Personnel policies are predetermined details related to the aims and objectives of an institution and they specify the intentions related to the employees, provide base for the fulfillment of personnel objectives and guide them. According to Richard. P. Carlton, “Personnel policies guide the actions to be taken.” They provide general standards or the foundations on which decisions are taken. Their genesis lies in the values, philosophy, attitudes and principles of the organization.
Specialities or Characteristics of an
Ideal Personnel Policy 2016
1. Simplicity – personnel policy should be so simple that even a lesser educated employee can understand it easily.
2. Impartial – a personnel policy should not be framed as per the benefit of any particular employee but in accordance to general welfare. It should follow the principlenof impartiality in total.
3. Fulfilling the aim – personnel policy should have
the quality of aim fulfillment. An aimless policy has no importance.
4. Flexible – a personal policy should have the quality of flexibility i.e. it should have the quality that it can be changed as per the time and conditions.
5.Clarity – the personal policy should be totally
clear. It should have no hidden agenda since an unclear policy gives birth to doubts which is not a healthy sign for any institution.
6.Cordial – a personal policy should be such in
which a friendly environment is developed between the employer and workers and between management and employees.
7.Generate self confidence–an ideal personnel
policy develops the feeling of pride and self respect. This quality is essential for every personnel policy.
8. Feeling of safety – a personal policy should be
such that it should fill the employees with a feeling of security because the more the employee feels secure the more the willingness to work hard for the institution.
The Aims of Personnel Policy
Keith and Gobellini have described the following three aims of personnel policies –
1.Maximum personalized growth – according
to this aim the personnel policy should aim at maximum personalized growth of employees so that the healthy feeling generated amongst them can be used to motivate them for working towards the strengthening and prosperity of the organization. By adopting the aim of maximum personalized growth efficient and able employees can be prepared.
2.Maximum use of human resources – it is
possible to make the employees more work efficient by making their maximum personalized growth possible. This is directly related to effective use of human resources because work efficient employees are capable of efficiently fulfilling the aim and objective of the organization.
Therefor a.necessary aim of policy formation is maximum use of human resources.
3.Establishment of cordial relations between
the employer and the employees – for fulfilling the first two aims in an organization it is necessary to develop good relations between the employer and the workers so that a mutual feeling of co-ordination and confidence can be developed. Thus the aim of policy formation is to create good relation between employer and employees.
Besides the above three aims of personnel policy
described by Keith and Gobellini the following aims can also be there
1.Development of feeling of mutual co-operation.
2.Establishment of good relations between
management and workers.
3.Provide work security to workers.
4.To give financial and non- financial rewards to the workers.
5.Constant acquisition of able workers.
6.Development of feeling of self pride in the workers.
7.Provide to the workers opportunities of growth.
8.Provide a base for personnel activities etc.
