HR policies are an essential framework that every company

needs to ensure smooth functioning. These policies are the

guiding factor that tells the company and the employees how to
work and conduct themselves to ensure a safe and secure
working environment for all. 
The primary purpose of HR policies is to manage employees
more productively and ensure the organization’s smooth
functioning. The inclusion of HR policies creates a base or a solid
foundation for companies to manage and lead their employees
towards growth and prosperity. It also saves the company from
any legal compliance issues in case of a lawsuit filed by any of
the employees.

What are HR policies?

HR strategies are also described as the set of concepts and

norms of behavior that regulate an organization’s interaction
with its workers. A policy proposal of this type sets instructions
for a broad range of employment connections inside the business.
The aim and relevance of HR rules are self-evident. Every firm
needs policies in order to promote regularity in behaviour and
equality in employee relations.

Why Is It Important to Have Defined HR Policies in Place?

HR Department Policies and Practices are critical in SMEs

because they give an outline, management, uniformity, justice,
and rationality. They also guarantee that employment laws are
followed and that workers are aware of their obligations and the
Business’s goals.

In this blog, we discuss the 10 top HR policies in India that every

company should consider.
1. Employment contract

In India, it is crucial to file proper documentation of the employees

that work in the company. The employee contract acts as the
umbrella covering a list of HR policies and agreements.

As per India’s employment laws, it is essential to file proper

documentation of the employees to ensure appropriate navigation
through the complex and diverse employment framework.

Therefore, having accurate and updated documents that prove

the employee’s compliance to the company will help in the long
term and save them from any legal hassles later. Therefore, you
need to follow the labor and wage laws while processing
documentation.

2. Employee wages

Employee payroll is one of the significant aspects of employee

management. The job of the HR department of the company is to
manage the employee payroll effectively. This includes offering
competitive salaries to employees and staying in compliance with
the government policies.

Various acts passed by the government cover the employee

wages. The most prominent among being The Minimum Wage
Act, 1948. This act sets a particular wage as the minimum wage
for skilled as well as unskilled workers. The act mandates that the
employees earn the ‘Basic’ salary to meet their living expenses.

Further, The Payment of Wages Act, 1936 states that an

employee should receive their rightful monthly salary payment on
the agreed-upon date without any unwanted deductions.
Therefore, companies need to follow the laws to remain
compliant while being competitive. This is one of the most critical
points in the list of HR policies in India.

3. Code of Conduct

The Code of Conduct is the company’s policies, consisting of its

vision, mission, and ethics. This is created to inform employees
about the policies of the behaviour and maintain discipline while
at the workplace.

The code of conduct is among the types of HR policies containing

the company’s rules that employees need to adhere to. The policy
includes dress code, equal rights to all, electronic usage policy,
conflict of interest, media policy, proper work environment etc. It
also contains the rules and penalties if an employee breaches or
violates the code of conduct.

4. Leave policy

As per requirement, every company should have a good leave

policy to provide a clear picture of the leaves they would be
entitled to take in a year. The policy should include a proper
bifurcation of the leaves into paid leaves, sick leaves or casual
leaves etc. It must also mention public holidays.

HR policies in India 2022 should also provide provision for unpaid

leaves along with detailed rules on the salary cut on late arrivals
and half days. According to The Factories Act, 1948, employees
are entitled to get paid holidays every week as well as get paid for
any extra work they did beyond their work hours.
5. Employee provident fund

Every employer is liable to set up an employees provident fund

account for each of its employees. The Employees Provident
Fund Act, 1947 provides income security to the employees after
their retirement. This is more like a security fund offering various
benefits for employees, such as housing care, medical insurance
and retirement pension.

It is important to note that companies exceeding 10 employees

must provide provident fund benefits to their employees.
Therefore, if you have more than 10 employees, then you are
liable to have a provident fund scheme for your employees.

6. Gratuity Policy

The gratuity policy is a way for companies to appreciate the

services provided by their employees towards the company. The
gratuity policy applies to all employees who have provided more
than 5 years of continuous service to the organisation.

The company is liable to pay a one-time payment

as gratuity payout to employees who are either being laid off or
resigning, but have provided 5 years or more of continuous
service. This is vital to keeping employees happy and engaged.
Moreover, companies are legally bound, as per The Payment of
Gratuity Act, 1972, to pay gratuity to their employees.

