Human Resources Policies Essay

Armstrong, (2006) defined adult male choice policies as continuing guidelines on the preliminary the arrangement intends to adopt in managing its people. In addition, it can to a fault be defined as the philosophies and value of the organization on how people should be treated, and from these be derived the principles upon which managers are expected to act when atomic reactoring with Human Resource matters. Human Resource policies at that placefore serve as reference points when employment practices are creation developed, and when conclusions are being made about people.Mullins, (2005) highlighted that Human Resource Management essential be act to creating a working environment fire from inconsistency and where every(prenominal) employees are treated equally with dignity, manners and respect. This can be make by putting into place Human Resource policies that shows how people should be treated, and from these are derived the principles upon which managers are exp ected to act when dealing with Human Resource matters. The most common areas in which specific Human Resource policies exist are human immunodeficiency virus and AIDS, discipline, employee development, employee relations, recruitment and selection, equal opportunity, grievances, health and safety, managing diversity, promotion, redundancy, reward, intimate harassment, substance abuse and work life balance and e-mails and the internet.Cole (1997) argued that this employment equity policy helps in preventing unlikeness and promoting equality in the workplace. The equal opportunity policy should spell out the organizations de experi affable conditionination to give equal opportunities to all, irrespective of sex, race, creed, disability, age or marital status. The policy should also deal with the extent to which the organization wants to quest assentient action to redress imbalances between numbers employed check to sex or race, or to differences in the levels of qualifications and skills they have achieved. check to the Labour venture (Chapter 2801),Section 5 states that no employer shall discriminate any employee or prospective employee on grounds of race, tribe, place of origin, political opinion, colour, creed, gender, pregnancy, human immunodeficiency virus/AIDS status or subject to the Disabled Persons Act (Chapter 1701).Every manager must take steps to promote equal opportunity in the workplace by eliminating cheating(prenominal) contrast in any employment policy or practice within their sphere of authority. All forms of inequitable discrimination, whether direct or indirect, are prohibited and it is the responsibility of all employees to inform themselves about and refrain from perpetrating unfair discrimination. The familiar harassment policy is a nonher policy which aims at preventing and managing sexual harassment in the workplace. inherent harassment is unwanted and unwelcome sexual advances, requests for sexual favours, and other verba l or physical guide of a sexual nature that is made either explicitly or implicitly a term or condition of employment or is used as the basis for employment decisions affecting much(prenominal) an soul. The guild must prohibit opposed conduct that is sexual in nature at work, on company business, or at company sponsored events.This can be do by prohibiting comments, jokes, or corrupting language or behavior that is sexual in nature, sexually suggestive objects, books, magazines, photographs, cartoons, pictures, calendars, posters or electronic communications and unwelcome sexual advances, requests for sexual favours, or any sexual touching this is according to Armstrong (2006). Sexual harassment is prohibited whether its between members of the opposite sex or members of the same sex. All managers have a key responsibility in establishing and maintaining a workplace free from personal harassment and they are right off responsible for the conduct of their staff. Sexual harassm ent is regarded as gross industrial misconduct and if proved makes the individual liable for instant dismissal. Less severe penalties whitethorn be reserved for minor cases but there depart always be a warning that repetition will result in dismissal. accordingly all employees are expected to comply with this policy and that it is the personal responsibility of each employee to ensure that inappropriate conduct does not occur, as stated by Armstrong (2010).Safety policies should reflect the employers commitment to safety and health at work and should indicate what standards of behavior are to be aimed for in safety and health wellbeing matters. The policy statement should be drawn to the attention of all employees. In practice this is achieved by result a safety policy document to all employees via their open packets, or by issuing company handbooks which include details of the policy. The important point is that the employer should be able to show that he has done to a greate r extent(prenominal) than just pin up a notice in various parts of his premises, this is postulated by Mullins (2005). The human immunodeficiency virus/Aids policy is also used and its purpose is to provide guidance on managing divisional responses to human immunodeficiency virus/AIDS in a manner that complies with the National Aids Policy and applicable laws, eliminates unfair discrimination and enables the harnessing of each persons full potential.Employees who know that they are septic with HIV will not be obliged to disclose the fact to the company, but if they do, the fact will remain completely confidential. thither must be no discrimination against anyone with or at risk of acquiring AIDS. In addition, employees infected by HIV or suffering from AIDS must be treated no otherwise from anyone else suffering a severe illness. All human resources processes and practices should promote an affirming non-discriminatory environment that fosters respect for the dignity of all whil e ensuring the maximum productivity of each employee regardless of HIV/AIDS status.This will be done