Rationale for the Need of Human Resource Management Policies

This report provides a comprehensive analysis of the rationale behind human resource management (HRM) policies. It emphasizes the importance of policies such as dress codes, codes of conduct, employee benefits, and training programs in fostering a positive and productive work environment. The report highlights how these policies contribute to employee satisfaction, safety, and security, ultimately leading to increased organizational efficiency and profitability. It also explores relevant employment laws, such as the Family and Medical Leave Act of 1993, and discusses landmark cases like Griggs v. Duke Power Co. (1971), which established precedents for the need for clear HRM policy manuals. The research paper underscores the significance of HRM in addressing employee needs and ensuring a comfortable and inclusive workplace, supporting its arguments with references to scholarly sources.

Running head: RATIONALE FOR THE NEED OF HUMAN RESOURCE MANAGEMENT
Rationale for the need of human resource management
Name of the Student
Name of the University
Author Note

1RATIONALE FOR THE NEED OF HUMAN RESOURCE MANAGEMENT
Abstract
The working of a business firm requires the adherence to several important human resource
policies. Among them, the three most significant policies are observed to be the code of conduct,
a minimum basic salary package and training to the employees. All of these human resource
policies aim to make the employees comfortable in their place of work. The objective of any
organization is to attain a higher margin of profit. This is guaranteed by the efficient work that is
done by the employees. The paper concludes with how each of the three mentioned human
resource policies aim to improve the standard of working of the employees working within a
business firm.

2RATIONALE FOR THE NEED OF HUMAN RESOURCE MANAGEMENT
Introduction
Human resource constitute one of the most important units within any business
organization (Noe et al., 2017). A business firm involves the work of many different factors of
production out of which the employees and the management make up the human factor of such a
firm. In this regard, it is essential that the different requirements of such individuals are taken in
to consideration. The human resource team exist in order to ensure that such desires and needs of
the employees are addressed in a way that leads to the satisfaction of the employees. This
research paper tries to understand the varying elements which needs to be incorporated in to the
policy guideline manual of the human resource (Chelladurai & Kerwin, 2018). Furthermore, the
paper also analyzes the laws and principles which would compel a business firm to follow such
policy guidelines. In this regard, certain cases which have led to the need and establishment of
such a policy manual has also been referred to in the course of the research paper. The paper
concludes with the need of human resource policies in order to maintain and guarantee to the
employees and employers both an environment of the comfort within the work place.
Need of Human resource policies
The human resource policies that have been identified in the section of annotated
bibliography are those of maintain the dress code within the work place and ensuring a proper
code of conduct (DeCenzo, Robbins & Verhulst, 2016). Furthermore, the human resource team
needs to ensure that certain benefits to the employees are provided to them so that they will be
motivated to work. Moreover, there is also the need for the provision of an efficient training
program which addresses all the problems and issues that can be faced by an employee within
the organization.

3RATIONALE FOR THE NEED OF HUMAN RESOURCE MANAGEMENT
In this respect, it can be seen that there is an imminent need for all of the policies that
have been mentioned. With regards to the maintenance of the dress code, it has been opined by
Hecklau et al. (2016), that dress code provides a sense of uniformity to the employees. Within
the work place, wearing the same kind of dress ensures that no one feels higher or lower in
comparison to each other. Moreover, according to Berman et al. (2019), dress code also leads to
the maintenance of harmonious relationship among the employees. They do not feel
discriminated against.
Code of conduct is one of the primary requirements within an organization in the twenty
first century. In the words of Brewster et al. (2016), code of conduct is essential as it provides a
formal sense of responsibility to the employees. For the employers also, as argued by Stone &
Deadrick (2015), code of conduct has been made mandatory as they have to fulfill their sense of
corporate social responsibility.
It is the need of all employees to feel safe and secure in their place of work. This,
according to Bratton & Gold (2017), can be provided to the employees by providing them with
certain additional benefits, providing the necessary digital technology to them to increase their
work efficiency and to ensure that they have security of tenure. However, as argued by Cascio
(2015), safety and security is the most important requirement of any employee working within an
organization.
The provision of training is significant in the aspect of effective functioning of a
business. Training provides the employees with the necessary information and knowledge of
how to perfect their activities. According to Collings, Wood & Szamosi (2018), this can be in the
form of psychological training. Training can also be provided in the management of the behavior
of the employees. However, as argued by Wilton (2016), the most important field where an