7. Paternity and maternity leave policy

Every company with more than 10 employees is required by law

to provide maternity leave benefits to women employees as per
The Maternity Benefits (Amendment) Act, 2017. Any woman who
has worked with the company for 80 days is entitled to receive the
benefits.

According to the act, a pregnant working woman is eligible to get

a minimum of 26 weeks of paid leave for the first 2 children and a
subsequent 12 weeks of unpaid leave.

As of now, there is no law on paternity bills for private company

employees. The central government employees are entitled to get
paternity leave of 15 days to take care of their wife and surviving
child. There is a proposed paternity benefits bill, 2017, which is
still pending government authorisation.

8. Sexual harassment workplace policy

A company is required to take or implement decisive rules, human

resource policies and regulations to create a safe work ecosystem
for women at the workplace. This is not just required by law, but it
should be a moral necessity for the company.

According to The Sexual Harassment Act, 2013, the company

must implement proper steps to protect women employees and
interns as well as any woman who visits the company. Moreover,
every company should have a sound sexual harassment policy to
address harassment complaints by women employees actively.

This includes setting up an Internal Complaints Committee in

every company crossing the 10-employee mark to look into the
sexual harassment complaints by women at the workplace.

9. Adaptive work culture policy

The past year has seen a paradigm shift in various companies’
work culture. The pandemic has forced many of them to ask their
employees to work from home. This has given rise to the need for
an adaptive work culture policy to provide greater flexibility to
employees to choose their work location or workplace.

The adaptive work culture policy should contain proper rules and
structures to manage employees working remotely or working
from home. This will create a framework or guidelines for
employees to follow when working from different locations.

10. Employment Termination policy

Every employer has to face it. Some of your employees may plan
to move ahead at some point in their careers. You may also feel
that an employee no more fits into your larger scheme of things.
These moments are emotional for the employee as well as the
employer.

Therefore, the employer needs to ensure that they implement a

proper leave policy that lays down the steps for an employee
who wishes to leave the company.

This will help the HR team follow the correct procedures as per
the labour laws to terminate an employee or process the
employee’s resignation request.

HR policies are an essential framework that every company

needs to ensure smooth functioning. These policies are the
guiding factor that tells the company and the employees how to
work and conduct themselves to ensure a safe and secure
working environment for all.
 11. Developing relations

Google renamed the normal ‘Human Resources’ division to

‘People Operations,’ wherein management holds that in
developing strong relationships between employers and
employees. The organization enables its staff to use their
creativity and keep coming up with great out-of-the-box ideas and
value-added activities.

12. Looking after the employees

Flipkart is one of the largest electronic retail giants and provides

its employees with unpaid time off to attend to personal
commitments. The organization also offers exceptional discounts
for special occasions such as an emergency involving friends or
relatives. These benefits are in addition to the standard leaves
that are awarded.

What are some of the other aspects of human resource

management that are covered by HR policies?

