Business Essays - Policies HR Managers

Policies HR Managers

Introduction

This assignment will verify formal, written HR policies including advantages and disadvantages of these, as they could cause bureaucracy, restrict versatility and discretion of both HR specialists and lines managers. Factors of HR plans importance and its functions will be also mentioned as of this work.

The structure of the review would be broken down into X different chapters which is the advantages which would add a brief description on the analysis then the literature review considering the value and involving of the HR functions in organisations, then would be the research methodologies chapter which would put together the available HR guidelines and functions in companies also the technique which the researcher have chosen to use and why, then could be the analysing of studies from the questionnaire and finally the advice to the outlines extracted from the reality data collected.

This research would contain mainly both principal and extra data. The principal data would be collected from a questionnaire done by the researcher so show what the factors are, which affects the value or not of HR procedures in organisations. Companies' managers which were researched participate in this role in a particular importance to provide our use companies who does have and practise HR policies and whose which does not have one.

This task will also discuss about profession development opportunities within organizations that stimulates individuals to keep learning throughout life or being produced by their organization. A variety of ways will be given at the secondary data as examples of individual development within their companies, which study provides an implication of the point of view that is their workplace's duty to offer individuals with extracurricular training or NVQ certificates to increase their horizons, even though requires a long time to occur. The primary data collected also will examine what a line manager expects using their company companies and exactly how often the individual development is given or not by their organizations.

Our aim in this research is to provide Benefits and drawbacks, benefits and drawbacks of HR regulations as well as justify if formal written HR plans are pointless and an discussion about job development as being a responsibility only for area of the employee's business.

Academic Literature

1 - HR Policies

According with Cole (1997) policy is an appearance of the business values and values regarding all the major functions of the enterprise. Regulations sates not what the organization wants to do but how the organization intends to attain its objectives. It really is a assertion of long-term targets to be performed and offer the moral or behavioural context of the business which intends to conduct its employee relationships.

Some illustrations (that can vary greatly from company to company) of Formal written HR guidelines material will be
  • Vacancies marketed within the organization;
  • Acts of almost any discrimination against intimacy, ethnic origin, epidermis colour, era and religion will be tolerate within the business;
  • Company will usually discuss in good trust with trade unions;
  • No organizational changes will be implemented without appointment with those directly damaged by them;
  • Every employee will hold the right to fair treatment in issues of self-control;
  • Pay rise will be following government rules and regulations, etc
  • Only once these guidelines of behaviour have been established you'll be able to develop strategies that are regular with them.

1. 1 Competitive Strategies

The eyesight of Johnson, Scholes and Whittington are that people - related issues are a central matter and responsibility of most professionals in organisations and are not confined to an expert human learning resource function. Furthermore the author state governments that formal HR systems and set ups may be vitally important in encouraging successful strategies, it is quite possible that they could hinder strategy if they are not tailored to the types of strategies being pursued. (Jonhson et all 2006).

In addition Johnson, Scholes and Whittington arranged an HR function to be able to enabling successful business strategies, a job of an Consultant should be performed to ensure issues of HR plans and their practices are in line with the best organizational practice.

The present publisher talk about the certainly of people's competences and tendencies are directly checked by formal HR plans and then so over the near future business ways of the deliver the success of the organization.

"Strategy is the path that has been chosen for a time frame and from a range of options to be able to attain business goals. It is helpful information to action and for that reason sets the scene within policies-including those staff resource (ER) guidelines relating to the training and development of people-can be arranged and put in place (Rosemary Harrison, 1998, p. 19).

1. 2 Determination of Line Managers and Specialist

To get a closer view about the real contribution and discretion of brand managers and specialist in HR policies the author Harrison (1998) make an important point on the necessity to obtain the determination of line management fellow workers by convincing them of the value of professional activity in staff and individual development and without the correct commitment the organization can't be full relevance and reach a direct effect of HR regulations and actions within employees.

