CMI 702 - LO 1.3 Master Presentation PDF

Level 7 Learning Outcome 1: Understand the principles for leading and developing people Learning Outcome 1.3 Part 1 Critically appraise how human resource policy and strategy informs the way people are led and developed Part 1 Human Resource Policies What kinds of hum...

Level 7 Learning Outcome 1: Understand the principles for leading and developing people Learning Outcome 1.3 Part 1 Critically appraise how human resource policy and strategy informs the way people are led and developed Part 1 Human Resource Policies What kinds of human resource policies does an effective organisation have? Human Resource Management (HRM) and Human Resource Development (HRD) policies are essential frameworks that guide how organisations manage, develop and lead their employees. These policies ensure that the workforce is aligned with the organisation's goals while promoting growth, engagement and compliance with legal and ethical standards. HRM policies provide the structure for employment practices, while HRD policies focus on developing employees' skills, knowledge and capabilities. Human Resource Management (HRM) policies are the foundation for effectively managing people within an organisation. These policies cover a wide range of areas, including recruitment, selection, onboarding, and performance management, all of which are designed to ensure that the right talent is attracted and retained. What kinds of human resource policies does an effective organisation have? HRM policies also encompass disciplinary procedures, grievance handling and termination processes, ensuring that all employee interactions are managed fairly and in accordance with legal requirements. HRM policies set clear expectations for both employees and management, providing a consistent framework for decision-making and helping to maintain a positive and productive working environment. By formalising processes, HRM policies support the overall strategic goals of the organisation and ensure compliance with employment laws and best practices. What kinds of human resource policies does an effective organisation have? Learning and development policies are designed to provide employees with opportunities to grow skills and knowledge for current roles and for personal progression and development. These policies support both formal education and on-the-job training, ensuring that employees can enhance their capabilities and contribute more effectively to the organisation. Talent recruitment, management and development policies are crucial for attracting, retaining and nurturing talent. Through structured recruitment processes, performance management and development initiatives such as coaching and mentoring, organisations ensure that employees remain engaged and aligned with their roles. Payment and reward policies focus on salary structures, bonuses and other incentives that motivate employees, while recognition programmes celebrate individual and team achievements to boost morale and engagement. What kinds of human resource policies does an effective organisation have? Clear role requirements and role modelling policies define job roles, responsibilities and expectations, fostering clarity and promoting exemplary leadership. Succession and pipeline planning policies ensure future leadership by identifying and developing potential leaders within the organisation. Equality, diversity and inclusion policies safeguard fair treatment, promote diverse hiring, and foster an inclusive workplace culture. Corporate social responsibility (CSR) and sustainability policies align organisations with ethical practices, including sustainability initiatives, while safe working practice policies ensure adherence to health and safety laws. What kinds of human resource policies does an effective organisation have? Formal HRM/HRD processes, such as Performance Improvement Plans (PIP), development procedures and capability assessments, ensure continuous improvement. Additionally, social exchange theory supports the idea that positive treatment of employees encourages loyalty and performance. Finally, GDPR-compliant employment data policies ensure responsible handling of personal data. Over the following pages, you will look at aspects of HR policy relating to each of these areas. Introduction to HRM and HRD policies Human Resource Management (HRM) and Human Resource Development (HRD) policies are important frameworks that guide how organisations manage, develop and lead their employees. HRM policies provide the structure for employment practices, focusing on recruitment, selection, onboarding, and performance management. They ensure that the right talent is attracted, managed and retained while maintaining compliance with legal and ethical standards. HRD, on the other hand, focuses on developing employees' skills, knowledge, and behaviours to support both individual growth and organisational success. Effective HRM and HRD policies ensure that the workforce is aligned with the organisation's strategic objectives. They promote growth, engagemen, and a positive working environment by establishing clear expectations and providing a structured framework for decision-making. Introduction to HRM and HRD policies HR policies also support the long-term development of employees, creating a culture of continuous improvement, innovation, and adaptability. Ultimately, well- crafted HRM and HRD policies empower both employees and managers, facilitating a more cohesive and productive organisation. These policies provide a foundation for leadership by clarifying how people should be led and developed. This ensures that management decisions are consistent with the organisation’s overall goals and vision. HRM and HRD policies formalise leadership processes such as talent development, performance appraisals and succession planning, which are critical to building a resilient and future-ready workforce. HRM policies HRM policies are essential for effectively managing people within an organisation. They cover recruitment, selection, and onboarding, ensuring that the right talent is brought in and integrated smoothly. Performance management policies help assess employee contributions and align individual efforts with organisational goals. In addition, HRM policies encompass disciplinary procedures, grievance handling and termination processes, ensuring fair treatment of employees. These guidelines are critical for resolving disputes and maintaining compliance with legal standards. Clear HRM policies also protect organisations from legal risks by ensuring that decisions are made consistently and transparently. HRM policies play a key role in creating a positive and productive environment. They set expectations for employees and managers, establishing a clear framework for decision-making. By