 Recruitment

 Termination

 Overtime compensation

 Vacation

 Performance evaluation

 Dress code
 Personal leaves and sick days

 Human Resources Policies and Procedures

 Meaning and Significance of Human Resources Policies
and Procedures
 The human resources policies and procedures are regarded as
the backbone of any organization. These documents consists of all
the details regarding the treatment, which needs to be given to the
employees in the organization and make provision of assistance to
the employees in acquiring an efficient understanding of the
organizational culture. The HR policies and procedures manual is
compiled first and thereafter an employee handbook is prepared in
conjunction with the prevailing policies and procedures as laid
down in the earlier document. Such documents make provision of
clear description in terms of the benefits and incentives that need
to be given to the employees. Within the organization, it is
necessary to ensure employees implement their job duties in
accordance to rules and policies and proper standards need to be
recognised within the working environment. In the case of
occurrence of issues, either on the part of the employers or
employees, the HR manual is regarded as one of the important
sources to provide resolutions (HR Policies and Procedures
Manual, 2019).
 The human resources, employed in various positions, such as,
managers, administrators, supervisors and so forth consult these
documents from time to time, before formulating procedures and
orders. Through these documents, they are able to acquire the
details necessary in the effective implementation of organizational
policies and procedures to be followed. Furthermore, these
documents can also acquaint the employees in terms of the ways in
which organizational policies and procedures lead to progression
and well-being. The employees may also generate information in
terms of ways such as, leaves sanction, different allowances,
insurance plans, anti-harassment rules, anti-drugs rules and so
forth. The handbook of the employees contain the information,
pertaining to employment procedures of the employees. The
significance of HR policies and procedures is primarily recognized
in making provision of essential information to the employees, so
they are able to put into operation their job duties in an appropriate
manner. In addition, they are able to generate information in terms
of departments, personnel, organizational goals and so forth (HR
Policies and Procedures Manual, 2019).
 Organizations can hire an HR Consulting Firms for the
preparation of both or either of the HR policies and procedures
manual and the employee handbook. An HR consultant can
provide assistance to the organization in preparation of new HR
 policies and procedures manual and employee handbook for the
organization. He can revise certain aspects of the documents or
completely revise the HR policies and procedures manual and
employee handbook. It is necessary to check the documents for the
rules that have been changing within the course of time. Audit the
existing HR policies and procedures manual and or employee
handbook to make sure that the details provided are relevant to the
organization. The job duties of the HR consultant can include just
one covering document or both, these are the HR policies and
procedures manual and employee handbook. Also as per the
requirement of the administration, the consultant may be asked to
either work upon the entire document or just a few policies (HR
Policies and Procedures Manual, 2019).
 When compiling the HR policies and procedures manual, an
HR consultant needs to be trained, taking into account various
factors. These include, organizational culture, legal rules and
regulations and market trends. On the other hand, when the
individuals are preparing employee handbooks, they need to take
into consideration various aspects. These include, HR policies and
procedures manual of the organization, present rules and
regulations related to employees within the organization, legal
compliances and industry norms (HR Policies and Procedures
Manual, 2019). Within the organizations, this is comprehensively
 understood that in order to carry out one’s job duties in an
appropriate manner, it is vital for the individuals to follow the
norms, principles and standards. When they adequately follow the
norms, principles and standards, they are able to carry out their job
duties in a well-organized manner. When the members are working
towards formulation of policies and procedures, they need to
ensure they are in accordance to the organizational structure and
organizational objectives. This aspect needs to be clearly
understood by the members.
 The HR policies and procedures make provision of help and
assistance to the organization in achieving its goals and objectives.
It is of utmost significance for the organization to determine the
ways that may help the individuals in reaching its goals and
objectives. Organizations need to formulate an HRM strategy as
well as the business drivers, which may make the strategy
indispensable for their success. It is a fact that to thrive and prosper
in the challenging business environment, organizations need to
generate awareness in terms of utilization of modern and
innovative methods. As with advancements taking place, when
there will be introduction of modern and innovative methods in the
implementation of job duties, then there will be changes taking
place in the HR policies and procedures. It is vital for the
employees to be well-equipped with the usage of these methods
 and procedures. Therefore, it can be stated that with the
introduction of modern and innovative methods, HRM turns into a
valuable tool for the management to lead to progression and
goodwill (HR Policies and Procedures Manual, 2019).
 The practice of HRM needs to be integrated with the overall
strategy to ensure the effectiveness of the human resources in the
implementation of tasks and activities. Within the organization,
