Hr (Personal Policy) and Recruitment
HR Personnel and Management Policy is one example of how the culture of an organisation can be described and developed. It is about benefits and obligations between employers and employees, but it is also about formulating mutual understanding of what makes the organisation unique, that is the formal and informal norms, rules, habits, procedures or other institutional regulations. Personnel and
Management Policy also systemises the work on organisational development and is meant to guide staff and managers by communicating expectations in terms of attitude and behaviour. Consequently, it is important to recognise equality and diversity as integrated issues.
The integration of equality and diversity issues in Personnel and Management Policy implies analysing barriers and opportunities of different aspects of organisational life. E.g. how the direct or indirect consequences of rules and procedures, personnel administration, management style etc., affect individual choices, work conditions and social environment in the organisation.
Personnel policies may differ significantly from organization to organization, but they must contain instructions and rules for dealing with issues and overcoming obstacles that may present themselves both during normal working days and under extraordinary circumstances. They touch on relationships (staff/staff, staff/administration, etc.), expectations (hours worked, schedules, what defines the work of a position), and ways of doing things (who gets to use what equipment when, how to arrange a sick day) that affect employees' lives and the running of the organization.
Organizations often generate handbooks which include personnel policies that employees are given when they join. These handbooks usually outline the history and mission of the organization, the actual policies and the reasoning behind them, and how the policies will be administered. Supplemental policies may develop as the need arises. For example, many
Management Policy also systemises the work on organisational development and is meant to guide staff and managers by communicating expectations in terms of attitude and behaviour. Consequently, it is important to recognise equality and diversity as integrated issues.
The integration of equality and diversity issues in Personnel and Management Policy implies analysing barriers and opportunities of different aspects of organisational life. E.g. how the direct or indirect consequences of rules and procedures, personnel administration, management style etc., affect individual choices, work conditions and social environment in the organisation.
Personnel policies may differ significantly from organization to organization, but they must contain instructions and rules for dealing with issues and overcoming obstacles that may present themselves both during normal working days and under extraordinary circumstances. They touch on relationships (staff/staff, staff/administration, etc.), expectations (hours worked, schedules, what defines the work of a position), and ways of doing things (who gets to use what equipment when, how to arrange a sick day) that affect employees' lives and the running of the organization.
Organizations often generate handbooks which include personnel policies that employees are given when they join. These handbooks usually outline the history and mission of the organization, the actual policies and the reasoning behind them, and how the policies will be administered. Supplemental policies may develop as the need arises. For example, many