In another words they have got the duty for communicating a specific eyesight about HR insurance policies trough people and improve performance and progress throughout the company, their function is to fully integrate people who have business.

As the Duncan Brown (2001) explains in his book that without extensive employee communications and involvement to set-up understanding and trust, without effective line and performance management then your written HR plans together with business goals that many organisations now have can never be delivered in practice.

1. 3 Bureaucracy

Meaning Duncan Dark brown (2001) ibid; the perfect solution is for successful business is never to give up the formal written HR procedures but to look at a more inclusive, worker and process-focused. The understanding for Duncan is a lot more communication and engagement that employee has with the business, the more the business enterprise will become effective.

In order to diminish bureaucracy one example is given according with Duncan Brown (2001) the business perspective needs to be rather than focusing on pay or benefits, the business needs to require an open partnership with employees and collection managers, somewhat than dealing with pay issues in a matter of magic formula services. The results tackle with evolution, regular and adaptative and incremental improvements.

Policies exist to provide members of the business with information. Information related to security of work and management intentions. Therefore without insurance policies employees will believe adherence to management precedent. Format strategies for devising an insurance plan is a job to be centralized in one person, who can not only stay faithful to the initial eye-sight, but can also ensure a single style and coherence in the drafting, no matter how many different suggestions and perspective are eventually accommodated (Derek et all 1995).

Formal written HR insurance policies according with teacher William Scott-Jacson (2005) will not encourage bureaucracy but feels that HR guidelines provides better the delivery of information, reduce recruitment timescales anticipated to process efficiencies, imply that new staff, adding value for the business, can be brought on board faster. The writer also proposes: use of consultancy services by users of the organization, creation of internal centres of HR superiority, improves Knowledge-management alternatives.

1. 4 Time frame Easily

Human Resources Management Regulations have a tendency to date easily for a number of reasons

From its classification, there's a presumption an organization's recruiting policies are designed specifically to match its work place. Used however, HR regulations are carried out within the framework of the wider system in which the organization operates. Therefore certain changes in the wider environment will enforce HR coverage changes. The origins and causes because of this may stem from political, social or economical factors.

To a big amount, regulatory frameworks (international, regional and national) will directly impact on what employer's responsibilities with their employees are as well as what sorts the basic style of HRM. In the UK, it is suggested that the election of Mrs. Thatcher in 1979 established the stage for market focused ideologies in workplace practices however the election of New Labour shifted the emphasis towards ˜cultural partnerships'.

This led to an alteration in the norms of worker/employer relationships (Salamon (2000) p. 57). For instance, the intro of rights to versatile working work culture in the 1990s. HR procedures have to assimilate these changes in employment standards set by each ruling party because they over trip any interior HRM wishes.

Regionally, the European Union regularly exercises its ˜electric power to enforce certain sociable rights and obligations regarding conditions of work for employees' (p. 217). Again, HR managers need to be proactive in looking at their policies regularly to avoid their HR procedures becoming outdated.

Similarly, HR procedures can become out dated when governments create management changes in their regulations. In the UK, the government unveiled the Equal Pay Function in 1970 and amended it in 1983 (ibid. p. ). The Employment Act of 1980 in addition has undergone series of amendments; the Act presented trade union protection under the law for specific employees.

In 1988, ˜protection under the law to recourse to work tribunals if discriminated against or disciplined by an workplace involving trade union rights' were added. Then in 1996 and 1998 extensions were made to consolidate ˜maternity protection under the law, redundancy, contracts of job and unfair dismissal and family friendly procedures such as unpaid parental leave' (ibid. p).

Also, the outcomes of discussions by trade teams and other pressure teams may affect employment practices. HRM plans have to include any changes to the machine or the business may face legal risk of none compliance

With value to monetary factors, the business enterprise environment is normally energetic. This engenders troubles to life span of what can be termed the best HR plans. Important issues like boosts and decreases in how big is an organization, upgrading of technical infrastructure or exterior marriage building may necessitate equivalent adjustments of HR insurance policies. . . Within the same vein, an corporation's HR regulations need to be much like those of its close competitors.

