Policies & Corporate Strategy In Human Resource

Management

• Human resource policies are the formal rules and guidelines that

businesses put in place to hire, train, assess, and reward the members

of their workforce.

• All business analysts and employment lawyers will advise a new

business owner to get a policy down on paper.

Human Resource Policies

• In the 1980s, research conducted by the Organization and Strategic Information Service revealed that proper HR policies and procedures played a significant role in boosting the overall success of a business.

• Ronald L. Adler, a member of the Society for Human Resource Management Employment Committee recommends that:

• The HR policies and procedures of an organization should include employment and work policies, work schedules, guidelines on performance evaluations and information on remuneration and employee benefits.

Purpose Of HR Policies & Procedures

• Organizational Structure

• Legal Issues

• Supervision Guide

• Consistency

Purpose Of HR Policies & Procedures

• Strategic Development

• Compliance

• Workplace Policies

• Compensation

• Recruitment and Selection

Key HRM Policies & Procedures

• Mission• Conduct• Vacation and Sick Time• Compensation• Health Benefits• Retirement Packages• Other Policies

Employee Policies & Procedures

• Computer Usage Policy

• HR Policies In IBM

• HR Policies of TATA

Example of Policies

• The word ‘strategy’, deriving from the Greek noun strategus, meaning

‘commander in chief’, was first used in the English language in 1656.

The development and usage of the word suggests that it is composed

of stratos (army) and agein (to lead).

Strategic Human Resource Management

• By a strategic approach to HRM, we are referring to a managerial

process requiring human resource (HR) policies and practices to be

linked with the strategic objectives of the organization.

Strategic Human Resource Management

• A key mechanism for linking corporate strategy with employee output

is an HR management system that builds shared, collective

perceptions, attitudes and behaviors among employees.

• Says Paauwe, “HR practices can increase the value of an organization’s

human capital pool by directing employees towards corporate goals –

if those employees are willing to stay within the organization.”

Corporate Strategy with HRM

• Selecting highly skilled people

• Providing of utmost

• Use of little control

• Immense investment in people.

• Appraising performance for its run implication

• Utmost form on training.

Innovation & HR Strategy

• Enhanced understanding of HR implication of business strategy.

• Recruitment of talented people prior to their needs.

• Effective planning of assignments and other HR development action

including lateral movements to facilitates long-range broadening of

managerial perspective

Advantage