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What are the steps involved in the formulation of Personnel policies?
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(1) Initiating the need—If an organisation does not already have an appropriate personnel policy, the personnel manager should feel its need or he should hear of its need. Then he should start thinking about it. He should also convince the chief executive of the need of personnel policy.
(2) Fact-finding—After the chief executive has approved the idea to formulate a policy, the next step is to collect facts for its formulation. Facts may be gathered from any of the following sources:
(a) past practice in the organisation,
(b) prevailing practice among the companies in the community and throughout the nation in the same industry,
© the attitudes of the top management as well as of middle and lower management.
(d) knowledge and experience gained from handling countless personnel problems.
The personnel department should study existing documents, survey industry and community practices and interview people within the organisation to collect appropriate information widespread consultations and discussions at this stage prove helpful in implementing the policy.
(3) Putting the policy in writing—After gathering all information the personnel department can begin the actual work of formulating the written expressions of company personnel policy.
(4) Communicating the Policy-The policy once formulated should be communicated throughout the organisation. A real education programme should be set up to teach people how to handle various personnel problems in the light of this newly formulated policy.
(5) Evaluating the Policy-Polices provide the future course of action. There may be situations where organisation is not getting the expected results. This requires modifications in the policies. The top management should have full information on the experience of these who are guided and affected by policies as well as about situational changes. On this basis, top executives decide whether there is a need to reformulate the policy.