4RATIONALE FOR THE NEED OF HUMAN RESOURCE MANAGEMENT
employee requires training is how to function in an efficient manner so as to increase the level of
production.
Laws which mandates the adherence to human resource policies within an
organization in the United States of America
Before the dawn of the twenty first century, the human resource team existed within a
business organization in the form of an ethical guideline. In other words, the main focus of a
human resource manager was to ensure that the employees do not have any major conflict with
the managers of the firm (Guest, 2017). In this regard, there was no formal institution of any
laws or mandates. However, with the emergence of the modern society which emphasized a lot
on the maintenance of the human rights and freedom, several laws emerged which made it
necessary on the part of the human rights to ensure that the employees are not mistreated in their
place of work.
One of the laws which was passed in the United States of America with regard to the
human resource management was the Family and Medical Leave Act of 1993. This was made
necessary for the employees where they were granted a leave up to twelve weeks within a period
of twelve month. Such leaves would be unpaid in nature but at least the employees would be able
to retain their jobs (Albrecht et al., 2015). This Act is applicable to those organizations which
employ more than fifty employees.
Such laws have made it compulsory on the part of the human resource manager to ensure
that the rights and freedom of the employees within that particular business firm is upheld by the
people. In this regard, the mandates compels the human resource management team to follow
certain important laws and policies in the context of the employees. All of such policies within
the United States of America such as the leave policy, the equal wage act and the maintenance of

5RATIONALE FOR THE NEED OF HUMAN RESOURCE MANAGEMENT
the working condition all have been initiated for such a purpose. The main reason for doing so is
the changes that have brought about in the contemporary world which necessitates a more
inclusive and employee friendly environment within the work place.
Cases that have established precedent for the issue of a need for a human
resource policy manual
Certain cases have led to the evolution of the need for a human resource policy frame
work within the working of the different business firms of the United States of America. One of
such cases was the Griggs v Duke Power Co. (1971). In this case, Griggs was an employee of the
firm named Duke Power Co. The case was mainly instituted against the issue of the employment
of Negro laborers within an American business firm. In the organization, Griggs faced a lot of
discrimination from his immediate supervisors and the managers of the firm. Several criteria
were given in order to judge the capability of an employee which did not, in reality, measure the
intelligence level or the performance level of the Negro laborers. Griggs felt disgruntled and
decided to instigate a legal case against the organization he was working for. The case was
booked under the violation of the Civil Rights Act of 1964 where by it was seen that a clause of
703 a) prohibited the employees to discriminate against the people who work in an organization.
Such discrimination cannot be done on the grounds of race, religion, color or the place of origin
of the individuals (Jamali, El Dirani & Harwood, 2015). However, on the other hand clause 703
(h) provides that there is no formal law that prevents an employer to develop or formulate certain
tests where the ability or performance capability of an employee can be judged. However, it was
found out that in the case of Duke Power Co. the Negro employees were not given are chance or
opportunity for a fir and transparent promotion or transfer.

6RATIONALE FOR THE NEED OF HUMAN RESOURCE MANAGEMENT
Thus, the case of Griggs v Duke Power Co. (1971) was one of the many cases which
made it essential for a business organization to have a formal policy manual which can be
referred to in the case of discrepancy. In the contemporary world order, such a policy manual is
usually placed in the hands of the human resource management team. The members of this
department are required to ensure that the different employees of the firm, belonging to varying
cultural back ground, have access to a proper grievance system where by their agitations are
taken in to consideration. Furthermore, the human resource manager have the job and
responsibility of instituting a policy manual so that such grievances situation do not occur in the
first place. In this regard, it can be seen that the research paper makes a point for the formulation
of a proper dress code, code of conduct, the benefits that are provided to the employees and the
training opportunities.
Rationale of the research paper: Importance of the policies of the Human
Resource
The main aim of this research paper is to show the significance and importance of the
element of human resource within the working of a business organization. A business
organization employs many different laborers for the process of production (Nankervis et al.,
2016). The managers of such a business firm have the main intention of earning a high level of
profit margin. This profit margin, in turn, is dependent on the sales volume that is the number of
units generated by the firm which is sold to the target population. In this regard, the work done
by the employees within the firm becomes important as they are the ones who contribute to the
level of production. If the employees work hard and in a dedicated manner, then chances are they
would be able to contribute a higher percent to the productivity of the organization which in turn,

7RATIONALE FOR THE NEED OF HUMAN RESOURCE MANAGEMENT
would lead to a higher margin of profit for the managers. The employees are paid salary and
wages in lieu of the work that is done by them.
However, in the contemporary world, it has been revealed that the employees are
desirous of many other kinds of benefits than a simple salary package. The employees want to
work in a comfortable and safe working condition where they can enhance their skills and
contribute more to their tasks. Furthermore, for all the hard work done by them, the employees
want to be recognized by the organization they work in. Such recognition from the supervisors is
essential when the time for appraisal or promotion comes. All of these policies are meant to
imbibe an atmosphere of safety and security among the employees who work within a
organization (Snell, Bohlander & Morris, 2015). There are various ways to induce such security
measures, one among which is the giving of benefits to the employees. If they feel appreciated
within their place of work, then the can feel secured in the firm. The main purpose of such a
human resource is to work for the welfare of the employees themselves.

8RATIONALE FOR THE NEED OF HUMAN RESOURCE MANAGEMENT
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