How to Improve Employees Work-Life Balance Confer Benefits to the Organisation - Essay Example

DО HUMАN RЕSОURСЕ РОLIСIЕS DЕSIGNЕD TО IMРRОVЕ ЕMРLОYЕЕS’ WОRK-LIFЕ BАLАNСЕ СОNFЕR BЕNЕFITS TО THЕ ОRGАNISАTIОN? Name Course Tutor Date Introduction Every typical business firm tends to construct policies and procedures that would help them to carry out their functions. Most of these policies are designed to streamline human resource functions. The human resource department is solely responsible for maintaining employment matters concerning the organization’s philosophy in compliance with the regulations that are related to the labor employment. In its definition, human resource policies are guidelines with codified decisions that are designed to support organization managements to carry out administrative, resource planning, personnel and employee relation functions within an organization (Bayefsky, 2014; pp4). Human resource policies and procedures tend to vary from one organization to another because of the differences in environments that surrounds different firms. Therefore, when designing the policies to guide them in their functions, the managements of various firms examine the circumstances that surround their firm then they come up with policies they believe to be appropriate to promote the efficiency of the organization’s functions (Bayefsky, 2014; pp4). Establishment of healthy policies can be a game changer to the performance of the firm; this is because the policies help to iron out both internal and external issues that could derail the organization from functioning properly. Policies and procedures are required in a business firm because there is the presence of people in this firm. Nature dictates that where there are human beings, there must be rules that guide them to exhibit the standards of acceptable behavior (Banerjee & Perrucci, 2012; pp2). This is because every individual has their behavior, and these behaviors may affect other people around, therefore, having rules to ensure harmony in their relation could boost their cordial relationship (Bayefsky, 2014; pp4). One may have some doubts and question if the policies designed to improve the welfare of the workers in an organization can have some benefits to the organization? This paper argues that policies structured to boost the well-being of employees in their places of work also have tremendous benefits to the entire organization. Thus, the paper advocates that organization managements should be ready to set policies geared towards improving the life of their employees. Not only the employees will enjoy the benefits, but also, the firm would be able to reap fruits because of these policies. The only trick is that the managements should identify fair and genuine policies that indeed promote the welfare of their employees. Forms of human resource policies There are various forms of human resource policies; firms adopt some and leave others out. Some of the forms include; employee discipline policies, this form of policies focus on upholding discipline among the workers in an organization (Banerjee & Perrucci, 2012; pp2). They give a guideline to the workers on how they ought to carry out themselves when performing their duties. Discipline policies aims to maintain harmonious relations among the employees and even between the employees and the management team (Banerjee & Perrucci, 2012; pp12). Employee benefits policies are another form of policies most organization design. These are policies aimed to improve the well-being of the workers; in other words, such policies act as motivational policies to make the workers work to their full potential. Thirdly, we have recruitment HR policies; these policies aim to guide both the management and the job seekers on what procedures to be followed when carrying the exercise of recruitment. Work-place environment policies are another form of HR policies which aims to define the acceptable environment which the firm would be offering to it workers (Price & Novak, 2007; pp17). Employee appraisal and promotion policies are also another form of human resource policies that provides the rules and procedures that should be adhered to by the management when carrying out appraisal exercise and when promoting or demoting employees. HR policies that address the workers’ work-life balance touches on specific issues that affect the comfort of the employees at their places of work (Price & Novak, 2007; pp21). For example, policies that touches on specific issues that affect employees such as better remuneration, better work-place environment, workers’ leaves and offs, motivation and reward, medical care schemes, accommodation services and benefits packages can benefit both the employees and the organization (Bhuma, 2008; pp5). How employee-oriented policies can benefit both the employees and the organization Human resources policies that advocates for equal employment opportunities in ensuring fairness to the job applicants during the hiring process benefits both the parties. When fairness in job recruitment is upheld, a new finds their job of their dreams according to their qualifications (McConnell, 2005; pp11). A corrupt and discriminatory hiring team may hinder the qualified individuals from getting such jobs. On the other hand, when fairness policies are adhered to in the process of hiring, the organizations benefit by earning a good reputation through public comments and views about its integrity (Price & Novak, 2007; pp33). A fair organization gains a good name when the opinion of the public is positive (Bhuma, 2008; pp11). A good name is the same ad goodwill, which is an intangible asset a company can use to beat its competitors and get secure loans from the creditors (Banerjee & Perrucci, 2012; pp4). Moreover, when fairness is ensured in the process of recruitment of the new staff, the firm would obvious get qualified individuals who are fit for the work. This cannot be realized when the hiring team is biased and tribal, they would hire unqualified people just because of their selfish interests. Secondly, human resource policies that insist on consistency in taking care of the employees' interests benefit both the organization and the employees. Bhuma (2008; pp2) states that human resource department is required to handle the employment issues arising in the course of operation consistently. In other words, it means that the human resource department must not address a particular issue facing a particular employee differently from the way it handled