there are number of departments, i.e. financial, marketing, human
resources, clerical, technical, and so forth. In various departments,
human resources are recruited in accordance to their educational
qualifications, competencies and aptitude. They undergo training
and development programs, at the time of recruitment as well as
within the course of their employment to generate information in
terms of modern, technical and pioneering methods. Furthermore,
the HR policies and procedures need to be modified, particularly
when changes are taking place in the methods and procedures.
There are introduction of novice approaches, which may enable the
individuals to carry out their job duties in a well-ordered manner
and achieve organizational goals. Therefore, it can be stated that
HR policies and procedures make provision of assistance and
support to the employees, which may enable them to generate
information and carry out their job duties in a well-organized and
satisfactory manner.
 Types of Human Resources Policies
 Some of the laws require the employers to communicate
workplace information to the employees in a written form. In the
absence of specific requirement, the employers need to implement
policies that would communicate to the employees, benefits and
expectations. The employees need to be well-aware in terms of
policies and abide by them in an appropriate manner. The various
types of human resources policies have been stated as follows: (15
Must-Have HR Policies and Forms, 2015).
 At-will Employment – This statement reiterates that either the
employer or the employee have the right to terminate the
employment relationship at any time. Furthermore, the reasons for
termination can also be numerous, but it needs to be ensured that
reasons are lawful and valid. In other words, when the employers
and employees are bringing an end to the employment relationship,
when employees are quitting their jobs or when employers are
terminating the employees, in accordance to the policy the reason
should be genuine and lawful. Therefore, it can be stated that at-
will employment is an important HR policy, applicable in various
types of organizations.
 Anti-harassment and Non-Discrimination – These are the
policies that prohibit harassment and discrimination within the
working environmental conditions. Within the organization, there
 are individuals, who are different from each other on the basis of
number of factors. These include, caste, creed, race, religion,
gender, age, ethnicity, educational qualifications, competencies
and socio-economic background. It is necessary to make provision
of equal rights and opportunities to all individuals and there should
not be any form of discrimination on the basis of any of these
factors. In order to lead to enrichment of the organizational
structure, it is essential to abide by the policies of anti-harassment
and non-discrimination.
 Employment Classifications – The employment
classifications are defined as jobs, which are full-time and part-
time. In various types of organizations as well as educational
institutions, the individuals seek employment opportunities on full-
time as well as part-time basis. When the individuals form the
viewpoint that they are engaged in other tasks for which they need
to take out time or have other responsibilities, they are engaged in
their jobs on part-time basis. Normally, individuals are engaged in
jobs on full-time basis to enhance their career prospects and to
sustain their living conditions in an appropriate manner.
Employment classifications determine the eligibility for pay and
benefits.
 Leave and Time off Benefits - When employees are
overwhelmed by various issues and problems and are required to
 take leave, it is necessary to grant them leave in accordance to the
policies and procedures. On the other hand, when they need time
off, such as, when they are required to leave the workplace within
the course of working hours, then too it has to take place in
accordance to policies. These policies address the rules and
procedures of the organization in terms of holidays, vacations, sick
leaves, bereavement leaves, leaves due to personal problems,
family issues and other time off benefits. Furthermore, it is
necessary to check the state and local law to ensure all the leave
requirements are included in employee handbook.
 Meals and Breaks – The meal timings and breaks within the
organizations also takes place in accordance to laws and policies.
When the employees are going for lunch, in some cases, they are
allowed one hour and in some half an hour. Normally, employees
are allowed to take a ten minute break, after they have worked for
three to four hours. The employees need to be communicated in
terms of these policies at the time of recruitment. On the other
hand, when employees fail to follow these policies, they are given
warning by their supervisors. Rest periods, and meal periods are
provided in accordance to the federal, state and local laws.
 Timekeeping and Pay – A timekeeping policy makes
provision of information to the employees in terms of the methods
for recording of the time worked and the significance of recording
 their time in an accurate manner. A policy on paydays lets the
employees generate information in terms of the frequency of
paydays, methods available for receiving pay and any special
procedure, particularly when the pay day falls on a holiday or
when the employees are absent from work. The policies in terms of
timekeeping and pay enable the employees to generate
contentment, as they are made aware in terms of pay procedures.
 Safety and Health – Safety and health of the employees are
regarded to be of utmost significance. It is indispensable for the
employees to maintain good health in order to carry out their job
duties in an appropriate manner. Safety policies are related to the
safety procedures. When employees are engaged in hazardous jobs,
it is essential for them to generate awareness in terms of safety and
