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HR Policies and ProgrammeTypes of HR PoliciesFeatures of sound HR Policy
Coverage of HR PolicyFormulation of HR PolicyRoles of an HR Manager in Policy FormulationWhat is a Strategy?Why SHRM?
HRM and Competitive AdvantageSHRM processSHRM Model
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HR POLICIES AND PROGRAMMES Policies are general statements that guide
thinking and action in decision-making Policies are implemented by procedures A procedure is a well thought out course of
action A programme is comprehensive plan covering a
large territory Programmes help in translating procedures into
concrete action Prorgrammes are complex sets of goals,
procedures, rules, steps to be taken, resources tobe employed and other elements necessary tocarry out a given course of action
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TYPES OF HR POLICES Originated policies
Appealed policies
Imposed policies
General policies
Specific policies
Written or implied policies
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CHARACTERISTICS OF A SOUND HR
POLICY Related to objectives
Easy to understand
Precise Stable as well as flexible
Based on facts
Appropriate number Just, fair and equitable
Reasonable
Review
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COVERAGE OF PERSONNEL
POLICIES
Social responsibility
Employment policies
Promotion polices
Development policies
Relations polices
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FORMULATION OF PERSONNEL
POLICIES
Policy formulation and implementation
involves the following steps: Identifying the need
Collecting data
Specifying alternatives Communicating the policy
Evaluating the policy
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ROLE S OF AN HR MANAGER IN
FORMULATION OF HR POLICIESPERSONAL
ROLE
WELFARE ROLE CLERICAL
ROLE
LEGAL ROLE
A advisory role A organizational A time keeping A grievancehandling
B planning role B managingservices
B salary admn. B disputesredressal
C Trg. & Dev.role
C groupdynamics
C HR records C discipline
D appraisal role D WPIM
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WHAT IS A STRATEGY? Strategy is a long-term plan A critical factor that affects Firm Performance A factor that contributes to Competitive
Advantage in markets Having a long-term focus Plans that involve the top executives and/or
board of directors of the firm A general framework that provides a
perspective for selecting specific policies andprocedures
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WHAT IS SHRM? Strategic human resource management meansformulating and executing HR systems, HRpolicies and activities that produce the
employee competencies and behaviours thecompany needs to achieve its strategic aims
SHRM is the pattern of planned humanresource developments and activities intendedto enable an organization to achieve its goals
SHRM tries to integrate all HR programmesand policies with the overall corporate strategy
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WHY SHRM? People can make or break an organization Product/Service is delivered by people.
Low quality HR leads to low qualitycustomer service.
In the 21st century effective knowledgemanagement translates into competitive
advantage and profits. Knowledge comes from a firms people.
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SHRM Critical CompetenciesHRs success as true strategic business partner
dependent on five specific competencies: Strategic contribution - development of strategy
Business knowledge - understanding nuts and
bolts of organization Personal credibility - measurable value
demonstrated in programs and policies
HR delivery - serving internal customers
through effective and efficient programs HR technology - using technology to improve
organizations management of people
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HRM AND COMPETITIVE
ADVANTAGE
Competitive advantage refers to the ability
of an organization to formulate strategies toexploit rewarding opportunities, therebymaximize its ROI
In order to enjoy competitive advantage, thefirm should be a cost-leader, deliveringvalue for money and it must have acommitted and competent workforce
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Strategies in multiple business
unitsCorporateStrategy
B usiness1Strategy
Business2Strategy
Business 3Strategy
FunctionalStrategy
FunctionalStrategy
FunctionalStrategy
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THE STRATEGIC MANAGEMENT
PROCESS
Define theBusiness,DevelopMission
Statements
EstablishStrategic
Goals
Generate,Evaluate,
And SelectStrategies
ImplementStrategiesManagemen
t and HRissues
MeasureAnd
EvaluatePerformance
PerformExternalAudit
PerformInternalAudit
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Model of Strategic HRM
CorporateStrategy
EXTERNALENVIORNMENTCompetitionGovt. PolicyTechnologyMarket Trends
BusinessStrategy
INTERNAL
ENVIRONMENTCultureStructurePoliciesSkillsPast Strategy
PlansregulatingEmployme
nt
HR STRATEGYHR planningJob DesignWork system
HRIS
Procurement
DevelopmentPerform
ancemanage
mentCompensationLabourrelations
OUTCOMESIncreased
PerformanceCustomer
SatisfactionEmployeeSatisfactionEnhanced
ShareHolder value
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THANK YOU