1. PERSONNEL POLICY
A personnel policy is a total commitment of the organization to act In a specified way while dealing with its employees.

2. Essential Characteristics of A Sound personnel Policy
Clear, precise and easily understandable policy .
Written policy.
Protect the interest of all parties.
Help in achieving organizational goals.
Flexibility.
Coping with prevailing situation and environment.
Two-way communication between management and workers.
Support of all concerned parties.
Uniform and some time changeable as per the local conditions.
Affirm the long range purpose.

3. FACTORS INFLUENCING PERSONNEL POLICY
1. Philosophy
Management of
Workforce
2. Type
3.Union Objectives
Practices
and
4.Financial Position
the Enterprise

4. Objectives of personnel policy
To fulfill organization’s main objectives.
To promote healthy competition and effective cooperation.
Best and maximum use of Human Resources.
Good industrial relations (Employer – Employee).
Aim at employee satisfaction.
To protect the interest of workers and to recognize trade union activities.
It provides the opportunities for promotion to workers.
To provide job securities to the workers.
To promote and develop sense of loyalty among workers and sense of responsibility among executives.
To provide an efficient consultive service for mutual faith.

5. PRINCIPLES OF PERSONNEL POLICY
PRINCIPLE OF COMMON INTEREST.
PRINCIPLE OF ‘RIGHT MAN IN THE RIGHT JOB’.
PRINCIPLE OF DEVELOPMENT.
PRINCIPLE OF RECOGNITION OF WORK AND ACCOMPLISHMENT.
PRINCIPLE OF RECOGNITION OF TRADE UNIONS.
PRINCIPLE OF PARTICIPATION IN MANAGEMENT.
PRINCIPLE OF CHANGE.

6. SOURCES OF PERSONNEL POLICY
Past Experience.
Future Objectives and Needs.
Knowledge and Experience.
Employees Suggestions and complaints.
Collective Bargaining Programs.
State and National Legislation.
Existing Practices and Experiences in Other Organization of Same Nature or in The Same Geographical Area.
Attitudes, Philosophies of The Management at Various Levels.
International Forces, Economic Policies of the Government and World Trade Practice.
The Culture of The Plant and Its Technology, its Business Environment Etc.
The Extent of Unionism.
The Attitudes and Social Values of Labour.
The Social Responsibility of The Organization Towards The Public.

7. Evaluating the impact of personnel policy
Personnel policies help the organization in term of organizational goals, increasing the efficiency, adaptability and achieving long term results.
Organizational and human outcomes such as turnover, absenteeism, commitment are the results of personnel policies.
Personnel policies help the employees to have awareness and a clear idea about the various personnel programmes.
Personnel policies relating to health, well being etc. affect commonly the individuals, society and the organization.
Various personnel policies result in commitment, competence, cost effectiveness and congruence. These outcomes lead to long term consequences like individual well being, organizational effectiveness and social well being.

8. The impact of personnel policy can be measured through outcomes
OUTCOMES OF PERSONNEL POLICY
COMMITMENT
COMPETENCE
CONGRUENCE
COST EFFECTIVNESS

9. ADVANTAGES OF PERSONNEL POLICY
HELPS MANAGERS
AVOIDS PERSONNEL BIAS
AWARENESS
AMONG
EMPLOYEES
ENSURES LONG-TERM
WELFARE
PROMPT ACTION