health procedures that are necessary to generate the desired
outcomes. On the other hand, policies related to maintenance of
good health conditions among the employees are primarily
concerned with methods that are necessary to prevent accidents,
injuries and various types of health problems. It is essential for the
employees to take precautions, especially when they are engaged
in hazardous occupations and are required to work with chemicals
and machines.
 Employee Conduct, Attendance and Punctuality – Policies
related to employee conduct enable them to maintain good terms
 and relationships with each other, communicate effectively and
inculcate the traits of morality and ethics. Whereas, policies related
to attendance and punctuality make provision of information to the
employees that they need to maintain their attendance and depict
punctuality. The employees need to be scheduled to work in their
required work timings. Within the course of performance of their
job duties, they need to be aware of measures and approaches that
are necessary to achieve personal and organizational goals and
incur the feeling of job satisfaction.
 Hiring Forms – There are a variety of forms that would make
provision of help and assistance that can render a significant
contribution in identifying well-qualified and competent candidates
during the pre-hiring process. These hiring forms include, job
application and candidate evaluation form. When recruitment and
selection of candidates takes place, it is vital to make sure they
possess the essential skills and abilities. Therefore, the hiring
forms enable the hiring authorities to determine, whether the
employees are well-qualified for the implementation of job duties
or not. Therefore, it is necessary to formulate policies to lead to
recruitment and selection of employees in an effectual manner.
 Use of Technologies and Materials – In order to perform job
duties in an appropriate manner, it is apparent that employees need
to make use of technologies and materials. There are formulation
 of certain policies as well in terms of usage of technologies and
materials. For instance, excessive printing should be avoided. On
the other hand, when the employees are making use of materials in
the production of goods, then also they need to make sure that raw
materials need to be used in accordance to the job requirements.
Wastage should be avoided. The employees need to be well-aware
and competent regarding use of technologies and materials in the
implementation of job duties.
 Handbook Acknowledgements – When an employee signs the
form, he or she acknowledges that they are responsible for reading
and complying with all the organizational policies. The employers
are required to obtain the signed acknowledgements, when one
first issues the handbook. When the new employees are hired, then
too changes are required to be made to the handbook, as
information is put regarding them. When the employees get
recruited within the organization and throughout their tenure, there
are records maintained. The employers need to obtain demographic
information in terms of the employees and maintain records. When
the employees are no longer part of the organization, the
information regarding them is no longer available.
 Performance and Discipline – Policies regarding
performance and discipline are regarded to be of utmost
significance. These policies make provision of information to the
 employees regarding how they need to conduct themselves within
the organization. This include various aspects such as,
implementation of job duties, communicating and dealing with the
other members of the organization, generating awareness in terms
of programs and procedures, managing resources, making use of
technologies and resources and contributing in the formation of
amiable environmental conditions. The members of the
organization need to be disciplined. When they have experienced a
conflicting situation or disagreement, then also they are required to
implement peaceful conflict resolution methods. Therefore, it can
be stated that following of policies related to performance and
discipline would enable the employees to perform their jobs well
and incur the feelings of job satisfaction.
 Management of Resources – Management of resources is
regarded as one of the important areas. The members of the
organization need to pay adequate attention towards management
of resources on a continuous basis. There are three important
resources within the organization, financial, human resources and
technical. There are formulation of policies in terms of
management of these resources. On the other hand, when changes
takes place in terms of these resources, it is apparent that changes
will take place in the policies as well. Therefore, it can be stated
that members need to follow the policies in terms of adequate
 management of resources, prevent their wastage and use them in
an efficient manner.
 Conflict Resolution Methods – Conflict resolution methods
need to be put into operation in a peaceful manner. In some cases,
there are occurrence of conflicting situations and disagreements
among the members of the organization. In such cases, there are
formulation of policies that they need to be implemented in a
peaceful manner. Peaceful settlement of conflicting situations and
disagreements enable the individuals to form good terms and
relationships with each other, carry out their job duties in an
efficient manner and incur the feeling of job satisfaction. When
there are occurrence of conflicting situations and disagreements, it
is vital to implement effective communication skills and listen to
each other in a calm manner. Therefore, it can be stated that
conflict resolution methods are effective in the maintenance of
good terms and relationships with each other and work in co-
ordination.
 Organizational Expenses – In leading to effective functioning
of the organization, there are expenses involved. In other words,