Competition to discover the best workers on the market means that HR professionals need to monitor changes in the career practices of the competitors. This might also be considered a reason for consistent HR policy amendments.

Essentially, Employment Legislation are at the mercy of constant changes. RECRUITING policies that were compliant within one group of employment regulations may become prohibited within new career rules. Thus HR regulations no subject how well they are crafted will become ineffective.

Additionally, continual examination of gaps in the ability of existing regulations to meet staff needs can be virtually and financially challenging. Considering the time and effort it takes to make effective decisions and the expense of disseminating outcomes to all or any associates of the organization

Therefore realistically, the use of in depth formal lines of HRM plans to administering sensible employment techniques often brakes down and requires constant attention.

1. 5 Flexibility

According with Stephen Taylor (2002) Versatility is something very positive in an life organization according to, an flexible corporation is able to deploy its people and utilize their talents more effectively than one that is not also the greater flexible an organization becomes, the better able it is to respond to and embrace change.

Clearly Stephen Taylor (2002) talks about "flexibility will cover a broad range of different regions of activity, but simply the author describes two standard headings: Cultural and structural flexibility.

The structural overall flexibility refers to the sort of the deal under which people work and the structures of the organization. In case the organization is structurally inflexible could be characterized as one that employs people on a single basic set of terms and conditions, is composed where people must fit themselves and is managed via a traditional hierarchical framework.

A flexible corporation, deploys people where and when they may be needed using an variety of contractual plans, and desires its visitors to work in a variety of different role as and when required. It really is easier in organizations where they HR procedures are more adaptable to quickly respond to changes.

Flexibility

The notion of flexibility was as old as the business but as the time handed down there are changes and advancements occurs in it. So now a day's it becomes the need of the businesses and even for the individuals to live in this world. Every business and person have to flexible to it's own survival because if the business enterprise or the people aren't versatile so them they will not compete in the market So more recently flexibilities cannot work without the HR system. Pursuing examples tend to be beneficial to understand versatility work
  • Late approaching LSC students allowed to type in the class which is a flexible way
  • LSC allows to visit for prayer to the Muslims students during the school, is a flexibility
  • Some securities companies works Four days on Four times off it's a versatility of work.
  • Igor Ansoff (1960) he provided the idea that the flexibilities have many interpretation, companies need to be flexible in the inner and exterior ways.
  • Olmsted and Smith (1989:Vlli, 1997)Flexibility is a means "to draw in and retain good employees in a labour market that is progressively are more competitive.
  • Boyer's (1987) commented that flexibility is " a multiform and especially ambiguous generic term.
  • Different creators have different theories but most of them as they understand the overall flexibility more, they tried out to clear it more, time to time. Today we divided the versatility in various types to comprehend it more clearly.
  • Internal Flexibility relates to the in sourcing changes of employees, employees duties, versatile working-time etc.
  • External Flexibility is out sourcing like employing employees through recruiting firms for brief- time employments, or make a brief term contract or fixed length contract minus the long term or regular foundation contract is named external versatility.
  • Functional flexibility is like a multi skills, job rotation, team work in a similar form and it assist in to every worker that he move form one job to some other.
  • Numerical flexibility can be involved more various size and the task force
  • Temporary contracts
  • Agency work
  • Labour pool
  • Part-time(insecure)
  • Outsourcing
  • Freelance
  • Temporal flexibility
  • Shift work
  • Rostering
  • Annualised work
  • Part-time(secure)
  • Sabbatical leave
  • Variable working pattern
  • Compressed worksheet
  • Ad hoc Flexibility
  • Paid overtime
  • Unpaid overtime
  • Lay-offs
  • Redundancy
  • Casual work
  • Restricted HR Policy

It's the thing in which an institution stop for you do one thing is named restriction and it's a wholesome thing to perform any business

Few example to understand it's more plainly if in a business an accountant said suddenly I want to go for sales or HR director said I want to be employed by cleaners etc so these are totally wrong because they are not hiring for which they demand to can say for certain and they said there is no flexibility in the business so it's not good. That's why company have to create job a descriptions for employee and restrict them what their job requirements. And such types of check and balance is good to working an organizations.

