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Anthem Press - Mike Fazey

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264 pages

English

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Framework and guidelines for effective HR policy function

‘Human Resource Policy’ describes how policies anchor HR practice and connect HR to organisational strategy. It reaffirms the importance of policy and the need for practitioners to possess skills in the research, development, writing and implementation of HR policies. The book also examines 16 important policy areas and discusses the various policy options that might apply, depending on the organisation’s nature, the legal framework that applies to it and its strategic needs.

Preface; Part 1 – Policy Concepts; 1. Introduction to HR Policy; 2. Contextual Factors Influencing Policy; 3. Policy and Strategy; 4. Policy and Culture; 5. Policy and Risk Management; 6. Policy, Creativity and Innovation; 7. Policy and Ethics; 8. Policy, Sustainability and Social Responsibility; Part 2 – Policy Processes; 9. Policy Needs Identification; 10. Policy Development; 11. Policy Implementation; 12. Policy Review; 13. Managing Policy Issues; Part 3 – Policy Applications; 14. Codes of Conduct; 15. Dress Codes; 16. Discipline Policy; 17. Grievance and Dispute Resolution Policy; 18. Attendance Management Policy; 19. Leave Management Policy; 20. Performance Management Policy; 21. Remuneration and Rewards Policy; 22. Equity and Diversity Policy; 23. Workplace Flexibility Policy; 24. Staffing Policy; 25. Learning and Development Policy; 26. Succession Management Policy; 27. Work Health, Safety and Well-Being Policy; 28. Employee Privacy Policy; 29. Social Media Policy; Index.

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Management

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Publié par	Anthem Press
Date de parution	11 février 2020
Nombre de lectures	0
EAN13	9781785272387
Langue	English

Informations légales : prix de location à la page 0,0125€. Cette information est donnée uniquement à titre indicatif conformément à la législation en vigueur.

