Human Resource Policies and Plans - Example

HUMAN RESOURCE POLICIES AND PLANS Student Name: Student P number: Module: Module code: Submission deadline: Table of Contents Executive summary…………………………………………………………………………………………………………………………………3 Introduction…………………………………………………………………………………………………………………………………………….3 Table of Contents 2 Organization ethical values vary from one organization to another. They are characterized principally by the manners and values that preside over an organization environment. In all-purposes, business ethical values are a group of guiding ideologies that encourage organization staff members to make resolutions based on the organization’s avowed ways of life and attitudes toward organizational practices within its diligence. A Human resource manager must clearly state the plan on the policy to be effected by each section of an organization. The plan for these policies creation of a clear Organization’ culture, the mode of conveying organizational values, creation of an ethical work place, fair treatment, and how organization will deal with unethical business values (Ortigas, 1997). 10 Organization Culture 10 Conveying organizational Values 10 Creation of an Ethical Workplace 11 Fair Treatment 11 Dealing with Unethical organizational Values 11 Executive summary Organization managers are disreputable for their deficiency in human resource planning and policy progression. But, this is not the way to handle organization issues. Consuming time to strategize a Human Resource policy can lessen the general amount of time spent in working out a human resource management circumstance. The availability of Human resource policies and plans for administrators to follow aids organizations retain stability in working out employee tribulations as they come to pass. Ultimately, being proactive in policy development can lead to an effective organization. This report begins by introducing the subject of the research. Then an outline of the key issues employers may take to develop Human Resource policies and plans specifically in the field of corporate social responsibility, sustainability and ethical values. Finally, in the last section I draw some recommendations and a conclusion. Introduction Human resource management is the essential part of all managerial roles. It includes functions such as planning for employing, choosing, developing, rewarding, and capitalizing on the potential of human resources in an organization. Often employers perform the Human Resource Management in a different way. This is characterized by poor policy planning particularly in the field of organization ethical values, corporate social responsibility, and sustainability. Being ethical and socially responsible is not just the right thing for an organization to do: it is a critical factor for business success while ensuring its sustainability. It is the building block in the success of an organization (Joshi, 2011). One of the key problems organizations have with Human Resource Management is that; most of their staff members are not committed to implementation of Human Resource policies. It is at top an addition to an existing staff member’s responsibility and can be split between several staff members such as an office administrator and first-line managers. It is at all times rare for organization managers to hold formal planning of the Human Resource Management policies. Lack of Human resource plans and policies in the field of ethics and corporate social responsibility is the leading cause of failure for most businesses. No doubt, in most organizations, there is often diminutive planning for future ethical and sustainability policies. But, should it be this way? By means of a proactive effort, Human Resource Management duties can be rationalized and planned so that all staff members who handle these duties are conscious of company policies and plans concerning organization ethics, values, and corporate social responsibility (Grieves, 2003). Definitions Human Resource Management Human Resource Management refers to the role within an organization that basis on recruitment of new employees, management, and directs the organization’s staff members (Foot & Hook, 2011). Organization It is a unit that has a joint goal and is connected to an outside environment (Mathis & Jackson 2010). Management It is the organization and controlling of activities within a venture in accordance with specific defined policies and in realization of objectives (Werner, Schuler, & Jackson, 2012).. Organization sustainability It is an organization’s approach that drives long-term company expansion and effectiveness by mandating the insertion social concerns in the organization model (Winstanley & Woodall, 1999). Employee A person hired to offer services to an organization on a standard basis in exchange for payment (Foot & Hook, 2011). Business Ethics Business ethics refers to the acknowledged set of moral values and organization codes of conduct (Armstrong, 2011). Organization goal An objective set out by an organization to be achieved by a specific period of time (Berman, 2006). Organization plan This is a formal statement of a set of organization objectives believed to be achievable, and the map for accomplishment of those goals (Werner, Schuler, & Jackson, 2012). Corporate social responsibility Corporate Social Responsibility is the ongoing dedication by an organization to behave morally and contribute to cost-effective progression while humanizing the value of life of employees and their family units as well as the society at large (Boxall & Purcell, 2011). Methodology in preparing a Human Resource Management Policy The current rapid pace of business requires organizations must have flexible and self directed staff members. Employee maintenance is fundamental in support of remaining competitive. Strategizing a Human Resource policy can eradicate the unnecessary efforts. A Human Resource policy aids management in getting an apparent picture of what to be expecting from the organization and its staff members. It builds up bench marks for setting organization goals, and crafts vision for employees. There are seven key stages for a manager to following the process of developing any Human Resource Strategy (Armstrong, 2011). First and foremost, a human resource manager has to analyse the business policy and make a decision on what essential forces affect the organization. This is particularly about how the policy affects employees in contribution to organization success or failure. Secondly, a mission statement has to be developed specifying what employees are expected to accomplish. The next step is to perform an in-depth analysis of organization strengths and weaknesses. A human resource manager has to generate a list of opportunities along with that of threats to an organization caused by employee’s strengths and weaknesses. In the process of identifying each