Hi everyone, I need to implement an HR policy for a staff of around 30 people. The condition is that I have to create different policies for various staff categories—office workers, field workers, and factory workers. I would appreciate your assistance in developing these specific HR policies.
Thanks and Regards,
Monika
From India, Ahmadabad
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Thanks and Regards,
Monika
From India, Ahmadabad
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Dear Monika, While designing policies for your organization, you need to divide policies into two categories, namely statutory policies and HR policies. For the former, it is better to hire a local consultant. However, your condition of separate policies for different categories of staff is not understood. For what kind of policies would you like to bring variation? You could have written it more clearly.
As far as statutory deductions are concerned, these are already fixed, and you cannot have any variation in them. Next comes leave. Leaves are also guided by either the Shops and Establishment Act or the Factory Act. You can provide more than what is stipulated but not less.
By the way, designing policies depending on the categories would mean officially fostering disparity. Will it be acceptable to the particular category that would get the least benefits? Will this disparity become a source of demotivation?
Organizations try to follow the principle of equality as much as possible. The rules are maintained uniformly across the organization, barring a few exceptions because of local conditions. Nevertheless, scratch the minds of persons working in any department/section, and you will notice undercurrents of disgruntlement when they say, "their department is the least important. Management always gives importance to ____ department."
Birds of a feather flock together, goes the famous proverb. True to this proverb, we find in many organizations informal groups are developed depending on their hi-fi qualifications, educational institutions from which they come, etc. Their high-handedness is accepted as fait accompli by others. Yet organizational policies are the same for them too.
Now, you or your management wish to bring official divergence in the treatment of their employees. What will be the side effects of this variation? Have you anticipated them?
Just today, there was a similar query on designing HR Policies. I have given a reply there. You may click the following link to refer to it: https://www.citehr.com/512441-hr-pol...ml#post2192387
Thanks,
Dinesh V Divekar
From India, Bangalore
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8072As far as statutory deductions are concerned, these are already fixed, and you cannot have any variation in them. Next comes leave. Leaves are also guided by either the Shops and Establishment Act or the Factory Act. You can provide more than what is stipulated but not less.
By the way, designing policies depending on the categories would mean officially fostering disparity. Will it be acceptable to the particular category that would get the least benefits? Will this disparity become a source of demotivation?
Organizations try to follow the principle of equality as much as possible. The rules are maintained uniformly across the organization, barring a few exceptions because of local conditions. Nevertheless, scratch the minds of persons working in any department/section, and you will notice undercurrents of disgruntlement when they say, "their department is the least important. Management always gives importance to ____ department."
Birds of a feather flock together, goes the famous proverb. True to this proverb, we find in many organizations informal groups are developed depending on their hi-fi qualifications, educational institutions from which they come, etc. Their high-handedness is accepted as fait accompli by others. Yet organizational policies are the same for them too.
Now, you or your management wish to bring official divergence in the treatment of their employees. What will be the side effects of this variation? Have you anticipated them?
Just today, there was a similar query on designing HR Policies. I have given a reply there. You may click the following link to refer to it: https://www.citehr.com/512441-hr-pol...ml#post2192387
Thanks,
Dinesh V Divekar
From India, Bangalore
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