Extrait

Human Resource Policy
Human Resource Policy
Connecting Strategy with Real-World Practice
Mike Fazey
Anthem Press
An imprint of Wimbledon Publishing Company
www.anthempress.com
This edition first published in UK and USA 2020
by ANTHEM PRESS
75–76 Blackfriars Road, London SE1 8HA, UK
or PO Box 9779, London SW19 7ZG, UK
and
244 Madison Ave #116, New York, NY 10016, USA
Copyright © Mike Fazey 2020
The author asserts the moral right to be identified as the author of this work.
All rights reserved. Without limiting the rights under copyright reserved above, no part of this publication may be reproduced, stored or introduced into a retrieval system, or transmitted, in any form or by any means (electronic, mechanical, photocopying, recording or otherwise), without the prior written permission of both the copyright owner and the above publisher of this book.
British Library Cataloguing-in-Publication Data
A catalogue record for this book is available from the British Library.
ISBN-13: 978-1-78527-235-6 (Hbk)
ISBN-10: 1-78527-235-7 (Hbk)
ISBN-13: 978-1-78527-236-3 (Pbk)
ISBN-10: 1-78527-236-5 (Pbk)
This title is also available as an e-book.
CONTENTS
List of Figures
List of Tables
Preface
Part I Policy concepts
1. Introduction to HR policy
2. Contextual factors influencing policy
3. Policy and strategy
4. Policy and organisational culture
5. Policy and risk management
6. Policy, creativity and innovation
7. Policy and ethics
8. Policy, sustainability and social responsibility
Part II Policy processes
9. Policy needs identification
10. Policy development
11. Policy implementation
12. Policy review
13. Managing policy issues
Part III Policy applications
14. Codes of conduct
15. Dress codes
16. Discipline policy
17. Grievance and dispute resolution policy
18. Attendance management policy
19. Leave management policy
20. Performance management policy
21. Remuneration and rewards policy
22. Equity and diversity policy
23. Workplace flexibility policy
24. Staffing policy
25. Learning and development policy
26. Succession management policy
27. Employee safety, health and well-being policy
28. Employee privacy policy
29. Social media policy
Index
FIGURES
1.1 HR policy connections
1.2 Good and bad policy
2.1 Contextual factors influencing policy
2.2 Government policy areas impacting on HR policy
2.3 Hofstede’s cultural dimensions
3.1 Competitive challenges for contemporary companies
3.2 Business strategy drivers
3.3 Multidimensional organisational measurement methods
3.4 Relationship of policy to strategy
3.5 An example of how policies combine to facilitate strategy
4.1 Soft and hard HR policy objectives
4.2 Dimensions of intellectual capital
5.1 Typical risk management process
5.2 Categories of HR risk
6.1 Evolution of new ideas in organisations
6.2 Factors affecting organisational creativity and innovation
7.1 Dimensions of HR ethics
7.2 Ethical stances and decision-making options
7.3 Components of organisational justice
8.1 Evolution of HRM
8.2 Levels of corporate–social interaction
8.3 CSR in HR – levels of focus
8.4 Relationship between employee interests and social outcomes
9.1 The policy cycle
9.2 Policy needs inputs model
9.3 Consultation methodologies
10.1 Policy shaping
11.1 Steps in the policy implementation process
11.2 Passive and active information strategies
11.3 Policy integration options
12.1 Policy review process
12.2 Policy consistency
12.3 Policy impact
13.1 Types of policy issues
13.2 Types of policy resistance
14.1 Rationale for codes of conduct
15.1 Dress code rationale, by industry
16.1 Components of the disciplinary process
16.2 Summary of disciplinary actions
16.3 Typical disciplinary appeal process
17.1 Types of grievances and disputes
17.2 Guiding principles
17.3 Grievance resolution process
19.1 Leave management policy connections
19.2 Leave management policy options
20.1 Performance management – strategic linkages
20.2 Stages in the performance management process
20.3 Performance appraisal training options
20.4 Types of performance criteria
20.5 Performance management methodologies
20.6 Performance management policy linkages summary
21.1 Elements of remuneration and rewards systems
21.2 Remuneration and rewards policy principles
21.3 Total employment cost remuneration
22.1 Stages of cultural development
22.2 Equity and diversity responsibilities
22.3 Employment conditions and entitlements that support equity and diversity
23.1 Dimensions of flexibility
23.2 Summary of flexible work options
24.1 Elements of staffing policy
24.2 Employment policy issues
24.3 Termination categories
24.4 Dimensions of international staffing policy
25.1 Dimensions of learning and development policy
25.2 Dimensions of training evaluation
25.3 Training and development funding policy options
26.1 Contemporary succession management process
26.2 Succession management policy connections
27.1 Employee safety, health and well-being policy framework
27.2 Employee safety, health and well-being policy connections
28.1 Aspects of workplace privacy
29.1 Social media issues related to HRM
29.2 Organisational responses to productivity issues
29.3 Social media policy connections
TABLES
1.1 Typical HR policy areas
1.2 Global HR priorities
2.1 Common law employment obligations
2.2 Types of statute laws
2.3 HR policies potentially influenced by government policies
3.1 Possible strategic HR measures
5.1 Risk Assessment Matrix
5.2 Major HR risks
5.3 HR policy/risk matrix (compliance risks)
5.4 HR policy/risk matrix (financial risks)
5.5 HR policy/risk matrix (operational risks)
5.6 HR policy/risk matrix (strategic risks)
6.1 Creative/innovative roles
7.1 AHRI code of ethics and professional conduct
7.2 HR ethical issues in the twenty-first century
7.3 HR policies and organisational justice
8.1 Sustainable and unsustainable HR practices
9.1 HR policy areas affected by legislation
10.1 Data classification
10.2 Design principles
10.3 Policy document structure
12.1 Strategic impact measures
13.1 Compliance and strategic aspects of HR policy
14.1 Code of conduct policy linkages
18.1 Reasons for workplace absences
19.1 Reasons for leave accrual
20.1 Performance management roles and responsibilities
20.2 Poor performance responses and consequences
21.1 Example of a broadbanded pay scale
22.1 Equity and diversity policy linkages
22.2 Equity and diversity measures
24.1 Internal versus external recruitment policy – advantages and disadvantages
24.2 Selection policy – methodology and process issues
24.3 Selection policy – roles and responsibilities
24.4 Mobility/transfer policy issues
24.5 General termination policy issues
24.6 Voluntary vs involuntary redundancy
24.7 Expatriate employment policy issues
24.8 Expatriate support policy issues
24.9 Repatriation policy issues
25.1 Learning and development measurement options
PREFACE
Purpose
I was prompted to write this book by the lack of any texts or reference books that focus specifically on HR policymaking and policy management. While there are many books about HRM, most of them pay little attention, if any, to the issues around developing, writing, implementing and managing policies. There are also very few journal articles or other policy-specific readings in the HRM literature.
Most organisations, irrespective of their size, have HR policy manuals. My experience as a practitioner is that these policy manuals often languish on shelves or in computer files somewhere, with most people in the organisation being unaware of what they contain. In other words, the policy manual is not a living document. But it should be. The fundamental theme of this book is that HR policies anchor all HR practices, whether operational or strategic. Practising HR without a decent set of policies is like building a house without foundations – it’s likely to fall over at any time.
Structure
This book has three parts: Part I looks at HR policy from a conceptual perspective. What is it? Why do we need it? What influences the shape of HR policies? This part also examines how policy connects with HR strategy and HR practice, as well as broader management issues.
Part II focuses on processes – how policies are conceived, produced and introduced. The basic message is that policymaking needs to be systematic in order to make policies dynamic and relevant. This part also examines a number of policy management issues and problems and discusses how these can best be addressed.
Part III looks at the main types of HR policies that most organisations need and discusses the various policy options that might be included. The emphasis in this part of the book is on translating our theoretical understanding of business and people management