Personnel Policies 2 (2)
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Transcript of Personnel Policies 2 (2)
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MEANING
POLICIESThe dictionary meaning of policy is a plan
of action!
Policies are plans red"ced to statements
or instr"ctions that direct organi#ation intheir decision ma$ing
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Personnel Policies
Personnel policy pro%ides g"idelines
for a &ide 'arity of employmentrelationship in the organi#ations
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These g"idelines identify theorgani#ations intensions( recr"itment(
selection( promotion( de%elopment(compensations and a road map for themanagers
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)E*INITION
+ritten statements of an organi#ation,sgoals and o-.ecti%es concerning mattersthat effect the people in the organi#ation
It is a plan of action
A statement of the intentions of themanagement to a general co"rse of action
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A policy is a general g"ide to actionA policy / may -e specific or general in its
instit"tiondeal &ith one or many( aspect of apro-lem
place limits &ithin &hich action is to -eta$enspecify the steps in ma$ing decision
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PE0SONAL POLICIES
Policies on salaries
Illness allowance
Other compensationsJob requirements
formal dress code
disciplinary procedures
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Health programmes
Pre employment physical e1amination2
Employees health ser%ice2
Job security
Granting lea%es on personal reasons4andling of employee,s error
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Some personnel policies
0em"neration policyIns"rance -enefits
Pension plansMedical ins"rance0ecr"itment policy
%acation and lea%e policyCas"al lea%e( medical lea%e( paid holiday
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AREAS HA SHO!"# $E I%&ORPORAE# I%PERSO%%E" PO"I&IES
Organisation
0esponsi-ilities
Staffing pattern( shift pattern
)epartmental f"nction
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5tilisation( care( maintenance ofe6"ipments
Patient admission( comm"nication anddischarge
N"rsing proced"res
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Handling of patient's clothing and(aluables
#ealing with (erbal or telephonic
orders of medical staff
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Handling and controlling of drugs
Isolation technique) communicabledisease
Pre(ention of hospital infection
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Safety
Public relations
Health education
Records and reports
!se of restraints
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ransfer of patients
Procedures against medical ad(ice anddeath of patients
*acation) transfer and emergencyrequest
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&HARA&ERISI&S O+ PERSO%%E"PO"I&IES
Policies are ro"tes to the administration
A policy is a standing plan that g"ides the
people for a long periodPolicies are -road in scope and fle1i-le
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Policies help to direct indi(idualbeha(iour) the organisations missionsand defines broad limits and desired
outcomes of commonly occurringsituations,
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Policies are restricti(e in nature)
because they define the boundary withinwhich decisions ought to be made,
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Policies are permissi(e
because the subordinates are allowedsome degree of freedom to e-erciseinitiati(e and discretion but withinlimits,
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7e form"lated &ith regards for theinterest of all parties( ie employer(employee 8indi%id"al9 gro"ps: p"-lic and
clientsConfirm to the go%ernment reg"lations7e &ritten and form"lated
7e for&ard loo$ing and for&ard planningfor contin"ing de%elopment
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It sho"ld -e defined(positi%e( clear and easily"nderstood
M"st -e reasona-ly sta-le-"t more rigid
It sho"ld -e periodicallyre%ie&ed( e%al"ated(assessed and re%ised
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M"st -e s"pplementary to o%erall policiesof organisation
Sho"ld recognise desire of many &or$ers*orm"lated &ith regard for interest ofall concern parties
Sho"ld -e the res"lt of a caref"l analysisof all a%aila-le facts
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.ust pro(ide two way communicationbetween management and employees,
.ust not only support themanagement but cooperation ofemployees,
Should be uniform throughout theorganisation,
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Specific
ConsistencyPermanency*le1i-le
+ith P"rpose0ecogni#e indi%id"al differences
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OR/I% A%# SO!RSES O+ PERSO%%A"PO"I&IES
Policies stem from a &ide %ariety of placesand people
They not created in a %ac""m( there aresome principal so"rces &hich determine acontent and the meaning of the policy
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The practices of an organi#ationThe attit"de( ideas( philosophy( of the
-oard of directions( top( middle( and lo&
management)ay to day practices of the employees
and identification of pro-lem( diffic"lties
etc
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Employees s"ggestions and complaints
State and National legislation
Change in the co"ntry economy
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The attit"des and social %al"es of la-o"r
The ethical points of %ie& and socialresponsi-ility of the organi#ation to&ardsthe p"-lic
The goal of the organi#ation
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AI.S O+ PERSO%A" PO"I&IES
To ena-le the an organi#ation to carry o"tthe main o-.ecti%es
To ens"re employees cooperation fortheir attainment
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To pro%ide an ade6"ate competent andtrained personnel for all le%els and typeof management
To protect the common interest of allparties and recogni#e the role of trade
"nions in the organi#ations
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To esta-lish the conditions for m"t"alconfidence and a%oid conf"sion andmis"nderstanding -et&een the management
and the &or$ers -y de%eloping s"ggestions(plan
To pro%ide sec"rity of employment to&or$ers so that they may not -e distri-"ted-y the "ncertainties of their f"t"re
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PO"I&IES
o enable organisation to
fulfil or carryout main ob0ecti(es,to de(elop a sincere sense of unity withenterprise and carry out their duties inmost willing and effecti(e manner,
