The needs of each organization or company may vary depending on the area in which it is developed and its dimensions. In order to be successful you must direct and organize human talent that composes it effectively.
To this end, certain Human Resources policies are established, with different bases, which function as an action guide for each individual. This ensures that everyone works toward goals without wasting time solving small problems.
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What are Human Resources Policies based on and what types can be applied in companies? Next, the definition of each of these aspects is presented along with some examples that help to understand them better.
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In this article you will find:
What are the Human Resources Policies?
The Human Resources department is in charge of design and apply strategies that allow efficient management
The latter refers to the values that the organization has, as well as the strategies and processes that are designed by the management team. Although both policies must have a certain level of alignment, when it comes to Human Resources Administration, they are directed at people.
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That is, guidelines and rules are established that direct the actions of each employee, clearly describing the attributions of each position. This works as a solid foundation for each employee can solve possible complications without the need for consultation with higher levels.
When an organization provides the right conditions for its members to achieve individual goals, it becomes easier to meet the overall organizational goals. These processes must be implemented in the long term, so that their benefits can be appreciated over time and the necessary improvements can be detected.
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Types of Human Resources Policies
Taking into account that the human talent that makes up an organization is dedicated to going after different specific objectives that make up the general objective; It can be established that there are different types of Human Resources, among these the following are listed:
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Integration policies
They are guidelines and standards that are established so that employees in charge of recruiting new talent know where and how to look. This is done in order that the new members are exactly what the company needs and conform to principles and values.
Through these types of policies, criteria are established with which people with the training, skills and development possibilities that benefit the organization can be chosen. In addition, it allows establishing methods to effectively integrate the new income of the organization, making it easier to adapt.
Organization policies
Each position within the company leads to the performance of certain tasks; Through organizational policies, each employee will know what responsibilities are in his charge and what is the spectrum of action of him.
In this sense, will know exactly what to do to resolve small conflicts and when it is necessary to go to the hierarchy levels for their resolution. This causes human talent to feel more committed to the organization and saves time and effort required to achieve objectives.
Retention policies
Through these policies criteria are established that allow the organization to offer direct and indirect remuneration that is competitive in its development market. In addition, it establishes the best way to provide social benefits that cover the needs of its employees.
In this way, the human talent will stay motivated, fulfilling the objectives in his charge within the organization and will remain in it for a longer time. This translates into benefits for the company, since you will not have to spend time and resources training new personnel.
Development policies
Knowing that the human tendency is inclined towards progress, the Human Resources department must guarantee opportunities for it. For this reason, it will establish methods and processes that allow the members of the organization to be trained according to technological advances.
This, in addition to providing a sense of satisfaction in the individual, will make it more productive within the company, providing new ideas.
In addition to this, it must provide the necessary training so that human talent has the ability to climb positions as it gains experience. Again, these types of policies can keep individuals motivated to continue growing within the company.
Audit policies
After a certain period of time, it is necessary evaluate performance of each job that is carried out within the company. For this, the human resources department establishes which are the most appropriate procedures to carry out the evolution and when it should be done.
Through this process, quantitative and qualitative data can be collected that can be analyzed to determine where modifications are needed and how quickly. In addition, it allows to determine if some type of policy that has been established is no longer being effective according to the objectives of the organization.
Example
An ideal example of Human Resources policies can be a company that is dedicated to the creation and maintenance of Social Networks. Its general objective is to offer a platform to Internet users so that they can interact with other people.
With this in mind, the department can determine that it requires personnel who are trained in the area of technology, specifically programming. But also have some kind of knowledge about human behavior.
In addition, you can establish that these personnel must be within a certain range of ages to adapt to their way of working. This would become your Integration Policy, which will allow the personnel in charge of the task to use the appropriate criteria.
Sources and references:
- Idalberto, Chiavenato. Human resources management - The human capital of organizations.