financial resources are regarded to be of utmost significance in
promoting operative functioning of organization, its departments
and human resources. There are organizations, which possess
sufficient financial resources, and there are organizations, which
 possess limited financial resources. When financial resources are
sufficient, the organizations do not experience any problems in the
implementation of tasks and activities, bringing about changes,
initiating modern and innovative methods, introducing new
technologies, promoting an increase in salaries and
reimbursements and so forth. On the other hand, when the
organizations possess limited financial resources, they need to
conduct adequate planning. Therefore, it can be stated that it is
necessary to formulate appropriate policies in terms of
management of financial resources and utilizing them in an
efficient manner in order to lead to progression and well-being of
human resources and organization.
 Areas in which Human Resources Policies and
Procedures are implemented
 Within different types of organizations, there are number of
areas in which HR policies and procedures are implemented.Some
of these have been stated as follows:
 Recruitment and Selection – When job vacancies takes place
within the organizations, then the employers and hiring authorities
need to implement the policies and procedures for recruitment and
selection of individuals. When these aspects are to be
implemented, the employers and hiring authorities need to take
into consideration various factors. These include, educational
 qualifications, skills, abilities, demographic factors and so forth. It
is unlawful to discriminate against the individuals on the basis of
factors, such as, caste, creed, race, ethnicity, religion, gender and
socio-economic background. On the other hand, recruiting
individuals on the basis of educational qualifications and
competencies is appropriate. Therefore, it is essential to follow
proper procedures and policies, particularly when recruitment and
selection of individuals takes place (Avishikta, n.d.).
 Employment – Within various types of organizations, there
are number of policies that are related to employment of
individuals. These include, minimum hiring qualifications and
experience, sources which would facilitate recruitment and
selection, reservation for different groups, maintenance of effective
terms and relationships among the members of the organization,
reliance on various selection devices such as, tests, reference
checks and interviews, placement of new employees and
orientation of new employees (Avishikta, n.d.). The primary
objective of employment policies is to generate awareness and
augment understanding among the employees in terms of various
aspects of the organization. Furthermore, the employees need to
maintain appropriate terms and relationships with others and work
in harmony. Therefore, it can be stated that employment policies
 need to render a significant contribution towards the attainment of
desired goals and objectives.
 Training and Development – When the employees get
recruited within the organization, they are required to undergo
training and development programs. These programs are attended
by the employees not only at the time of recruitment, but also
within the course of implementation of job duties. The employees
are able to generate sufficient awareness in terms of organization
as well as in the implementation of job duties. To make available
the facilities for promoting efficient training and development of
the employees, it is necessary to make use of appropriate teaching-
learning methods, teaching-learning materials and instructional
strategies. Furthermore, the trainers need to be well-qualified,
competent and put into practice instructional strategies in an
appropriate manner. Therefore, it can be stated, when the initiation
of training and development programs takes place, they have to be
in accordance to policies and procedures.
 Labour Welfare – In order to bring about improvements in
industrial relations, it is necessary to bring about changes in
policies and procedures. The main objective of labour welfare
policy is to put into operation the areas, which would facilitate up-
gradation of employees. In the case of occurrence of problems and
challenges, it is necessary to make use of suitable methods. Labour
 welfare policies are regarded as effectual in the encouragement of
mutual negotiations, preparation and execution of labour welfare
programs and to make arrangements for all the possible facilities
for health, education and other welfare programs. In other words,
the labour welfare policy focuses upon up-gradation of health
conditions and education among employees. Furthermore, the
employees need to be enabled to perform their job duties and
responsibilities in an effectual manner, leading to achievement of
personal as well as organizational goals.
 Transfer and Promotion – Transfer and promotion of
members are an integral parts of organization. It is apparent that all
employees aspire to attain promotional opportunities, but it is not
necessary that they would require transfer. In order to put into
operation, transfer and promotion in an appropriate manner, it is
necessary to formulate policies and procedures. These need to take
into account the factors such as, purpose of transfer, period of
transfer, causes of transfer, availability of promotional
opportunities, factors that need to be taken into consideration to
acquire promotional opportunities and period of service within the
organization. In order to acquire promotional opportunities, there
are certain aspects that need to be taken into consideration. These
include, providing service to the organization for certain period of
time, possessing sufficient knowledge and competencies,
 implementing appropriate behavioural traits, inculcating the traits
of morality and ethics and maintaining good terms and
relationships with others. These factors are important on the part of
