HR Policy Assessment: Impact of Trends on HR Policy

This report provides an assessment of HR policies, emphasizing the importance of organizational context in policy development. The student analyzes the impact of organizational and social trends on HR policies, focusing on employee retention and succession planning. It discusses the significance of considering factors like job roles, work culture, and ethical considerations, such as the use of computing devices. The report also addresses the challenges of integrating new recruits, particularly those from diverse backgrounds, and highlights the importance of creating a supportive environment to foster employee retention and improve operational processes. References to relevant literature on strategic human resource management and knowledge management are included to support the arguments presented.

Running head: HR POLICY ASSESSMENT
HR POLICY ASSESSMENT
Name of the Student
Name of the University
Author note

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HR POLICY ASSESSMENT
Synthesizing general lessons about the importance of organizational context in formulating
HR policy
Organizational context have been the prime aspect that is considered by the HRs during
developing of the policies. It have been seen that the policies that are developed in the process
have been ensuring that the results that might be received by the organization are positive in
nature. In case the organizational concepts are not incorporated the objective of the organization
will not be established. The main role of the HR department is to analyze the requirement of the
employees. This section also ensures the fact that the policies that are to be framed by the HR
department will be taking into consideration the work culture that the organization wants to
accomplish. Despite the fact that the HR department needs to work on its own and work for the
employees of the organization, it can be observed that the HR departments are aligned with the
higher authority of the organization (Bratton and Gold 2017). It have also been seen that the HR
policies are framed as the nature of the job role. In case the job role is target based, then the
policy will be stating that meeting of the target acts important and in case the work process of the
job does not have any target, then providing quality service to the clients might be the main focus
of the policy. Hence wise it can be stated that there is a heavy influence in the policy framing by
the HR department regarding the policy framing process.
Extend the conversation into new but relevant areas
One of the most relevant aspect that can be considered important for continuing the discussion is
when there are certain unethical activities going on in the organization, there have been new
unethical issue that have taken place with regards to computing devices that are used by the
employees in the office. In these kind of cases the HR department again needs to alter the entire

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HR POLICY ASSESSMENT
HR policy and might start off with a new policy of Bring Your Own device migjht be one of the
policies that can be implemented (Morgeson, Brannick and Levine 2019).
Another assessment that can be considered in the HR Policy formation is that here have
been lot of new recruits being done. In case the new recruits are not local and are from different
part of the country, HR needs to frame a policy for the people who are new (Mezghani, Exposito
and Drira 2016). These are done for 2 factor, namely retention of the client and 2nd for making
the employee feel at home. In case proper interaction is made in the process, the main aspect that
is considered is that the retention process gets facilitated. Another major aspect that is to be
considered is the bind that is present in between the employees gets better. This also betters the
operational process in case proper retention of the experienced and skill labors are considered.
During concluding of the discussion, it can be stated that’s there will be a better business case
description process.

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HR POLICY ASSESSMENT
Reference
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Mezghani, E., Exposito, E. and Drira, K., 2016. A collaborative methodology for tacit
knowledge management: Application to scientific research. Future Generation Computer
Systems, 54, pp.450-455.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.