So now we know that personnel limitation are healthy to implement the business enterprise and make a willpower in the business.

2 Career Development

2. 1- Competitive Advantage

The vital path to achieve competitive advantage entails "capital investment in new production techniques and products, an increasing knowledge bottom part, and a more highly skilled workforce(Hendry, 1994, p. 98).

According by Harrison (1998) significantly lower investment in employees is not the right fuel for development and development of the business, the lack of sufficient investment in education and training for skills will not encourage people on the jobs or encourage them to aim company success. The results for this lack of investment in specific development will constitute in a significant barrier to the greater flexible labour market necessary to competitive benefit.

Another factor raised by Harrison (1998) is a belief of the writer that short training provide a large coverage of issues concerned with management problems, this provides you with a widening point of view and understanding. The appealing future culture of organisations is made for employees to continue to learning at work and also to continue their education outside just work at their own charge.

According to the Japanese organizations can be given as example, because continuous development as well as a high degree of basic education and encouragement to learn will help employees to deal easily with any changes that arise inside of the corporation plus improve efficiency.

Advantages of HR policies

Human source (HR) plans in organization may take put in place discrimination by changing employers' behaviours. HR plans can raise employee's rights awareness and help them to find remedies for discrimination at work i. e. time discrimination, disability, colour discrimination, national

origin and contest discrimination, religious discrimination, erotic discrimination. If the procedures are in written form it can help to employer to enhance the communication with employees, clarify the expectation and application. It will help in creating the desire culture for the organization and minimizing risk.

HR Policies helps to employees to build the professional frame of mind at work and provides a guide to employees about the equal occupations (EEO). This plan protects the employee against different arrays of discrimination. Similar employment opportunities drive back any shielded category harassment and also guide to the task to report the company about any discrimination or harassment. HR regulations also limit the employee never to use medication and alcohol during working time.

An HR insurance policy helps prevent sac and termination due to labour work rights. HR policies specify the overall flexibility of work according with their need i. e. regular, part time, and short-term, on contract. On the bases of these classifications it defined the huge benefits i. e. leave of lack maternity leave, ill leave, career break, bonus, etc

An HR insurance policy also provides the opportunities of in-service training will helps to employees to grow professionally and personally to built and develop their existing skill. Based on the policy the utilization of phone and internet is restricted limited to office use only. Employees are not allowed to use these company resources for personal use. It can help the employees to concentrate on work during working time.

Disadvantages of HR policies

The main downside of written HR procedures is the fact that HR experts say that written guidelines are a necessity and a must and legal representatives of occupation think they are simply dangerous and can be used against someone regarding a lawsuit.

The only thing that's true for companies is change if plans are written they have to be updated to be able to adapt to the changes. Because of this organizations have to make revisions to HR guidelines very often but they need to be careful when they would like to update their policies because what may apply for one individual at onetime may be generalized by others in the company and that may become issues.

Changes in HR insurance policies can impact every person in the business, and that includes the owner too. Once a change is made it ought to be communicated to everyone and that is also a drawback because many people could not see it if it is not done properly. So companies could release it in bulletin planks, send an email to all or any employees and owner, call everyone for a meeting, etc.

Sometimes when plans are written they are not very flexible which is an issue sometimes for simple things that could wrap up with getting caught up due to a simple coverage.

Advantages of HR policies

Clearly written well toned policies will improve marketing communications with employees, future targets, and provide guide to software. These are all critical indicators in creating an appealing culture for a business and reducing legal risk. It is very important for business to use and keep maintaining the human tool policies in their each day operations.