formalising them, HRM policies align daily operations with strategic objectives, enhancing trust, accountability and the overall effectiveness. Learning and Development Policies Learning and development policies enable continuous skill enhancement within an organisation. They provide opportunities for formal education as well as on-the-job learning. They help employees improve their skills, enabling them to contribute more effectively to the organisation. These policies also focus on personal development, providing employees with clear pathways for career growth. By aligning learning initiatives with business goals, organisations ensure that employees are equipped to meet evolving needs. This encourages engagement, as individuals see opportunities for advancement and value within their roles. Learning and development policies also form an integral part of talent management. By developing employees’ knowledge and skills, organisations can build a more capable workforce prepared to handle new challenges and drive future success. Talent Recruitment, Management, and Development Talent recruitment, management, and development policies ensure organisations attract and retain the right talent. Structured recruitment processes identify individuals who align with the organisation’s values. Management policies focus on performance, coaching, and mentoring to keep employees engaged. Developing talent is critical for long-term success, offering opportunities for growth and coaching. Talent development ensures employees are ready for future challenges. By aligning talent recruitment and development policies with organisational goals, organisations foster engagement and retention, contributing to a motivated workforce that drives success. Payment, Reward and Recognition Policies Payment, reward and recognition policies motivate employees by providing clear salary structures and recognition programmes. Financial incentives like bonuses and benefits drive job satisfaction, while recognition celebrates individual and team achievements. Publicly acknowledging employee contributions encourages engagement and promotes a positive work environment, reinforcing organisational values. By linking reward and recognition with performance, organisations encourage employees to meet business objectives, driving high performance and ensuring that individual efforts align with overall success. Role Requirements and Role Modelling Clear role requirements and role modelling policies ensure employees understand their responsibilities and how they contribute to success. These policies set expectations, providing a foundation for performance evaluations. Role modelling promotes effective leadership, where managers embody the organisation’s values, encouraing collaboration and accountability. Strong role models encourage positive behaviours throughout the organisation. These policies also support continuous development, providing opportunities for skill enhancement. By clarifying roles and expectations, they promote engagement, contributing to long-term organisational success. Succession and Pipeline Planning Policies Succession and pipeline planning policies ensure leadership continuity and organisational stability. These policies identify and develop high-potential employees, preparing them for key leadership roles. By creating a leadership pipeline, organisations ensure future leaders are equipped to lead effectively. Succession planning mitigates risks from leadership gaps and prepares the organisation for change. These policies also promote employee retention by providing clear pathways to leadership. This helps organisations remain agile and adaptable, securing long-term growth and stability. Equality, Diversity, and Inclusion Policies Equality, diversity, and inclusion (EDI) policies ensure fair and respectful treatment of all employees. These policies promote bias-free recruitment, development, and promotion, encouraging a diverse workforce. EDI policies contribute to innovation by bringing diverse perspectives and ideas, improving problem-solving and decision-making. A culture of inclusion strengthens the organisation’s overall performance. When employees feel valued, they are more likely to engage and contribute. EDI policies ensure a productive, motivated workforce, reflecting the organisation’s commitment to fairness and inclusion. Corporate Social Responsibility (CSR) and Sustainability Policies Corporate Social Responsibility (CSR) and sustainability policies align organisations with ethical practices, including environmental responsibility and community engagement. These policies build brand trust and attract talent. CSR and sustainability initiatives enhance employee engagement by promoting responsible practices. Employees who are proud of their organisation’s impact are more likely to stay motivated and loyal. These policies strengthen reputation and contribute to long-term success, demonstrating the organisation’s commitment to both social responsibility and sustainable practices. Safe Working Practices Safe working practices ensure compliance with health and safety laws while protecting employees’ well-being. These policies include risk assessments, emergency procedures, and employee training. It is important to note that policies such as Health and Safety are governed under statute and all management, including senior levels, need to be aware of them Safe working environments encourage trust and engagement, improving productivity. By reducing workplace accidents and illnesses, they minimise downtime and ensure business continuity. Adhering to safety regulations enhances the organisation’s reputation while reducing legal liabilities. Safe working practices demonstrate the organisation’s commitment to employee welfare and contribute to a positive, productive workplace. HRM theory Human Resource Management is a school of management thought in itself, with a professional institute, (CIPD), and a broad range of under- and postgraduate qualifications as well as a clearly established research base. It is not the purpose of this programme to provide you with a broad depth of knowledge on HRM or HRD. Rather, as a senior manager, you need a broad overview, such as that provided to HRM graduates. On that basis, here is a paper, published by the University of London for its undergraduate international programmes. It will provide you with a good overview of the subject, should you wish to read further into it. >>> Paper - Human Resource Management >> Checklist - Talent management > CIPD Resources - Reward > IBE Paper - Leadership Role Modelling > Checklist - Succession planning > Checklist - Managing for diversity > Economist Article - How to make your firm more diverse and inclusive > Checklist - Corporate social responsibility > Checklist - Health and safety: managing the process