session 2 -organization of personnel functions all

7/31/2019 Session 2 -Organization of Personnel Functions All

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Class Session 2 --- Principles & Policies

OutlineLine and Staff relationships

Difference between Policies & Principles

Policies--- Should we adopt them ???Benefits / Aims / Objectives ofPersonnel Policies

Personnel Department--- Its Organization -Responsibilities & Placein the Organization

Guidelines to formulate Policies ,Types of Policies, Matters to beincluded in Policy Formulation


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Line & Staff Relationships in OrganizationsRelationship which the managers in an organization deal

with one another are classified into two categories

Line and staff

Line Relationship - authority and responsibility

Receiving and giving instructions or orders.Important as one gets work done through people.

Staff Relationshipgiving and taking of advice


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Line Staff Relationships in Orgn

General Mgr

Mkt Mgr Fin Mgr HR MgrProd.Mgr

DyMgr

DyMgr

DyMgr

DyMgr

Officer

Sales

OfficerOfficer

Officer

Yellow StaffRelationship

Black Line Relationship

Asst

Officer

AsstAsst


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Organization of Personnel Department

1. Its concerned with the relationships of management to

employees2. Its concerned with the relationships of employees to employees

in all matter

3. Personnel department is staff department and has a structure

of line type

4. Organization of personnel function depends on the size,structure, range and depth of actions, needs, capacities, natureand location of organization.

5. The degree to which the organization takes personnel functionseriously

Scale of operations large a separate department is essential


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Organizational Structure Personnel Department


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Organizational Structure Personnel

Department


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Personnel Department


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Eg- Hospitals


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Eg-FMCG Colgate Palmolive

Levels of Management 3

HR Dept

Vice President HR

3 Managers ( Functional& General

Employees


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Responsibility of Personnel Specialist

Human Resource PlanningFormulation of Programmes & Procedures

Employee Health & Safety Programmes

Training and Development of Personnel

Wage & Salary AdministrationGood Labour Management RelationsGrievance handling

Employee Benefit Programmes

Personnel Research

Personnel Audit & Review Work


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Airport Authority of India

Functions of Personnel Department

Formulating policies & procedure

Manpower Planning

Training & Development

Recruitment & Promotion

Service Condition

Wage & Salary AdministrationPAS & Counseling

Formulation of various welfare schemes


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Indian Oil Corporation

Executive Dir HR

GM HR

DGM

HRDT&D


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HR/Personnel Dept Shoppers Stop

Officer HR

Asst Mgr

Corporate MgrHR

Training Analyst

TrainingManager

VP HR


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Mastek A mix of functional & Matrix

Organization3 Center Heads

Corporate HR Manger

Mastek Development Cell

PersonnelMgmt

OD Training Career Path


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Oberoi Hotels

Sr.VP HR

Director HR

Training Human Resource


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Principles

Principles are fundamental truths related to

management of Human Resource established byresearch, investigation and analysis, generally

applicable to all organizations.

Henri Fayolss 14 Principles of Management

Division of Work, Authority, Discipline ,Unity of

Command, Unity of direction, CentralizationOrder, Equity, Espirit De Corps ,Stability of

Personnel , Initiative , Remuneration, Individual

interest


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Personnel Policies

Personnel policies are statements of personalobjectives of an organization and provide abroad framework within which decisions on

personal matters can be made withoutreference to higher authorities.

They lay down the criteria for decisionmaking in the field of personnel management.


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Purpose of Principles

Principles act as a guide to the managers informulating policies, programmes,procedures and practices.

They help in solving various personnelproblems


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Difference --Policies & Principles

Policies Principles

It is a guide for managerialdecisions and actions

A guide for managers informulating

policies,programmes,procedur

es and practices

Vary from organization to

organization

Applicable to all

organizations since they are

universally true.

Policies must be stable. Are facts so they wouldremain facts only

Policies must reflect goals &

values of the organization

existing.

Principles do not reflect goals

and values of the organization


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Sh ld O i i


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Should Organizations

Adopt Policies ??Benefits / Aims / Objectives of Personnel Policies

Basic needs of both organization and employees taken care of.

Consistent treatment to all the employees

Stability & Security of work environment

Standard of Performance

Builds employee loyalty and motivation

Resolves Conflicts -- intrapersonal and interpersonal


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Identifying the need The areas where policy has to beformulated identified. Need for a new policy, revision, or anexisting policy is voiced by the staff and members of organization

Gathering Informationthru past & prevailing in industry ,knowledge and experienced gained from handling problems onday-to-day basis.

