Major Strengths of HR Policy of Given Organization

The major strengths of the given HR policy of the social sector organization are
as follows:

1) