The document discusses human resource policies and procedures. It begins by defining what a policy is, stating that a policy guides decision-making and action within an organization. It then discusses the differences between policies and procedures, and policies and rules. Procedures provide the steps to carry out work, while policies establish guiding frameworks. The document outlines characteristics of good policies, such as being clear, consistent, flexible, and stable. It also discusses the purpose of policies and procedures in ensuring organizational viewpoints are translated into compatible outcomes. Types of policies at different levels in an organization are defined.

1. Otto Tawanda Chisiri
Otto Tawanda Chisiri . All rights reserved.
•
Developing Human
Resources Policies and
Procedures

2. POLICY
INTRODUCTION:
• Policies provide guide to action, objectives set the
target where we want to go and policies project out how
we can go there. A policy is a general statement which
guides thinking, decision-making and action in the
organisation. Policies decide the limits within which
management can take decisions. Usually, we come
across certain policies such as personal policy,
recruitment policy, price policy, promotion policy etc.,
©EMMANUEL A J
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3. What is a Policy?
 A Policy is a statement, verbal, written or
implied, of those principles and rules that
are set by Board of Directors as guidelines
on organizations actions
The purpose of the policy is to enable the
management to relate properly to the
organization’s work and its objectives

4. Policy =What is and what
is not allowed e.g Buffet
•Give people why the policy exist
gives positive spin on policy
Policy

5. What is a Policy?
The existence of practical and comprehensive
policies tends to increase efficiency
• Decisions made within a policy framework have a
higher probability of being synchronized with other
decisions within the cooperative

6. A policy is a predetermined
course of action established
as a guide toward accepted
objectives
What is a Policy?

7. Vision Statement
“what we want to
become”
Mission Statement
“who we are What we
value”
Goals & objectives
“How we measure
our degree of
success
Strategy
“how we will achieve
our vision”
Policies &
Procedures
Communicating Purpose to Stakeholders

8. Mission,
Objectives
and
Procedures.
how it
relates
Policies

9. Develop good policies that
enhance rather than hinder
the chances of achieving
the cooperative’s objective

10. describes
how it should
be done
a policy lays out
what the BOD wants
management to do

11. Policies differ from procedures in the sense that
procedures provide standard methods by which work
is performed and provide a check against deviations.
They are subordinate to policies.
Whereas policy will contain the “what” and the “why”,
procedures or protocols contain the “what”, the “how”,
the “where”, and the “when”.
Policy vs. Procedure

12. Policies differ from rules/regulations. Rules are
more specific than policies and they usually entail
penalties for violation. Policy establishes a
guiding framework for rules. Policies are broader
than rules and they are usually stated in general
statement.
they provide no room for managerial discretion
Policy vs. Rules and Regulation
"No smoking in the
work area"
'Wash your
hands before
leaving the
restroom"

13. provides emphasis
sets direction
signs by the board
detailing who is responsible for each policy and
what obligation that places on individuals
employed by the organisation.”
Policies

14. steps by steps instructions to perform desired
actions
provide direction regarding organizational practices
and help implement standardized and repeatable
processes
provide support for standard
compliance is mandatory
Procedure

15. Policy & Procedure Purpose
Together, policies and
procedures ensure that a point of
view held by the governing body
of an organization is translated
into steps that result in an
outcome compatible with that
view.
Together they keep you out of
trouble!
Together they insure consistency
under the law!

16. Characteristics of
a Good Policy

17. Policies must be known and
understood by all who are
affected by them. Written
policies are most effective
because they are spell out
what organization members
should or should not do
under a given situation.

18. •Policies should be stable. If
policies are to serve as guides
to actions, they should not be
changed frequently. Careful
study should therefore taken
in formulating policies.

19. 3. Policies must be
consistent within the
company at all levels
and departments of the
organization.

20. Policies must be sincere.
•Policies are public pronouncement
of the philosophy and beliefs of
the company. The wording of
policies should include real
intention, otherwise, they become
mere writings on paper and
meaningless in practice.

21. Policies must be realistic.
•Present situations or conditions must
be considered if policy statements
are to be implemented. They should
not be a mere statement of ideals
and commitments which cannot be
implemented if conditions were
different.

