31 Jul 2018, 12:19 — 6 min read
Summary: Can implementing relevant Human Resource (HR) policies lead to the growth of an organisation? Tanima Sarkar shares her views.
For this article, I would like to start with a couple of quotes from various famous personalities. Few of them, which I really relate to and would actually like to work with as I develop this article.
Any business starts with a vision to make a difference, make profits and create a brand, which starts with risks and constant efforts with exaggerated passion. Whether big business houses like Google, Apple, Infosys or Wipro or startups like Facebook, Flipkart, Space X, all of them have not only become successful and established by great ideas but also due to discipline, persistence and passion. The owners of all of these companies are self-disciplined themselves along with the organisations that they have established over time.
SME organisations in the process of sustaining growth, often forget the basics of business, which is discipline. In the quotes mentioned above, successful personalities from diverse field talk specifically about 'discipline' as the key factor for success.
HR policies work as a catalyst to help the owners, directors to promote growth and healthy work culture in the organisation. Below mentioned are the ways in which HR policies contribute towards the organisation:
Discipline - Creates a guideline for the organisation as a whole, both for the employer and employees to operate, like attendance, timing for work, break time etc. These guidelines work as a bridge between the needs of the employees and the employer to make effective contribution and get productive results, with set guidelines and rules to be followed.
Resolves conflicts - There are multiple issues which may arise during the course of operations of because of the contention in the need of the employer and the employee. Situation based HR policies help in resolving conflicts in the organisation, where the circumstances can be correct for both the employer and the employee’s point of view.
Compliance - There are various guidelines set by the Labour Laws of India and other controlling authorities from state and central government. HR policies also reflect the guidelines as set by the Labour laws and other controlling authorities. These guidelines ensures that the interest of the employees are safeguarded and help them to act as per their rights as stated by the laws.
HR policies are considered effective only when they are designed and written keeping a balanced approach towards the needs of the organisation and the employees who are part of the organisation. It should be designed keeping in mind the kind of business, type of industry and the category of employees who will be associated with the organisation for the operations and growth of the business. The guidelines for a blue collar employee is different from that of a white collar employee. Also there is quite a distinct difference in the guidelines as stated for a manufacturing unit or an IT company. Hence, the compliance management needs to be one of the primary points of discretion, while defining the HR policies in the organisation.
HR policies work as a rule book for the employer and the employees to set organisational discipline, organisational culture and organisational environment. As rightly said by John Wooden who was an American Basketball player “Discipline of others isn’t punishment. You discipline to help, to improve, to prevent, not to punish, humiliate or retaliate”. This is one of the main points which needs to be kept in mind while defining the HR policies. since, they are not designed to punish the employees or humiliate them. It needs to be designed in the manner that can help both the employer and the employee to improve and grow, prevent and safeguard their rights and ensure a path of greater good.
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Disclaimer: The views and opinions expressed in this article are those of the author and do not necessarily reflect the views, official policy or position of GlobalLinker.
Posted byTanima Sarkar
Founder / CEO
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