Perspective Frame Work of Human Resource Practices and Policies in Private Sector
Perspective Frame Work of Human Resource Practices and Policies in Private Sector
Volume 6 Issue 6, September-October 2022 Available Online: www.ijtsrd.com e-ISSN: 2456 – 6470
INTRODUCTION
Increasing productivity inside the public region to fit They reiterate the reality that achievement more and
the levels of the other area. Research suggests that more depends at the organization’s human beings
final the productivity hole among the non-public and embodied expertise, which includes the
public sectors would require improved funding in understanding, abilities and talents embedded in a
research and development, capital and those, organization employees. Human resources fall into
improved education and schooling, and a modernized this class of resources, specifically if they may be
effective infrastructure. A essential assignment for effectively deployed via suitable human useful
modern groups is the urge for growing productivity resource practices. One of the key responsibilities for
and reaching a competitive benefit. an organization, consequently, is the powerful
management of human useful resource. Research in
To achieve aggressive benefit, argue that while
Human Resource Management (HRM) has set up that
humans have constantly been critical to organizations,
the fulfilment of any corporation is particularly
they have now taken on an excellent extra important
role in building a company’s competitive benefit. inspired by means of the calibre of its human resource
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(HR), which in turn, is affected by the enterprise’s MEANING OF HR PRACTICES
human resource management practices. HR Practices are the policy which are been done by
the organization for having optimum utilization of
The HR department became then tasked with
human resource. HR Practices are based on policies
reviewing the company’s HR practices and
of the organization. How the policy is used in the
recommending policy adjustments, were essential. As
organization by the These HR policies are developed
part of the assessment, education programmes were
in the all-Human Resource areas like
prepared for all categories of staff. Employees who
Recruitment & Selection
lacked basic competencies and qualifications and
could not be retrained had been laid off, whilst a Training & Development
rigorous recruitment process turned into instituted to Performance Appraisal System
Evaluation System
attract professional personnel for the numerous
Feed Back Mechanism
departments. After 2003, the employer’s income
Rewards to Employees
started out growing and has persevered ever in view
Work Remuneration of the employees
that. Accordingly, it has paid annual dividends to
Increment practice
government. This contrasts with different kingdom-
owned media groups, which can be suffering to HR PRACTICES IN PRIVATE SECTOR:
interrupt even. Since the restructuring, no studies 1. Safe, Healthy and Happy Workplace
have been done to envision the impact of human aid 2. Open Book Management Style
management practices on the business enterprise’s 3. Performance Linked Bonuses
performance. 4. 360-Degree Performance Management Feedback
System
MEANING OF HUMAN RESOURCES
5. Fair Evaluation System for Employees
Human resources is a term used to explain the
6. Knowledge Sharing
individual who make up the work force of workers of
7. Highlight Performers
a firm, even though it is also applied in hard work
8. Open House Discussions and Feedback
economics to, for example, enterprise sectors or even
Mechanisms
complete nations. "Human capital" is occasionally
9. Reward Ceremonies
used synonymously with human assets, although
10. Delight Employees with The Unexpected
human capital normally refers to a greater slim view;
i.e., the expertise the individuals encompass and NEED AND IMPORTANCE OF HUMAN
might make contributions to a business enterprise. RESOURCE POLICIES IN PRIVATE SECTOR:
Likewise, other terms every so often used consist of Clear thinking
"manpower", "skills", "labour” and simply "people”. Uniformity and consistency of Administration
The professional area and enterprise function that Continuity and balance
oversees an enterprise's human assets are called Sense of security
human useful resource control (HRM, or HR). Delegation of authority
Orientation and schooling
DEFINITION OF HUMAN RESOURCE
Teamwork and loyalty
POLICIES
Better control
According to Yoder, “Human Resource or labour or
Prompt Decision-making.
industrial relations policy provides guidelines for a
wide variety of employment relationships in the TYPES OF HUMAN RESOURCE POLICIES IN
organization. These guidelines identify the PRIVATE SECTOR
organizations intentions in recruitment, selection 1. ORIGINATED POLICIES: These policies are
promotion, development, compensation, motivation established formally and deliberately by top
and otherwise leading and directing people in the management. senior executives initiate such
working organization. Human resource policies serve policies to guide their subordinates
as a road map for managers. According to Calhoun,
2. APPEALED POLICIES: These policies are
“Human Resource policies Calhoun, “Human
formulated on requests of subordinates who want
resource policies constitute guides to actions. They
to know how to handle some situations. The need
furnish the general standards or bases on which
for such a policy arises because the case is not
decisions are reached. Their genesis lies in an
covered by the earlier policies.
