The universal statements that direct the flow of thoughts and actions while making decisions are called policies .They are also called ‘as a plan of action’.
HR policies are the group of organisational processes that look for establishing and maintaining employment relations.
The approaches that are adopted by the organisation to handle key features of HRM and to provide ongoing instruction on the application of these approaches are set out hy HR policies.
The values and philosophies of the organisation advocating the way people should be treated are identified by HR policies and also the principles based on which managers should act while hand HR issues are derived from these.
Characteristics of Good HRM Policies
There are several features of good HRM policies which are explained below:
1) Linked to Objectives:
It is necessary that the policies are able to link the goal of the organisation with the physical factors, employees and functions of the organisation.
2) Understandable :
It is important that the policies must be expressed in a language which is clear affirmative, and simple to understand
3)Precise:
The policies must recommend parameters and standards for future course of action and they should adequately cover every related element and aspect.
4)Flexible and Stable:
The HRM policies should be hath flexile as well as stable. It should be sufficiently flexible in order to keep adjusting the organisation according to the changing time and stable enough,so that the employees are confirmed that there would not be any major changes occurring instantaneously
5)Fact-Based :
The opportunistic decisions or the personal feelings should not form the base of HRM policies, but the formation of HRM policies should be based on facts and rational and thorough decision
6)Suitable Number:
The HRM policies should be in a suitable number, so that they do not become insignificant or create any confusion in the minds of the employees, and also include all the projected situations.
7)Impartial, Just, and Equitable:
The HRM policies should be equitable, just, and impartial to the insider along with the outsiders. For example, a policy of internal sources of recruitment may restrict the prospects of deserving candidates from outside the organisation, and a policy to recruit from outside the organisation only will restrict the chances of promotion of the internal employees.
8)Stimulate Self-Development:
HRM policies should shift to participative leadership style from authoritarian leadership style. In common parlance, it should be such that self-development is motivated at each and every level.
9)Reasonable:
It is necessary that HRM policies are reasonable and achievable. These policies should be governed by the responses and advice of those employees, who will be influenced by these policies, so as to get approval and commitment of employees.
10)Assessment:
In order to evade managerial stagnation or organisational complacency and keep adjusting with the changing time, it is necessary that the organisation conducts an assessment of HRM policies from time-to-time.
For example, if there is a modern thought which gives preference to workers' participation in management, then the HRM policy should be appropriately tuned with the latest trend which is accepted by a majority of workers.
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