opportunity, one should create a detail of how to realize it. Discovery of threats should be followed by a plan for elimination (Berman, 2006). Fourth step is o create an analysis of the organization, its culture, people and the organization system to be followed. About culture, focuses on how employees view the organization and how duties are conducted. It further engrosses evaluation of the business policy identified in step one. This is on whether there is sufficient base to achieve the policy. Organization focuses on the structure while analysis of people involves ensuring staff members have the know how to meet the organization goal (Foot & Hook, 2011). Organization’s system involves issues related to planning, control, promotion and management information systems. Fifth step is to analyse essential people concerns. This identifies weaknesses in Human Resource Management specifically in planning of policies. Foe each weakness recognized, a plan to eliminate it should be addressed. These issues directly impact the ability of an organization to remain competitive. Sixth step is to develop a Human Resource action where each issue identified in step five should be outstandingly noted. Targets for realizing all goals should be laid down (Boxall & Purcell, 2011). Finally, all steps above should be pulled together to identify the organization’s Human Resource policy. This involves the execution of the action map and eventually an assessment of the action plan. These seven steps form the basis for accomplishment of any human resource policy. Key issues in Preparing Policies and Plans in the field of ethics Corporate ethics is a form of professional moral principles that examine moral tribulations that arise in an organization environment. Ethics apply to all characteristics of business manner and is pertinent to the conduct of organization staff members. It also encircles the conduct of an entire organization. In brief, organization ethics is the appliance of a proper code of conduct to the planning and management of an organization. In this sense, ethics basically encompasses each staff member’s moral standards in the framework of the political and cultural atmosphere in which an organization is functioning (Mathis & Jackson 2010). High-quality business ethics has to be an element of every organization goal. To some Human resource managers, focus is making money. That is their essential idea in an organization. However, this idea is not wrong in itself; the approach in which some organizations carry out themselves brings up the subject of ethical behavior. Many organizations have got a awful reputation just by being unethical (Jackson, Schuler & Werner 2009). It is vital to develop a clear strategy in planning and preparing the policies in the field of organization ethics. There are three significant areas of concern in an organization’s ethics namely; the role of organization to the society, the role of each organization entity is expected to face in the formulation and implementation of the ethical policy, and role of individual staff members (Caroselli, 2003). The initial issue to consider in strategizing organization’s ethical policies is first placed in the macro level. At the macro level, the key issue focuses on the role of an organization in the society. This involves the organization’s governance model in the sense of a moral and dependable way. It entails the code of conduct by which organization activities are carried or allowed to be conducted. Performance of these activities are usually regulated by organization policies developed by the Human Resource Department. These activities define the behavior of the whole organization and its effect to the society. Organization code of conduct is always under the watch of national and international set of laws. It is essential for every organization to adhere to high quality ethical behavior. The higher the organization’s code of conduct the higher the reputation it gains. Interpretation of the organization policy is the second key issue to consider in planning of business ethical issues. While organization entities in hypothesis are unswervingly influenced by individual ethics and morality, in practice there is always a gap between the manners within the work atmosphere and its outer surface. In this, I would argue that it is one of the foremost factors leading to suspicion of an organization, where severance of possession and management is utmost, and so open to misuse. Hence, it is extremely essential to plan on the implementation of ethical policies by each organization entity (Mathis & Jackson, 2010). At individual staff member level it essential to clearly state what every employee is expected to conduct as per organization’s code of conduct. Every organization entity is directly affected by the staff member’s moral and ethical stance. Therefore, to ensure adherence of the policy, there must be a clear code of conduct for each staff member. For an organization to be successful in meeting its major goal there must be a policy on the organizational ethics. The issues outlined above are the key to the planning and development of policies related to organization ethics. An organization which clearly formulates and implements the above issues are at the best position perform well (Ortigas, 1997). Planning Human Resource Policies in the field of organization Ethical Values Organization ethical values vary from one organization to another. They are characterized principally by the manners and values that preside over an organization environment. In all-purposes, business ethical values are a group of guiding ideologies that encourage organization staff members to make resolutions based on the organization’s avowed ways of life and attitudes toward organizational practices within its diligence. A Human resource manager must clearly state the plan on the policy to be effected by each section of an organization. The plan for these policies creation of a clear Organization’ culture, the mode of conveying organizational values, creation of an ethical work place, fair treatment, and how organization will deal with unethical business values (Ortigas, 1997). Organization Culture Human Resource manager should comprehensibly define the essential organizational culture. Organizational culture communicates the core values of an organization, its beliefs and the favored approaches to dealing with common and uncommon organization situations. Staff members with a rigid grasp of organization’s values will make the most suitable preferences when in front of an organization predicament (Pride, Hughes & Kapoor, (2012). Conveying organizational Values After creation of the organization culture, Human resource managers follow by defining ethical organization behavior in the employee’s workplaces. This is by explaining to all staff members on how one’s behavior and action affects the organization’s