Determining what is going to be done with the staff and how to achieve 100% performance from it is possible with a good implementation and development of human resources (HR) policies in accordance with the organization
When carrying out any work or activity, it is necessary to define guidelines or policies that will be implemented in order for the work to be carried out in the best way and to achieve the objectives that have been set in advance. Policies guide and chart the path for the actions to be taken and help with any obstacles that may arise.
Within an organization, the policies are an administrative orientation to prevent workers from carrying out tasks they do not want to do, which would lead to not fully fulfilling all the functions that have already been assigned previously. In addition, they serve to achieve, as we said before, business and individual objectives.
Just as every organization is different from one another, so are its policies. These will be based on the philosophy and needs of each company as such. However, there are certain aspects that must be taken into account when wanting to implement an HR policy in any type of organization.
As a first step, the company must strive for a HR supply policy, that is, determine where to recruit staff (inside or outside the organization), how and under what conditions to recruit them (here the company chooses the best techniques to enter into the HR market).
Likewise, the criteria by which the necessary personnel will be selected and their quality standards in terms of both physical and intellectual aptitudes, as well as experience and development capacity, must be established, taking into account the total positions that exist. within the organization. It should not be forgotten, of course, how the new members will be integrated in the best way and how to create a favorable environment for them.
Second, there must be HR application policies that determine the basic requirements of the workforce (intellectual, physical, etc.) for the proper performance of work in all positions within the organization. The criteria for planning, distribution and internal transfer of personnel must also be defined, to define the career plan of each individual, which will allow them to have new future possibilities of growing within the company.
At this point it is also important to determine how the quality of the staff will be defined, through performance evaluation, determining in what way the work is being carried out and its real efficiency and effectiveness.
Correct policies for feeding, applying, maintaining, developing and controlling HR are vital for the proper functioning of the workforce in an organization
The third point is the one that has to do with HR maintenance policies where the criteria for remuneration of employees must be studied, based on the evaluation that has been made of the work and wages in the labor market, without forget the position of the organization in relation to these 2 points.
Next, all indirect remuneration plans must be studied which, as we saw in a previous article, refers to the social benefit programs best suited to the existing needs of each worker. Likewise, it is important to establish what will be done to maintain staff motivation and how an appropriate organizational climate will be created.
Hygiene and safety are also extremely important factors in this third point since it must be ensured because there are favorable physical and environmental conditions to carry out any work within the organization. It should also not be forgotten to ensure good communication and an excellent relationship with the union, if it exists in the company.
As a fourth point are the HR development policies where the criteria for diagnosis, preparation and staff rotation will be defined, as well as the evaluation of employees when temporarily placed in higher hierarchical positions, to determine their skills and reactions to new situations that deserve more time, work and discipline, without forgetting to fight for the good behavior of all individuals within the organization.
Finally and fifth step, are the HR control policies where it will be determined how to maintain an updated database of all personnel, to carry out both qualitative and quantitative analyzes of the workforce when necessary. The way in which the policies that are being carried out and the processes that are being carried out related to the HR of the organization should not be overlooked.
As we saw earlier, not only the goals or objectives of a company are important but the policies that will be carried out. Implementing them in the best way will be a great step to achieve the benefit that is sought in the employee and in the organization as a whole.