employees, but on the part of the employers as well, it is necessary
to implement policies related to transfer and promotion in an
efficient manner.
 Worker’s Compensation – Worker’s compensation is a
publicly sponsored system that pays monetary benefits to the
workers, who suffer from accidents and injuries within the course
of their jobs. Worker’s compensation is the type of insurance that
makes provision of compensation for the injuries or disabilities
sustained within the course of their employment. By agreeing to
receive worker’s compensation, the workers in some cases are also
provided with the right to sue their employers for their negligence
(Kagan, 2019). When the members of the organization are
formulating worker’s compensation policies, they need to ensure
that compensation has to be in accordance to the injuries or
accidents that the workers have undergone. When the accidents are
minor and injuries are less, the compensation is also less. Whereas,
in the case of major accidents and injuries, the compensation is
more. Worker’s compensation policies are helpful to the
employees in recuperating and reimburse for the losses they have
suffered.
 Integration and Human Relations – Within the organizations,
individuals cannot carry out their tasks and activities in isolation.
Therefore, it is necessary for them to work in integration and form
good terms and relationships with each other. Integration and
human relations with the organizations are referred to as the
processes of bringing about improvements in motivation by
encouraging proper working environmental conditions, training
programs, timely payment of wages and so forth. Human relations
are referred to an integrated approach derived from various
disciplines such as psychology, sociology, economics and
management. Promoting integration and human relations among
the members of the organization is considered important in
augmenting their knowledge and competencies, so they are able to
carry out their job duties in accordance to the expectations of their
employers and incur job satisfaction. Therefore, it can be stated,
both employers and employees need to pay attention towards
reinforcement of integration and human relations policies.
 Work Management – Work management policies are the
policies that are related to job duties, responsibilities and well-
being of the employees. The work management policies are
referred to as the set of guidelines that structure the plan of the
organization for dealing with an issue. Work management policies
are the sources of communication between the employers and the
 employees (Policies and Procedures in the Workplace, 2019). The
employers are required to make provision of appropriate
information to the workforce in terms of implementation of job
duties. It is the primary job duty of the supervisors to lead the
workforce in the right direction. On the other hand, it is vital on the
part of the employees to stimulate their mind-sets towards work
and acquire an efficient understanding of work management
policies. Therefore, it can be stated that work management policies
are regarded to be indispensable in the implementation of job
duties satisfactorily as well as in achieving the desired goals and
objectives.
 Performance Appraisal– Performance appraisal is referred to
as the systematic process in which the job performance of the
employees is evaluated. The job performance is primarily
evaluated in terms of research projects or presentations on which
they have worked. In addition, the performance of the employees is
also evaluated in terms of contributions to the organization. It is
also known as the annual review or performance review. The
primary objective of performance appraisal is to identify the
employees worth and contribution to the organization. The
important factors include, rate of absenteeism, amount of work,
efficiency, resourcefulness, conscientiousness and so forth. The
performance appraisal policies make provision of assistance to the
 managers in placing the right employees for the right jobs,
depending on their skills and aptitude (Performance Appraisal,
n.d.). Furthermore, these policies also help in identifying the
limitations and bringing about improvements. Therefore, it can be
stated that employers and managers need to generate awareness
and put into operation the performance appraisal policies to
generate the desired outcomes and promote well-being of
employees and organization as a whole.
 Administration – Administrative functions are indispensable
in various types of organizations. These functions make provision
of information and direct the individuals in an appropriate manner
that would enable them to carry out administrative functions
satisfactorily. The administrative management theory makes an
attempt to find a way to design an organization on the whole. This
theory calls for an organised management structure, a clear
division of labour and delegation of power and authority to the
individuals, pertinent to their areas of job duties and
responsibilities (What is Administrative Management Theory?
2019). Research has indicated that within organizations, the
directors or heads are vested with the power and authority to carry
out the managerial and administrative functions in a satisfactory
manner. In order to put into operation, the administrative policies
in an appropriate manner, it is vital for the individuals to generate
 awareness in terms of numerous areas. These include,
organizational goals and objectives, methods and procedures,
infrastructure, technologies and equipment, financial resources,
and the overall working environmental conditions. Furthermore, it
is necessary to augment one’s understanding in terms of
advancements taking place and modern, scientific and innovative
methods. Therefore, it can be stated that generating information in
terms of these factors will lead to implementation of administrative
policies in an efficient manner.
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