Recognition in designing personnel policies.

Recognition in designing personnel policies.

 Economic success of the enterprises the interest of the employer and the employees. It benefits all the concerned parties-employees, employer and the government. Employees must have a chance for a better standard of living, better security and opportunity for living a fuller and better life. In return the employer must be able to get the maximum possible return. 

A successful business enterprise contributes substantially to the national exchequer and creates prosperity all around. 

2. Principle of Development: The organisation must provide ample opportunities for the growth of employers personality. People want to improve their status, to earn more, the shoulders higher responsibility. Personnel policies should lay down rules for the opportunities. For development to those who are willing to contributes something to the prosperity of organisation and to sacrifice their time and efforts for undergoing training to improve themselves on job.

 3. Principle of Recognition of Work and Accomplishment: There must be direct relationship between work and accomplishment

. A job should provide for sufficient wage and the benefits that will enable an employee to buy his bare necessities. The personnel policies should take into consideration the employee's expectations such as reasonable security on the job against accidents, sickness and old age. 

4. Principle of Recognition of Trade Unions: As the trade unions play an important role in the development of industrial relations, therefore, the management must recognise them. The personnel policies should incorporate the clause for amicable settlement of the dispute with the trade unions through negotiations and collective bargaining.

 5. Principle of Participation in Management: 

Employee's representatives should be given participation in decision-making bodies of the organsiation so that they may realise their responsibilities towards the management and workers. The success of any program or policy depends considerably upon its willing acceptance by the employees. If the decision regarding

personnel affairs are taken in the presence of workers representatives, there shall be better employees' satisfaction and morale. It will also minimise resistance to change. 

6. Principle of Change:

 Employees always resist change which may be pleasant or unpleasant one. An assignment to an Indian technician abroad on company's expense may be a welcome change. But unwelcome change may relate to loss of income, loss of status, reassignment or retraining activities and broken friendship. Therefore the employees should be prepared by the management well in advance to face the change as and when warranted. This may be done through to face the change as and when warranted. This may be done through bulletin board, company magazines and newspapers, committee meetings, union-management meeting, broadcasting system and so forth. In this regard management viewpoint should be reflected in personnel policies.

To conclude personnel policies should be designed to promote common interest, create safe and healthy working conditions, give proper recognition. 

For work and accomplishment, recognise impacts of change on people, encourage employees participation and recognise the functions and responsibilities of the trade unions.