o pro(ide an adequate) competent andtrained personnel,
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AIMS/ cont;;;
o protect common interest,
o pro(ide security of employment towor1ers,
o pro(ide an opportunity for growthwithin the organisation,
o create a sense of responsibility,
O$JE&I*ES O+ PERSO%%A"
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O$JE&I*ES O+ PERSO%%A"PO"I&IES
Ma1im"m indi%id"al de%elopment
Ma1im"m "se of h"man reso"rces
Good ind"strial relations
Indi%id"al satisfactions
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Protection of the &or$ers interest
Opport"nity
Moti%ation
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ESSE%IA"S O+ /OO# PERSO%%E"PO"I&2
It should be ta1en in to account theinterests of both employer andemployees,
It should be consistent with basico(erall policies of organisation,
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It should be complete in e(eryrespects,
It should be simple and precise,
It should be reasonably stable andpermanent,
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applicable to all members oforganisation,
It should be acceptable to employees
It should be fle-ible) ie) capable ofbeing ad0usted to changes inen(ironment
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It should be properly communicated
to those for whom it is intended,
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%EE# O+ PERSO%%%E" PO"I&IES
To ha%e a formal statement oncooperati%e thin$ing &hich &ill ser%e as ag"ideline for the action
To esta-lish consistency
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PERSO%A" PO"I&IES %EE# $E SPE&I+I&A""2&REAE# $E&A!SE O+ HE +O""O3I%/ REASO%S4
The -asic need and re6"irements of-oth an organi#ation and its employeesre6"ire deep tho"ght
Esta-lished policies ens"re consistenttreatment to all personnel thro"gho"t an
organi#ation
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Policies ser%e as standards or meas"ringyards for e%al"ating the performance
So"nd policies help to -"ild employeesenth"siasm and loyalty
Polices are control g"ides for delegateddecision ma$ing
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PRI%&IP"ES O+ PERSO%%E" PO"I&IES
Put the right man in the right place bya careful selection and placement
rain employee for the 0ob to done5 sothat they qualify for the better 0obs.a1e the organi6ation a coordinated
team through a proper administrationsof different departments and de(iations
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Supply the right tools and rightconditions of wor1/i(e security with opportunity) incenti(e)
recognition) in order that he may stic1to the 0ob,"oo1 ahead) plan ahead) fore more and
better things,
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ypes of policies
I.P"IE# PO"I&2
E7PRESSE# PO"I&2
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I.P"IE# PO"I&2
It is the policy neither &ritten nore1pressed %er-ally ha%e "s"ally
de%eloped o%er time and follo& aprecendent
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E7PRESSE# PO"I&2
these are specified %er-ally or in &riting
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= *"nctional gro"ping of policies
> Centrali#ed policies
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+unctional grouping of policies
*"nctional gro"ping of the policies are
those &hich are gro"ped for differentcategories of personnel
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eg2 for the management dealing &ith thepersonnel planning(organi#ing(controlling(for management concerned &ith the
f"nctions of proc"ring de%elopingAnd "tili#ing the manpo&er
C t li d li i
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Centrali#ed policies
The centrali#ed policies are formedfor companies &ith se%eral locations
.E&HA%IS. O+ PO"I&2
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.E&HA%IS. O+ PO"I&2+OR.!"AIO%
he first step is5
identification of pro-lem area orsit"ation in &hich the decisions of asimilar or repetititi%e nat"re are in%ol%ed
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st"dy the e1isting doc"ments( s"r%ey andcomm"nity practices( re%ie& the pre%ailingcondition in the organi#ation to collect
appropriate information and get theirs"ggestions and cooperation on personnelacti%ities
After a policy draft has -een prepared
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he second step5is to circ"late the copies( among all those
&ho may -e e1pected to operate itTheir constr"ction criticism and
s"ggestions are %al"a-leA second draft is then prepared and
finali#ed( and the policy statements aregi%e shape and prom"lgated thro"gh o"tthe organi#ation
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he third step is
"nderta$ing a periodic re%ie&(re%al"ation and the re%ision of the
policies
This is essential if organi#ed ? managerialstagnation are to -e a%oided
+OR.!"AIO% O+ PERSO%%E"
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+OR.!"AIO% O+ PERSO%%E"PO"I&IES
Identify the need,
/ather information
E-amine policy alternati(es,
/etting appro(al
E(aluating policy
HE SEPS %E&ESSAR2 I%
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HE SEPS %E&ESSAR2 I%#ESI/%I%/ HE PO"I&IES ARE4
Initiating the policy5nco%er of the facts -y the personnel
department0ecommending a policy to the top
management and eliciting the %ie&s of allconcerned
P"tting do&n a policy in &riting
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E1plaining and disc"ssing the proposedpolicy &ith mem-ers of the organi#ationAdopting and la"nching itComm"nicating it to employees at all le%elsInitiating follo& "p actions on it
E%al"ating it0estating and reform"lating policies
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A#*A%A/ES
4elps to gi%e employees a sense of sec"rityand indi%id"al &orth
Gi%es the employees pride and loyalty to theorgani#ation for &hich they &or$
Employees tend to gi%e good ser%ice andidentify themsel%es &ith the goals of theorgani#ation and they &ant to remain in theorgani#ation
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As g"ides to action( sa%e a great deal oftime of the administrator
A clearly &ritten policy sa%es the time ofthe employee as &ell
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A sense of security and indi(idualworth,
/i(es clear thin1ing,
Pride and loyalty to the organisation,
o produce better patient ser(ices,
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G"ides for orientation and training of ne&employees
Pro%ide contin"ity and sta-ility
Pro%ides "niformity and consistency oforganisation
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