Human resource regulations will be the formal rules and suggestions that businesses devote place to work with, teach, assess, and encourage the members of the employees. These procedures are planned as worker manual or large postings. These procedures also help eliminate any misunderstandings between employees and employers about their rights and obligations available environment. ((Dessler G. 2004)

High performance work practise aligned with strategy would reduce labour turnover, increase production and increase financial performance. (Huselid M. 1995)

HR policies can boost employee's rights understanding and help them to find remedies for discrimination at work i. e. time discrimination, disability, colour discrimination, national source and contest discrimination, spiritual discrimination, sexual discrimination. In case the policies are in written form it will help to employer to enhance the communication with employees, clarify the expectation and request. It can help in creating the desire culture for the organization and lessening legal risk. (Dessler G. 2004)

HR Policies helps to employees to build the professional attitude at work and give helpful information to employees about the similar employment opportunities. This policy helps to protect the employee against different arrays of discrimination. Identical employment opportunities drive back any safeguarded category harassment and also guide to the procedure to report the business about any discrimination or harassment. HR procedures also restrict the employee never to use drug, alcohol and smoking during working hours inside the business premises.

An HR insurance plan prevents sac and termination anticipated to labour work privileges. HR policies specify the flexibility of work corresponding to their need i. e. regular, part time, and momentary, on contract. On the bases of these classifications it identified the benefits i. e. leave of absence maternity leave, sick and tired leave, career break in the action, extra, personal leaves (bereavement, voting, session etc.

Health and safeness legislation and rules protect the employees from risk of workplace and it improve the performance of employees and company by minimizing the cost from the incident, disabilities, absenteeism, or health problems. (Bratton et al 2001)

An HR policy also supplies the opportunities of in-service training will really helps to emplyees to increase professionally and professionally to built and deveop their existing skill. It also restrict the personal use of telephone/fax and internet. Employess aren't permitted to use these company resources for personal use. It can help the empolyees to concentrtate on work during working time.

These policies also related to performance evaluations, salary increases and performance improvement can help employees to develop their job and prospective future. Alternatively termination regulations are wise to have that the business can terminate career with or with no warning or reason.

These procedures help if company develop bigger and use enough people, so these regulations will be easy to manage and can save management time that can be allocated to other business activities i. e. Company development & development, competitive research, marketing promotions, etc. And written policies will eliminates some of the risk of employees saying different things. HR policies make common sense to company and employees to be aware of company expectations and effective work to minimize risk. (Mathis et al 2006)

Conclusion

After a plenty of data compiled from most important and supplementary data we come to a conclusion that Policies tailored with business prices and goals offered within an written way will truly support and strengthen the company's key goals, but those Formal, written HR insurance policies needs to meet the persona and the culture of the workforce together with Lines managers to provide the correct subject matter in order to the organization achieve success and become distinctive of others.

Initial insights of writers assume that organizational changes involved in an approach that HR plans seeks to respond to companies and individual needs, based on this declaration we can point that Hr insurance policies are essential, whether formal or informal, written or unwritten. Main point is that they will produce a variety of advantages of the organisations, as well as promote changes in a gentle way, as they are monitored and announced by the collection professionals or specialist into deliver and bargain the company rules.

Reference

Bratton J. , Silver J. , ˜Human being Source of information Management theory and practise' 2003, 3rd edition Palgrave Macmillan, NY USA, chap 4 & 5

Dessler G. , People Resource Management 10th Edition, Pearson/Prentice Hall USA (2004) chap 1-3

Huselid M. 1995, ˜The impact of People Resource Management techniques on turnover, production, and commercial financial performance', Academy of management journals, USA, vol: 38, No: 3, Page: 635 to 672

Mathis L. R. , Jackson H. J. (2006), ˜Human being Source of information Management' 11th release, Thomson South Western USA, full book

Bibliography

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