through a regular review of all human resources practices and processes to eliminate existing or potential direct and indirect discrimination on the ground of HIV/AIDS. A prospective employee will not be required to disclose his or her HIV/AIDS status, there shall be no pre-employment HIV/AIDS testing in respect of a prospective employee and both permanent and contract employees are not obliged to disclose their HIV/AIDS status, as subject to Labour Relations Act (chapter 2801).Recruitment and selection policies are also used to ensure a work environment that is anti discriminatory, democratic, respectful of rights, mindful of dignity and legally give out or legitimate. The Human resource department must be committed to utilise recruitment and selection practices that are based on merit, equity, objectivity, candour and the need to redress the imbalances of the past so as to achiev e a department that is broadly representative. According to Storey (1995), the recruitment process should reflect the departments employment equity values and goals. Moreover, all phases of the recruitment process must support the recruitment of suitably qualified men and women from diverse racial and other backgrounds with a view to giving them an opportunity to serve all the people with excellence and responsiveness. Considerations of affirmative action will inform the entire recruitment process.The policy on age and employment should take into account that age is a poor predictor of job performance. It is misleading to equate physical and mental ability with age. More of the population are living active, healthy lives as they get older. Therefore the policy should define the approach the organization adopts to engaging, promoting and training older employees. It should emphasize that the only criterion for selection or promotion should be ability to do the job and for training, t he belief that the employee will benefit, irrespective of age. The policy should also state that age requirements should not be set out in external or internal job advertisements. Armstrong (2006).Diversity management policy is a concept that recognizes the benefits to be gained from differences. A policy on managing diversity recognizes that there are differences among employees and that these differences, if properly managed, will enable work to be done more efficiently and effectively. This concept does not focus exclusively on issues of discrimination but instead concentrates on recognizing the differences between people. Maund (2001) express it, the concept of managing diversity is founded on the premise that harnessing these differences will create a generative environment in which everyone will feel valued, where their talents are fully utilized and in which organizational goals are met. The diversity management policy must acknowledge cultural and individual differences in t he workplace, state that the organization values the different qualities that people bring to their jobs, emphasize the need to eliminate bias in such areas as selection, promotion, performance assessment, pay and learning opportunities and focus attention on individual differences rather than root differences.Mathis, (2003) is of the view that the disciplinary policy should state that employees have the right to know what is expected of them and what could happen if they break the organizations rules. It would also make the point that, in handling disciplinary cases, the organization will treat employees in accordance with the principles of natural justice. It must be the policy of the company that employees should be minded(p) a fair hearing by their immediate supervisor or manager concerning any grievances they may wish to raise, have the right to appeal to a more senior manager against a decision made by their immediate supervisor or manager and have the right to be come wi th by a representative of their own choice when raising a grievance or good-hearted against a decision.Cole, (1997) highlighted that the reward policy must cover matters as providing an equitable pay system, equal pay for work of equal value, paying for performance, competence, skill or contribution, sharing in the success of the organization and the human relationship between levels of pay in the organization and market rates. There must not be discrimination of employees in pay levels. This will encourage the optimum productivity from employees and ensures high level of quality output. A performance management system must be put in place so as to pay employees according to their performance and efforts. Armstrong (2006) is of the opinion that job evaluation must also be done in a fairly and equitable manner so as to have a free work environment.In conclusion, companies must be committed to providing a work environment free of discrimination and harassment. Human Resource policie s must prohibit discrimination and harassment in the workplace, whether committed by or against managers, co-workers, customers, vendors, or visitors. Employees must work and develop in an environment that is anti-discriminatory, democratic, respectful of rights, mindful of dignity, legally sound and productive. Workplace discrimination or harassment based on an employees race, colour, religion, sex, national origin, citizenship, age status, sexual orientation, disability, marital status, or any other basis prohibited by law, must not be tolerated.REFERENCESArmstrong, M. (2006) Strategic Human Resource Management, (3rd Ed), capital of the United Kingdom Kogan.Armstrong, M. (2006) A Handbook of Human Resource Management Practice, (10th Ed), London Kogan.Cole G.A. (1997), Personnel Management, Theory and Practice, London Continuum.Labour Relations Act Regulations (1998), HIV and AIDS, Government Printers Zimbabwe.Maund, L. (2001), An interpolation to Human Resource Management Theory And Practice, New York Palgrave.Mullins, L. J. (2005), Management and Organizational Behavior, England Prentice Hall.Storey, J.(1995), Human Resource Management A critical text, London Routledge.