Examining Policy Alternatives- involving people who use thepolicy and live with the policies

Getting Approvalfrom the top management at right time.

Communicating the Policy - to staff through journals, in housemagazines, circulars, meeting, educational programmes etc

Evaluating the policyafter the policy is framed it should beevaluated after a certain time period


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Types of PoliciesJucius has identified 2 types

Functional or Organizationalpolicies which are grouped for

different categories of personnel

eg- for the mgmt dealing with planning, organizing & controlling etc.

Centralizedare planned for companies with several locations and are

formulated at the Head Office

Major Policypertain to overall objectives, procedures and controlwhich affect an organization as a whole. They are formulated by the

Board of Directors and framework is established within which majorexecutives for the remaining policies necessary to carry out the majorobjectives of an organization.

Minor Policy- cover relationships in a segment of and organization with

considerable emphasis on details and procedures.


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Types of Personnel Policies Originated Policies established formally by top

management Appealed Policies formulated on requests of subordinates

who want to know handle some situations.

Imposed Policies An organization accepts these policiesdue to external agencies like govt.,trade association .

Eg- Not to accept any one below the age of 14 according tothe factories act.

General Policies These policies do not relate to specificissues in particular

Specific Policies Policies relating to specific issue likestaffing compensation , collective bargaining etc

Written or Implicit Policies are inferred from behaviorof managers.


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Coverage of Policies

In most companies, policies are establishedregarding various functions of personnelmanagement which are as follows:-


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Coverage of Policies

3) Transfers and Promotions

a) Rationale for transfer

b) Seniority required for promotion

c) Relative weightage of seniority and merit inpromotion

Eg- Police constables are transferred tourban cities if they belong to some interiors of

Maharashtra


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Coverage of Policies5. Working Conditionsa) Working hoursb) Number and duration of rest intervalsc) Overtime workd) Shift worke) Safety rules and regulationsf) provision of transportation etc

Eg Tesco paid salaries on hourly basis and time taken off for teabreak was not included in total working hours. The companyreduced 15 minutes of wages from employees who were late bythree minutes. The company did not pay for the first 3 days of sickleave taken by employees and dismissed employees who took

many sick leavesEg A poultry unit of US does not let the employees use the freshroom

because its an assembly line structure. An employee would use thefreshroom when the reliever relieves him


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Coverage of Policies6. Industrial Relations

a) Handling of grievances

b) Recognition of Trade union

c) Suggestion Schemes

d) Discipline and Conduct rules- Punctuality,smoking and drinking

e) Workers participation through quality

circles, total quality management etc


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Nikes Principles

Minimizing impact on environment

There would be no discrimination based onrace, creed, gender and marital status or

maternity status age etc The manufacturer would not have children

employed below the age of 18 to produce

footwear.


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P &G s Principles We show respect for all individuals

We believe that all individuals can and want to contributeto their fullest potential

We value personal mastery

We believe it is the responsibility of all individuals tocontinually develop themselves and others

We seek to Be the Best

We strive to be the best in all areas of strategic

importance to the Company Innovation is a corner stone of Our Success

We place great value on big, new consumer innovations


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TESCOs Principle Lean Thinking is a way of working which increases value through the

elimination of waste. It has guided our supply chain thinking for over sixyears. Womack and Jones define waste as:

Errors, Overproduction, Waiting for people, equipment or materials, excess

stock, dissatisfied customers

.And suggest an approach to reducing waste..

Specifying value by defining the value a customer places on an good or service

Lining up all the value creating activities or a product along a value stream

which reduces the eight wastes

Making value flow smoothly through the pull of the customer in pursuit of

perfection


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E l


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EmployeesUnilever is committed to diversity in a working environment where thereis mutual trust and respect and where everyone feels responsible forthe performance and reputation of our company.

We will recruit, employ and promote employees on the sole basis of thequalifications and abilities needed for the work to be performed.

We are committed to safe and healthy working conditions for allemployees. We will not use any form of forced, compulsory or childlabour.

We are committed to working with employees to develop and enhanceeach individual's skills and capabilities.

We respect the dignity of the individual and the right of employees tofreedom of association.

We will maintain good communications with employees through

company based information and consultation procedures.


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Family friendly policies should live up and not existon paper

Men and women at all levels of companies in allstages of their career development and all stages oftheir life cycle are seeking flexibility to achieve abetter work life balance

Family friendly policies are one way to support andrecognize the changing needs of employees

SUMMARY

session 2 -organization of personnel functions all

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