organization’s values philosophy, concepts, and
principles. 3. IMPOSED POLICIES: An organization accepts
these polices due to pressure of external agencies
like government, trade association, trade union,
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etc for example the policy that nobody below the various literature. For example, nearly all these also
age of fourteen years will be employed is adopted are among Pfeffer's (1994) 16 best practices for
due to factories Act. managing human beings. An apparent question at this
juncture is: How can groups successfully undertake,
4. GENERAL POLICIES: These polices do not
put in force, and maximize HRM practices for valued
relate to any specific issue. Rather than they
company stage effects? That is, how can companies
represent the basic philosophy and priorities of
increase the opportunity that they may adopt after
top management. For example, encouraging
which efficiently put into effect appropriate HRM
workers to participate in decision making at all
practices? Ensuring that contributors of the HRM
levels is a general policy.
employees have the appropriate human capital or
5. SPECIFIC POLICIES: These polices relate to capabilities has been recommended as one way to
specific issue like staffing compensation, growth the probability of effective implementation of
collective bargaining, etc. All specific policies HRM practices (Huselid, et al., 1997).
must conform to the broad pattern laid down by
the general policies. WRITTEN OR IMPLICIT FOUR CRITICAL DIMENSIONS OF BEST
POLICIES These policies are inferred from the PRACTICES:
1. Attract and Access
behavior of mangers. For example, in the absence
Attracting and maintaining expertise is becoming a
of anything in writing, promotion policy of an
massive hassle for every employer, they are following
eEnterprise can be inferred from the way
every trick and approach to recruit and keep the
promotions have been made.
personnel.
HUMAN RESOURCE PRACTICES IN
2. Develop and Grow
PRIVATE SECTOR:
Nowadays companies try and recognize the
The idea that individual HR practices influences on
aspirations of employees and recognition on their
overall performance in an additive style (Delery &
boom and development. India offers activity rotation
Doty, 1996) is inconsistent with the emphasis on
possibilities to high – appearing personnel from
internal fit in the resource primarily based view of the
operations branch. This gives them broader
company. With its implicit structures angle, the aid-
information of the business.
based totally view shows the importance of
“complementary sources”, the perception that 3. Engage and Align
individual regulations or practices “have restricted Employee engagement has retained the focus of
capability to generate aggressive advantage” (Barney, organizational management and masses of businesses
1995:56). This concept, that a device of HR practices preserve launching new practices to woo employees.
can be greater than the sum of the parts, seems to be They are the usage of innovative practices like
steady with discussions of synergy, configurations, “Loyalty Interview”- to find out what is it that makes
contingency factors, external and inner suit, holistic its employees stay on, the remarks from dependable
approach, and so forth (Delery & Doty, 1996; personnel regularly reflects on the control style and is
Huselid, 1995). Drawing at the theoretical works of visible to paintings as a first-rate motivation.
Osterman (1987), Sonnenfeld & Peiperl (1988), Kerr 4. Transition
and Slocum (1987) and Miles & Snow (1984), Delery Movement of talents in the company and outdoor of
& Doty (1996) recognized seven practices which are the company sends strong signals to the employees
continually taken into consideration strategic HR about the commercial enterprise business enterprise’s
practices. These are care and situation. Right from the induction, this is
1. Internal career opportunity often the primary affect the personnel includes, to the
2. Formal training systems go out interview, the sensitivity displayed by the
3. Appraisal measures organization has an enduring impact on all personnel.
4. Profit sharing
5. Employment protection INNOVATIVE PRACTICES IN HR AREAS IN
6. Voice mechanisms and PRIVATE SECTOR:
7. Job definition. 1. Recruitment and selection
2. Learning and improvement
There are other HRM practices that could influence 3. Rewards and reputation
organizational overall performance. For example, 4. Career making plans
Schuler & Jackson (1987) provided a completely 5. Compensation and blessings
complete list of HR practices. However, the seven 6. Performance control
practices indexed with the aid of Delery and Doty 7. Leadership and improvement
above seem to have the finest guide throughout a
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Model of Human Resource Management conceived and implemented and found successful by
the leading companies in India. It is found that
convergence of practices of different companies in
different HR areas, if any company wants to apply
those policies and practices that will benefit for the
company to become more competitive in the global
market.
REFERENCES
[1] Luis Gomez-Mejia, David B. Balking, Robert L
Cardy. Managing Human Resource. PHI
Learning. 2012
[2] Bernadin, Human Resource Management, Tata
McGraw Hill, 8th edition 2012.
[3] Wayne Cascio, Managing Human Resource,
McGraw Hill, 2007.
[4] Ford, N. "From Information- to Best HR
Practices," Journal of Information Science
Principles & Practice ϖ Ivancevich, Human
Resource Management, McGraw Hill 2012.
CONCLUSION
In the present competitive world, the companies are [5] Uday Kumar Haldar, Juthika Sarkar. Human
facing lot of skill shortage, talent crunch and attrition Resource management. Oxford. 2012
those reached historically height ever, that made the WEBSITE REFERENCES
companies feel the internal customer also more [1] www.hrworld.com
important equally with external customers, so every
company try to devise innovative HR policies and [2] www.woodheadpublishing.com
practices to attract best talent, giving them nice [3] www.citehr.com
environment to work with, that enables the company
to retain talents, the above said practices are [4] www.thehrpractice.in
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