Closely tied to employment law, human resource policies addresses how to dictate certain matters in the workplace with a formal set of rules and procedures. It also deals with employee rights and duties (Armstrong, 2014). HR policies are important for any organization to first manage their employees and second to avoid non-compliance and fines imposed from the governments (Eaton, 1990). These policies set a foundation for how people should be treated, set a procedure for hiring and firing, and other procedures related to human resource management.
Overall human resource policy represents the stand the organization takes with regard to how people should be treated within the organization. The policy covers the overall organizational value with regard to equity, consideration, organizational learning, performance through people, quality of working life and working conditions (Lussier & Hendon, 2013). The policy covers most of the organizational beliefs like work hours, staffing policy, appointment types, age limit, terms of reference, recruitment, selection procedure, no objection clearance, orientation and induction, learning and development, performance management, compensation and benefits, salary revision, allowances and social security benefits disciplinary and grievance, conflict of interest and so many others.
Specific human resource policy deals with a specific issue or topic within the organization. They don’t include overall topics like in the overall human resource policy but rather a very specific topic that’s significant to the organization. These policies are easily reported upon necessity as they deal only with specific issues. These policies are very comprehensive compared to overall human resource policy. An example of this from the real working experience is that the organization that I work with also have Gender and Equity Policy as specific human resource policy aside overall human resource policy they have. The policy is important for the organization to uplift the female community and maintain a balance between male and female workforce within the organization.
References
Armstrong, M. (2014). Armstrong’s Handbook Of Human Resource Management Practice, 13th Edition. Kogan Page Limited.
Eaton, J. (1990). Human Resource Management And Business Policy. Human Resource Management Journal , 1 (2), 60-68. dx.doi.org/10.1111/j.1748-8583.199...
Lussier, R., & Hendon, J. (2013). Human resource management . Thousand Oaks: SAGE Publications.
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Closely tied to employment law, human resource policies addresses how to dictate certain matters in the workplace with a formal set of rules and procedures. It also deals with employee rights and duties (Armstrong, 2014). HR policies are important for any organization to first manage their employees and second to avoid non-compliance and fines imposed from the governments (Eaton, 1990). These policies set a foundation for how people should be treated, set a procedure for hiring and firing, and other procedures related to human resource management.
Overall human resource policy represents the stand the organization takes with regard to how people should be treated within the organization. The policy covers the overall organizational value with regard to equity, consideration, organizational learning, performance through people, quality of working life and working conditions (Lussier & Hendon, 2013). The policy covers most of the organizational beliefs like work hours, staffing policy, appointment types, age limit, terms of reference, recruitment, selection procedure, no objection clearance, orientation and induction, learning and development, performance management, compensation and benefits, salary revision, allowances and social security benefits disciplinary and grievance, conflict of interest and so many others.
Specific human resource policy deals with a specific issue or topic within the organization. They don’t include overall topics like in the overall human resource policy but rather a very specific topic that’s significant to the organization. These policies are easily reported upon necessity as they deal only with specific issues. These policies are very comprehensive compared to overall human resource policy. An example of this from the real working experience is that the organization that I work with also have Gender and Equity Policy as specific human resource policy aside overall human resource policy they have. The policy is important for the organization to uplift the female community and maintain a balance between male and female workforce within the organization.
References
Armstrong, M. (2014). Armstrong’s Handbook Of Human Resource Management Practice, 13th Edition. Kogan Page Limited.
Eaton, J. (1990). Human Resource Management And Business Policy. Human Resource Management Journal , 1 (2), 60-68. dx.doi.org/10.1111/j.1748-8583.199...
Lussier, R., & Hendon, J. (2013). Human resource management . Thousand Oaks: SAGE Publications.