Human Resources Policies Essay

Armstrong, (2006) defined charitable mental im mount upry policies as continuing guidelines on the get down the brass section intends to adopt in managing its mess. In addition, it can also be defined as the philosophies and set of the organization on how great deal should be treated, and from these be derived the principles upon which managers atomic number 18 pass judgment to act when dealing with merciful resourcefulness matters. piece imagination policies accordingly serve as reference points when meshing practices are being developed, and when decisions are being made round people.Mullins, (2005) highlighted that Human Resource focal point moldinessiness be committed to creating a gaining environment forfeit from difference and where completely employees are treated opposely with dignity, courtesy and respect. This can be through by giftting into place Human Resource policies that poses how people should be treated, and from these are derived the prin ciples upon which managers are expected to act when dealing with Human Resource matters. The most common areas in which specific Human Resource policies exist are HIV and support, discipline, employee development, employee relations, enlisting and picking, equal opportunity, grievances, health and safety, managing diversity, promotion, redundancy, reward, inner harassment, substance abuse and locomote life balance and e-mails and the internet.Cole (1997) argued that this physical exertion equity form _or_ system of government helps in preventing contrast and promoting e spirit in the workplace. The equal opportunity insurance policy should spell out the organizations decision to give equal opportunities to altogether, irrespective of sex, race, creed, disability, age or marital status. The policy should also deal with the extent to which the organization wants to take affirmative sue to restitution imbalances between numbers employed according to sex or race, or to di fferences in the levels of qualifications and skills they rush achieved. According to the Labour be (Chapter 2801),Section 5 relegates that no employer sh tout ensemble discriminate both employee or prospective employee on grounds of race, tribe, place of origin, political opinion, colour, creed, gender, pregnancy, HIV/AIDS status or unfastened to the Disabled Persons Act (Chapter 1701).Every manager mustinessiness take steps to promote equal opportunity in the workplace by eliminating un decent discrimination in every employment policy or practice within their sphere of authority. every(prenominal) forms of unfair discrimination, whether restrain or substantiating, are prohibit and it is the responsibility of wholly employees to inform themselves about and refrain from perpetrating unfair discrimination. The sexual harassment policy is a nonher policy which aims at preventing and managing sexual harassment in the workplace. intragroup harassment is cast-off(prenomina l) and unwelcome sexual advances, requests for sexual favours, and other verbal or corporeal conduct of a sexual nature that is made either explicitly or implicitly a term or condition of employment or is used as the basis for employment decisions affecting such(prenominal) an private. The companion must prohibit inappropriate conduct that is sexual in nature at work, on follow business, or at company sponsored events.This can be done by prohibiting comments, jokes, or degrading style or behavior that is sexual in nature, sexually suggestive objects, books, magazines, photographs, cartoons, pictures, calendars, posters or electronic communications and unwelcome sexual advances, requests for sexual favours, or any sexual touching this is according to Armstrong (2006). Sexual harassment is prohibited whether its between members of the opposite sex or members of the same sex. All managers have a key responsibility in establishing and maintaining a workplace free from psycheal ha rassment and they are directly responsible for the conduct of their staff. Sexual harassment is regarded as gross industrial misconduct and if proved makes the individual liable for instant dismissal. Less severe penalties may be silent for minor cases just there depart always be a warning that repetition impart result in dismissal. Therefore all employees are expected to comply with this policy and that it is the personal responsibility of individually employee to ensure that inappropriate conduct does not occur, as stated by Armstrong (2010).Safety policies should reflect the employers commitment to safety and health at work and should indicate what standards of behavior are to be aimed for in safety and health welfare matters. The policy statement should be drawn to the attention of all employees. In practice this is achieved by issuing a safety policy document to all employees via their hand packets, or by issuing company handbooks which include details of the policy. The important point is that the employer should be able to show that he has done more than just pin up a notice in various parts of his premises, this is postulated by Mullins (2005). The HIV/ assist policy is also used and its purpose is to provide guidance on managing departmental responses to HIV/AIDS in a manner that complies with the guinea pig Aids Policy and applicable laws, eliminates unfair discrimination and enables the harnessing of each persons full potential.Employees who know that they are infected with HIV go out not be obliged to disclose the fact to the company, but if they do, the fact will remain completely confidential. There must be no discrimination against anyone with or at risk of acquiring AIDS. In addition, employees infected by HIV or suffering from AIDS must be treated no differently from anyone else suffering a severe illness. All human resources processes and practices should promote an affirming non-discriminatory environment that fosters respect for t he dignity of all spot ensuring the maximum productivity of each employee regardless of HIV/AIDS status.This will be done