22. Policies must be joined up.
•Policy making should be built
around shared corporate goals
and values, not around
organizational structures or
existing functions.

23. Policies should be future proofed.
•Reflects identified prospective trends
and not only on past performance. As is
commonly stated: the past is not a
guarantee of the future.

24. 8. Policies must be goal based.
•Focus on outcome delivered
without unnecessary
emphasis on the method by
which it is to be achieved.

25. 9. Policies must be inclusive.
•Policy makers take as full account
as possible of the impact the policy
will have on different groups who
are affected by the policy. Brings
together the view points of the
regulator and the regulated to find
the best middle ground.

26. Overall View of Planning and its
Relationship to the Management Process

27. A sound HR policy should possess the
following characteristics which are also known
as its principles:
Flexibility
A policy must be flexible and the usual words
which are added in the policy to make it
flexible are “whenever possible”, “as the case
may be”, “under usual conditions” etc., It
should provide for discretion so that
subordinate manager can intelligently apply
the policy in a given situation. A rigid policy
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28. Easily understandable:
A policy should be such that
everyone in the organisation
understands it. It should therefore, be
stated in definite, positive and clear
terms. There will be no problem in the
implementation of policy which is
definite, simple, clear and easily
understandable. 28

29. Precise And Written
A policy should be precise and
written so that all people
understand it in the same sense.
It is not an easy thing to write a
policy. Policies can also be oral
but written policies are of great
help to the subordinate staff. 29

30. Consistent
There must be a consistency of
sectional policies with the main policy.
If policies are inconsistent or
contradictory, it will lead to confusion
at the subordinate level. Thus
different policies of the company
should be in harmony with each
other. It should also be consistent 30

31. Fair And Equitable:
A policy should conform to economic
principles, business laws, equity and
justice. It must be fair to those who
are effected by it, and should be in
accordance with the accepted
business standards. It should be
formulated with due regard to the
interests of all the concerned parties.
i.e., the employer, the employee and 31

32. Practicable:
A policy should be such that it is
actually possible to implement it
in real business situations. Thus a
policy should be founded upon
facts, and sound judgement.
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33. Stable:
Although some amount of flexibility
in a policy is desirable yet, it is
one of the basic characteristics of
a policy that it should be stable. If
the concept of flexibility is taken
to mean as frequent changes in a
policy, the very objective of a 33

34. Review:
On account of the dynamic nature of
business, it is necessary to review the
policies at frequent intervals. A
decision is then taken as to whether
the policies are to be modified,
changed or replaced by a new
policies.
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35.  Basic Policy Or Top Management Policy :
A policy laid down by the top management is
a basic policy as its object is to achieve the basic
goals of an enterprise.
 Middle Management Policies:
These policies are called general policies and
they affect large part of the organisation.
 Departmental Policies:
A departmental policy applies to routine
activities of a department and it is used by the lower
management such as supervisors.
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36. Written And Verbal Policies:
A policy which is written in the form of a
statement is called a written policy. A policy
which is orally communicated is called unwritten
policy .
Implies Policies:
Those policies which are neither written nor
verbal but actually exist in a company are
called implied policies.
Functional Policies:
Policies relating to various functional areas
of management are called functional policies.
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37.  Policy Manual:
All written policies complied in a book which
is called a policy manual.
Advantages Of Policy Manual:
There is no misunderstanding or
misrepresentation of any policy.
All policies are readily available for guidance
and reference.
The implementation of policies can be easily
reviewed.
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38.  Authoritative
 Enforceable
 Flexible and adaptable
 Feasible
 Clear
 Transparent
 Consultative
DISTINCTIVE CHARACTERISTICS OF POLICIES

39. Organizational
Policy
Business
/Operational
Policy

40. A. Organizational Policies
Procurement
Membership
Education &
Training
Internal
Control
Ethics
Human
Resource
Board A
Board B
Board C
Board D
Board D
Board E

41. Impacts of policies
What results of policy do people “see”?
•Rules and regulations
•Public/private agencies
•People and personalities
•Projects and programmes
•Lack of policy
How do policies affect their livelihoods?
•Assets and people’s access to them
•Range & viability of strategies open to people
•Vulnerability
•Outcomes

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