoes Company and on the
basis of my association with the organization, I state that the company has been operating in
accordance to the ethical factors and the other moral standards. The HR policies of the
organization is known to have been following the various rules and the other factors that are
related to the horizontal and the vertical alignment within the company (Sikora and Ferris, 2014
p.272). This is related to the factors that deal with the involvement of the employees as well as
the consideration of the client feedback on the products of the company. According to my own
experiences at the company, I might state that the company ensures the proper implementation of
the human resource strategies among the workforce of the concerned organization.
The organization in discussion further discusses the matters implementing the measures
that have been highlighted by the concerned stakeholders. This helps the organization to develop
the strategies and act according to them in order to put forth an improvement in the competitive
advantage of the company in discussion, Dodo Exclusive Shoes Company. The stakeholder
viewpoints and inputs also help in the matters that are related to the success of the company. My
association with Dodo Exclusive Shoes Company has taught me to pay heed to the inputs that are
provided by the stakeholders of the company, both internal and external.
The area of personal interest for me is the area of selection and the re1cruitment of the
potential employees of the organization. The recruitment procedures that are undertaken by the

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company are related to the searches and the employment of the potential candidate who might
help in the improvement of the overall operations of the company (Ahmad and Schroeder, 2012
p.545; Bamberger, Meshoulam and Biron, 2014 p.46). I personally feel that the human resource
policies within the organization should be in accordance to the mission and the vision of the
organization. This helps the organization to develop a workforce that I compatible with the
vision as well as the mission of the organization (Piotrowski and Armstrong, 2006 p.490). My
association with the company has helped me learn the fact that the proper employment of the
staff helps in the implementation of the proper policies that help in the improvement of the
competitive advantage of Dodo Exclusive Shoes Company.
I have personal biases about how HR policies such as those of recruitment and selection
based on their development and implementation. For instance, they may be associated with
shameful connotations to the colleagues who engage in policy development (. In such cases,
colleagues with a close relationship with policy developers may be blamed in case of prejudice,
stereotype, or discrimination. However, I assume that HR policy developers consider the nature
of an institution as well as its distinctive aims. Based on my experiences as an employee at Dodo
Exclusive Shoe Company, I can conclude that proper implementation of HR policies in an
institution ensures the happy employees are more productive. Finally, I assume that in a working
environment with appropriate HR policies, all employees focus on their jobs.

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Bibliography
Ahmad, S. and Schroeder, R.G., (2012). The importance of recruitment and selection process for
sustainability of total quality management. International Journal of Quality & Reliability
Management, 19(5), pp.540-550.
Armstrong, M. and Taylor, S., (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P.A., Biron, M. & Meshoulam, I. (2014) Human resource strategy: formulation,
implementation and impact, 2nd ed. London: Routledge.
Piotrowski, C. and Armstrong, T., (2006). Current recruitment and selection practices: A national
survey of Fortune 1000 firms. North American Journal of Psychology, 8(3), pp.489-496.
Sikora, D.M. and Ferris, G.R., (2014). Strategic human resource practice implementation: The
critical role of line management. Human Resource Management Review, 24(3), pp.271-281.
Snell, S., Morris, S. and Bohlander, G.W., (2015). Managing human resources. Nelson
Education.