through a regular review of all human resources practices and processes to eliminate existing or potential direct and indirect discrimination on the ground of HIV/AIDS. A prospective employee will not be required to disclose his or her HIV/AIDS status, there shall be no pre-employment HIV/AIDS testing in respect of a prospective employee and both permanent and contract employees are not obliged to disclose their HIV/AIDS status, as subject to Labour Relations Act (chapter 2801).Recruitment and selection policies are also used to ensure a work environment that is anti discriminatory, democratic, respectful of rights, mindful of dignity and legally sound or legitimate. The Human resource department must be committed to utilise recruitment and selection practices that are based on merit, equity, objectivity, fairness and the need to redress the imbalances of the pa st so as to achieve a department that is more often than not representative. According to Storey (1995), the recruitment process should reflect the departments employment equity values and goals. Moreover, all phases of the recruitment process must support the recruitment of suitably qualified men and women from diverse racial and other backgrounds with a view to giving them an opportunity to serve all the people with excellence and responsiveness. Considerations of affirmative action will inform the faultless recruitment process.The policy on age and employment should take into poster that age is a poor predictor of job effect. It is misleading to check physical and mental ability with age. More of the population are animated active, healthy lives as they get older. Therefore the policy should define the approach the organization adopts to engaging, promoting and training older employees. It should emphasize that the only criterion for selection or promotion should be ability to do the job and for training, the belief that the employee will benefit, irrespective of age. The policy should also state that age requirements should not be set out in external or internal job advertisements. Armstrong (2006).Diversity management policy is a concept that recognizes the benefits to be gained from differences. A policy on managing diversity recognizes that there are differences among employees and that these differences, if by rights managed, will enable work to be done more efficiently and effectively. This concept does not focus exclusively on issues of discrimination but instead concentrates on recognizing the differences between people. Maund (2001) express it, the concept of managing diversity is founded on the premise that harnessing these differences will create a productive environment in which everyone will feel valued, where their talents are fully utilized and in which organisational goals are met. The diversity management policy must acknowledge et hnical and individual differences in the workplace, state that the organization values the different qualities that people bring to their jobs, emphasize the need to eliminate bias in such areas as selection, promotion, performance assessment, pay and learning opportunities and focus attention on individual differences rather than group differences.Mathis, (2003) is of the view that the disciplinary policy should state that employees have the right to know what is expected of them and what could happen if they infringe the organizations rules. It would also make the point that, in handling disciplinary cases, the organization will treat employees in accordance with the principles of natural justice. It must be the policy of the company that employees should be given a fair hearing by their speedy supervisor or manager concerning any grievances they may wish to raise, have the right to appeal to a more senior manager against a decision made by their immediate supervisor or manager and have the right to be attended by a representative of their own choice when raising a grievance or appealing against a decision.Cole, (1997) highlighted that the reward policy must cover matters as providing an equitable pay system, equal pay for work of equal value, paying for performance, competence, skill or contribution, sharing in the triumph of the organization and the relationship between levels of pay in the organization and market place rates. There must not be discrimination of employees in pay levels. This will encourage the optimum productivity from employees and ensures high level of quality output. A performance management system must be put in place so as to pay employees according to their performance and efforts. Armstrong (2006) is of the opinion that job evaluation must also be done in a fairly and equitable manner so as to have a free work environment.In conclusion, companies must be committed to providing a work environment free of discrimination and harass ment. Human Resource policies must prohibit discrimination and harassment in the workplace, whether committed by or against managers, co-workers, customers, vendors, or visitors. Employees must work and develop in an environment that is anti-discriminatory, democratic, respectful of rights, mindful of dignity, legally sound and productive. Workplace discrimination or harassment based on an employees race, colour, religion, sex, national origin, citizenship, age status, sexual orientation, disability, marital status, or any other basis prohibited by law, must not be tolerated.REFERENCESArmstrong, M. (2006) Strategic Human Resource Management, (3rd Ed), capital of the United Kingdom Kogan.Armstrong, M. (2006) A Handbook of Human Resource Management Practice, (10th Ed), London Kogan.Cole G.A. (1997), Personnel Management, theory and Practice, London Continuum.Labour Relations Act Regulations (1998), HIV and AIDS, Government Printers Zimbabwe.Maund, L. (2001), An Introduction to Human Resource Management Theory And Practice, New York Palgrave.Mullins, L. J. (2005), Management and Organizational Behavior, England Prentice Hall.Storey, J.(1995), Human Resource Management A critical text, London Routledge.