overall mission. For example, expressing the association between courteous workplace relationships and achieving of organization goal. This policy approach aids employees comprehend the connection between ethical organization behavior and its accomplishment of the set goal (Pride, Hughes & Kapoor, (2012). Creation of an Ethical Workplace In organization dealings, it is vital for human resource mangers to describe the ethical organizational values. This is done by outlining clear models of moral and immoral conduct as it applies to them. This can be accomplished by role-playing occasions such as client interactions (Werner, Schuler, & Jackson, 2012). Fair Treatment In planning the Human resource policies for ethical organization values, employers have to define ethical values by outlining what the organization regards as fair and just handling of employees and clients. This involves benevolence among co-workers and also in the direction of the customers, readiness to give back to the society and self management to avoid circumstances where unethical conducts could happen. In this sense, when employees comprehend how an organization defines ethical values, they become more probable to conform to the organization’s ethical policies (Sims, 2003). Dealing with Unethical organizational Values A key issue for human resource managers to strategize and plan for is how the organization will deal with unethical behavior in the organization. Justly defining organizational ethical values in a workplace atmosphere engrosses following patterns of ethical behavior and reasonable treatment. This starts from administration and trickling down to other staff members. When an organization clearly defines this, it will be in the best position to meet its mission and also the set out goal (Torrington, Hall, Taylor & Torrington, 2005). A good plan for these policies implies that an organization performs well internally and to the society at large. This creates a fantastic reputation of the company resulting into good performance levels. Key issues in Preparing Policies in corporate social responsibility and Sustainability When organizations are universal, an imperative challenge in earning success is to value other cultures and personnel atmospheres. Identify these distinctions with a high Corporate Social Responsibility preparation that can concurrently enhance shareholder significance and boost employee commitment (Winstanley & Woodall, 1999). Corporate Social Responsibility is a type of corporate identity regulation incorporated into an organization mold. It operates as self regulating method whereby an organization keeps an eye and ensures its lively conformity with the spirit of ethical principles. The purpose of Corporate Social Responsibility is to cuddle accountability for the organization's dealings and promote a positive impact. This is through its actions on the environment, customers, human resources, society and stakeholders (Werner, Schuler, & Jackson, 2012). Human Resource managers play an essential responsibility in ensuring that an organization adopts Corporate Social Responsibility curriculums. In addition, Human Resource managers can handle the Corporate Social Responsibility plan execution and supervise its implementation actively. Organizations are more and more concerned with both sustainability and corporate social responsibility. A Human Resource manager’s duty is exclusively placed to support in creating and implementing a sustainability policy (Werner, Schuler, & Jackson, 2012). Sustainability refers to the capability to convene the needs of the current without compromising the aptitude of upcoming generations to gather their requirements. An organization which is has focused on sustainability is characterized by concurrently contributing to economic, social and environmental remuneration. Organizations have to look at sustainability as an increasingly vital point to creation of share holder value and make employees good organization citizens (Winstanley & Woodall, 1999). Human resource managers should formulate and realize social objectives while also harmonizing these goals with customary and monetary presentation metrics. They should play an essential role in ensuring that staff members implement the policy constantly across the organization. The key issues in planning for corporate social responsibility and sustainability include; -Encouraging staff members through guidance and compensation. - Designing an organization’s Human Resource Management system to mirror fairness, and well-being. This ensures organization health and sustainability of both employees and peripheral communities. -Accentuating employment safety to circumvent commotion for staff members, their families and society at large. Recommendation Human Resource mangers should evaluate all the core human resource duties relating to achievement of business goals. He or she should ensure that a clear set of organization ethical values are defined and fully implemented. In addition, human resource manager should bring into line all features of organization’s human resource infrastructure to sustain the modes of working sustainably. All the way through implementation, the Human Resource manager has to employ use of metrics associated tool to sustain capacity of Human Resource sustainability. In this general, the research recommends that there should be a Human Resource manager approach that involves the adoption of an iterative methodology for implanting organization ethical values, corporate social responsibility and sustainability values. Through this process of planning the policies involved, an organization will be in a good position to meet its specified goal and also mission accomplishment. Conclusion Dealing with employees and the community is always a nightmarish for most human resource managers. However, once an organization plans a clear policy the issue can be easily worked out. It therefore, vital for managers to clearly identify the organization policies and ensure that they are implemented as per the organization’s requirements. References ARMSTRONG, M. (2011). Armstrong's handbook of strategic human resource management. London [u.a.], Kogan Page. BERMAN, E. M. (2006). Human resource management in public service: paradoxes, processes, and problems. Thousand Oaks, Calif, SAGE Publications. BOXALL, P. F., & PURCELL, J. (2011). Strategy and human resource management. Basingstoke, Palgrave Macmillan CAROSELLI, M. (2003). 50 activities for promoting ethics within the organization. Amherst, Mass, HRD FOOT, M., & HOOK, C. (2011). Introducing human resource management. Harlow [etc.], Financial Times/Prentice Hall. GRIEVES, J. (2003). Strategic human resource development. 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WINSTANLEY, D., & WOODALL, J. (1999). Ethical issues in contemporary human resource management. New York, St. Martin's Press. Read More