A Key to HR Policies & Procedures

Employees, as well as the management (who are employees too), are made up of different mindsets, personalities, attitudes, and hence it is essential to understand that the HR Policies and Procedures adopted will not have the same desired effect on all employees.

While its employees remain the central character, its management also has an equally important role to play in driving its policies in their daily work-life.

Hence, HR policies should be crafted such that they take into consideration how the management would actually work them out. What challenges they may face in the implementation of the policies have to be discussed, redesigned if necessary to make them effective.

Studies related to HR Policies and procedures have shown that there is a correlation between how the policies are implemented and how it drives employee performance and behavior which have a positive effect on the organization’s bottom line.

Employees interact daily with their management, especially mid-management and hence it is important that policies be seen from this perspective when designed. How employees perceive a policy, its utility and effectiveness in their work life are to be gauged through careful consideration and engagement.

The management when strategizing the work structure has to bear in mind that in a heterogeneous workforce, the implementation may not have the desired effect if done in a blanketed manner. Not one size fits all here too. Strategic HR policies and the satisfaction level of the management can be gauged through their involvement level and using feedback.

How effective they have been, what should be changed, what is difficult to implement, etc should be factored in the feedback.  

Is it possible to consult management when strategizing HR policies or choosing a framework to implement them?

Creating Values is a management Consultancy that can provide you with valuable guidance as they have been focusing on these practices in their business for some time now.