Human Resource departments

Human Resource departments in various organizations are regulated by certain procedures that normally aim at ensuring fruitful coexistence between the employers and employees. The HR procedures in the various institutions may include standard procedures and personalized procedures. The standard HR procedures are normally set by government agencies to aid various small businesses and organizations in managing their employees effectively and efficiently. Personalized procedures, on the contrary, expresses the HR functions in relation to a specific organization, and the procedures are not necessarily set by the government, but they have to be within the government regulations. As standard procedure regulates the general relationship between the employees and the employees in both the large and small organizations, the personalized HR procedures are normally set by various institutions, and at times they can be different from the standard procedures, but then they can no longer act against the standard ones. Both procedures ensure the quality of services between the employees and the employers even though they are set by different bodies.
Introduction
Firms and several institutions grow, meaning that the tasks human resource sectors also grow. A lot of duties are outsourced and brought into the organization; some other strategies are added to the HR function to efficiently manage employees in the organization. Human resource is often used to define the people working in a company and the sectors that are obligated to manage employees (Chris, 2014).

HRM, on the other hand, is a term used to describe the running and growth of employees in an organization; it involves overseeing all the activities concerning the management of an organization human capital and it entails designing elaborate procedures and policies. These procedures and policies ensure quality, safety and consistency in the workplace.
The procedures can either be standardized or personalized for a particular organization. The main objective of this article is to describe in details the personalized human resource procedures and the standard human resource procedures that an organization can be identified with. It will also try to give some of the differences existing between the two procedures (Chris, 2014). The HR functions include recruitments and appointments, setting out employment conditions, organizing employees’ leave, ensuring organization’s growth, ensuring healthcare and safety in the organization, ceasing employments and handling organization’s general matters.
Standard human resource procedures
Standard human resource procedures are usually identified with small businesses to the point of having their own HR departments. These procedures are set by various government agencies to help manage employees of small businesses. The aims of standard procedures are to ensure proper guidelines of managing employees by covering the needs of the organization and at the same time remain within the law. These are procedures that apply to any organization or companies, and they are also called Universal procedures (Durai, 2010).
When it comes to staffing that is the basic activity to ensure activities in the organization run smoothly, with the help of standard HR procedures, the HR department can easily plan for the staffing in the organization. The current staffing needs and the future ones are handled when the human resource department applies the standard human resource procedures (Durai, 2010). The standard procedures help to prevent conservative hires as well as poor organizational configuration. The standard HR procedures provide a good guideline to organize the organizational meeting and create an organization chart that describes the job description of every employee in the organization.
The standards also ensure various meetings where the current conditions of the organization can be discussed as well as organizing for various benchmarking sessions with bigger organizations with the aim of exchanging ideas that aim at ensuring the growth of the organization. The human asset of an organization unlike physical assets continuously appreciates in value as knowledge abilities and skills grow with training and experience (Durai, 2010). It’s important for management at all level to understand the human assets in the organization and be able to respond to their needs. This can be done by retaining quantity and quality of people in an organization (John, 2005). Being able to anticipate the future in terms of potential surplus or deficits of people and achieve the organizational objectives through expansion and diversification.
Another important aspect of standard human resource procedures is the formulation of policies and procedures. The HR department has the obligation of creating the organizational policies and procedures that guide the day to day running of the organization. The policies and procedures are not only meant to help inform the employees on how to integrate into the company, but it also helps meet the legal requirements in order to ensure fair handling of the employees. These procedures guide the attendance of the employees, dressing mode, the payment procedures, reimbursement of expenses, grievances handling, annual reviews and how to deal with any form of harassment.
Defining and aligning organizational purpose; HR supervisors in any organization are required to define procedures to an employee with the aim of helping them understand why the organization exists to ensure the HR departments come up with a purpose-driven, viable and a highly active organization. Through this, employees may also appreciate how their struggle associates and support the organization’s purpose (John, 2005).
When it comes to hiring and firing of employees, the standard procedures provides clear rules regarding hiring and firing of employees. However, large companies maintain in-house legal counsel and human resources department that deals with the rules, but then for the case of SMEs that do not have strong HR departments, they just have to follow the established standard HR rules. For example “Do not discriminate based on the race, gender, color, gender, religion and disability status”, “Observe all laws relating to minimum wage, hiring young or immigrant workers,” hence standard procedures help HR to accomplish their obligation by bringing the best personnel on board and also prevent the department from violating labor laws when hiring and firing workers (John, 2005). The standard procedures spell out a clear guideline for ensuring a good job description, writing and ensuring clear work ads in place. It also ensures evaluation of applications of the procedures to attain standard benefits and compensations. The standard procedures also state the step by step way of ending any procedure in the organization.