the same issue with another employee in a different department. The rules should be fair and should be applied to all the employees equally (McConnell, 2005). The simple issue is that there must be consistency or uniformity in dealing with specific matters. Consistency in the in the whole systems would lead to workers’ satisfaction, and they would work even harder knowing well that their interests are well taken care of. However, inconsistencies in handling issues by the HR management would lead to employee dissatisfaction and reluctance hence, triggering workplace conflicts (Banerjee & Perrucci, 2012; pp6). Thus, when policies that assure consistency in handling workers' issues benefit them and benefit the organization by prevention of the workplace conflicts that would interrupt the normal functions and cause losses. Policies that insist on cordial relationships and interpersonal skills among the employees make the employees feel free with one another in the organization (Banerjee & Perrucci, 2012; pp6). Studies have revealed that employees who are stress-free are self-motivated and can always work to their full potential. Even if when the employees receive little salaries and wages, but they have peace of mind at their place of work, their productivity can still be high. When good relationships among the employees prevail, they will work as a team (Bayefsky, 2014; pp9). This way, they would be able to learn from one another and support each other hence, promoting personal development (McConnell, 2005). On the other hand, when peace and cordial relationship prevails due to favorable policies, the organization also benefit in turn since, work productivity would be high. Teamwork always leads to high productivity. The freedom the employees would enjoy amongst themselves and between them and the management staff would spur creativity; this would also boost the performance of the organization in general (Bayefsky, 2014; pp4). Policies touching on the disciplinary contacts of the employees such as work-place arrival and departure time, observation of work-place safety, absenteeism, honest, kindness, dressing mode and other office etiquette do not necessarily limit or restrict the employees. However, they also cultivate some professionalism and integrity among them (Banerjee & Perrucci, 2012). When the employees adhere to these disciplinary policies, they are molded to become responsible people who are employable. Incase the firm they are working for collapses such employees can easily find chances and cope up well in other organization (Price & Novak, 2007; pp17). Therefore, disciplinary policies are not meant to intimidate or enslave the workers, but they make them attain some other qualities that are generally acceptable in any other organization. When employees carry themselves professionally, the company would save a lot in terms of supervision costs, maintenance and repair costs and even save time wastage in resolving conflicts (Bhuma, 2008). Employee well-being based policies play a vital role in the analysis of the human resource practices and the overall organization practices. The best practices that emanates from the policies are encouraged and improved so that they can give birth to the culture of the organization (Bhuma, 2008; pp12). These best practices replicate and spread to other departments and even the subsidiaries of the company. Best practices that the policies can demand from employees include hospitality, teamwork, socializing, support, and many more (Price & Novak, 2007; pp21). These best practices expose the workers to many opportunities that they can use for their personal development. On the hand, when these best practices prevail in an organization, it will have a good reputation and its performance in terms of production and sales volume would be high. Finally, employee benefit based policies that insist on the inquiry, advice and good communication amongst the employees and between the departments benefit the workers as well as the organization (Banerjee & Perrucci, 2012; pp3). When the workers always seek advice, inquire and communicate to the top management on the issues that are affecting them in their tasks, they would learn fast hence, their productivity would improve (McConnell, 2005; pp45). Effective communication in any organization has many benefits to both the workers and the organization at large. First, it eliminates delays that may cause losses; it enhances coordination of the departments, saves urgent situations and reduces conflicts. Therefore, policies that advocates for free and frequent communication within the organization enhances harmony in the overall operation of the organization. Conclusion Formulation of Human resource policies is one of the management tools that enable the managers to drive organizations to prosperity. Various forms HR policies are available, but the management chooses the best that suits their organization. It means that business organization tend to have different policies because of their nature of their business and the prevailing environment (Banerjee & Perrucci, 2012; pp3). An organization that is big in size always adopts various forms of human resource policies. Policies that are meant for the benefit of the employees are many and these policies not only benefit these workers but in fact, the firms benefit a lot when they are implemented well. Sometimes, employees feel that policies enacted are meant to frustrate or intimidate them, but they benefit them indirectly. Business firms should ensure that they have credible policies that would guide them in their operation. However, the management has to be cautious in choosing the policies because some may backfire and harm the organization. Bibliographic references Banerjee, D, & Perrucci, C. (2012) “Employee Benefits and Policies: Do They Make a Difference for Work/Family Conflict?” Journal of Sociology & Social Welfare. 39, 3. pp. 131-147. Accessed 16 September 2014. Bayefsky, R. (2014). “Dignity as a Value in Agency Cost-Benefit Analysis." Yale Law Journal, 123, 6, pp1732-1782. Accessed 16 September 2014. Bhuma, A. (2008). “Importance of HR policies.” Accessed 16 September 2014. Retrieved from http://www.floraison.in/download/inflo/ImportanceofHRpolicies.pdf. McConnell, J. (2005). “How to develop essential HR policies and procedures," 1st Ed. New York; Amaco Div American management. Price, C & Novak, A. (2007). “MGMA HR Policies and procedures: Manual for medical practices.” Medical group management Association. Read More