The HR departments also deal with the regulation of benefits and compensations as employees in every organization are supposed to be given additional benefits. These benefits include; health insurance for the workers, funding further trainings for the employees, ensuring disability revenue security, maintaining retirement benefits, offering vacations and flexible work schedules on top of the salary. HR processes come up with strategic benchmarking for employee payments and ensure federal equality desires. If an HR is not qualified for benefits planning he/she is supposed to work closely with a contract benefit provider for the quality definition of benefits procedures (John, 2005). Compensation of employees should be fairly regulated against the market settings by ensuring central equity to consider in the organization. Providing strong material concerning organization’s reward arrangement and steady process is key when considering commitments of the employees. The standard procedures require that no supervisor at any one point should offer the salaries and benefits to any employee by looking at personal parameters.
The standard HR procedures provide a clear guideline to smoothly manage the employees in the organization. These guidelines include and are not limited to training of employees, disciplining of employees, annual work reviews and boosting employee morale. The standard procedures provide the HR department with clear guidelines to handle every initiative in the organization pertaining recognition of employee’s efforts as well as ensuring employee wellness programs (Mchael, 2001). These standard procedures require that every department and all the supervisors to work hand in hand with the HR department to ensure fair treatment of all the employees with the aim of ensuring that individual employee is assisted to attain his or her full potential in the organization.
Personalized HR procedures
Personalized HR procedures entail running of the HR department as per a particular organization. The HR department here formulates the procedures to follow that may be unique as compared to other existing organizations. For example, a university can decide to formulate its own human resource procedures pertaining, hiring, training, compensation and retention of employees (Mchael, 2001). The case scenario is mostly common among the private institutions like the Pace University.
The university can spell out the working conditions for its employees. But then before the working conditions are spelled out, the institution must consider the fact that the employees are the most valuable assets in the organization. The attributes that a personalized HR procedure requires include; the employees to always work to push for the institution’s mission and ensure attainment of the institution’s strategic plans. The employees are required to be well vast in the job areas, and they should always be knowledgeable enough to handle the tasks that they are given in the institution.
Personalized HR procedures also require the employees to ensure an inclusive working environment that provides respect for all individuals in and out of the organization despite their gender, religion, skin color, race, nationality, age, sexual orientation and to avoid any form of discrimination. The employees should always observe the federal, local and state laws in their effort to achieve the goals of the organization. Their work should always be consistent with the institution and the various organizational objectives and requirements.
The employees are required by the personalized procedures always to assume responsibility for every actions and decision they make. They should always be present and punctual when reporting for their various jobs and always strive to meet the deadlines.
Personalized HR procedures also require that the employees maintain high business and personal ethics by ensuring discretion and confidentiality in and outside the workplace. Also when determining the roles that inform the needs of the workstation, the employee should always demonstrate a high degree of knowledge. The employees in the private or big institution are always required by the personalized HR procedures to be customer oriented. By this, the employees will always strive to satisfy the customer’s needs, in turn, ensure customer retention in the organization.
The employees are also required by the procedures to communicate effectively both verbally and in writing to ensure every concern to the management or customers is driven effectively and at the right time. Here, the employees are also given a clear instruction to listen keenly and respond with a lot of responsiveness. Demonstration of trust for all people including their ideas is also required by most HR departments in big organizations.
The personalized HR procedures also encourage all employees to pursue every opportunity that can enhance personal growth as well as taking keen of the developmental opportunities. The HR department should always assist the employees to grow in terms of skills through training, benchmarking processes and seminars (Durai, 2010). The employees from the various departments are required to understand the departments and the institution policies with the aim of ensuring the smooth running of the organization.
Through personalized HR procedures, the employees are always required to strive for excellence and exemplary performance of their duties in the institution (Mchael, 2001). In the effort to ensure reach out a program of the organization, the employees are always given the mandate by the personalized HR procedures to be good representatives of the institution whenever they are outside the organization.
Personalized HR procedures require the organization to always take affirmative action when recruiting employees, hiring, promoting, when serving the customers, handling persons with disabilities. When the organization is handling the employees and the customers, it has to comply fully with the federal and state regulations in order to avoid any form of discrimination ion the course of their operations (Durai, 2010). An institution can also have some procedures that must be followed when giving accommodations to employees.
The personalized HR procedure spells out the leave terms for every employee such that every employee has at least two weeks leave in the course of a working year. The leaves are always given on the basis of treatments and other medical grounds. Some of the leaves given to the employees are payable provided the right procedures were followed to get the leaves.
The HR procedures also provide the guidelines through which the organization can handle employees’ grievances by ensuring a safe working environment in the institution for every worker. It also ensures that no customer or staff members are denied the rights to benefits offered through any form of discrimination (Mchael, 2001).
Conclusion
Various HR procedures are available depending on the size and type of the organization. These procedures guide the link existing between institutes with the employees. Both standards that guide all institutions and the personalized HR procedures should be well applied by various institutions as they help ensure smooth running of the organization that in turn ensure profitability and effectiveness of the employees.
References
Chris, A. (2014). Human Resources Policies and Procedure Manual. Bizmanuals.Durai, P. (2010). Human Resource Management. India, Kindersley.
John, M. (2005). How to Develop Essential HR policies and Procedures. USA, American Management Association.
Mchael, A. (2001). Human Resource Management Practice. London, Kogan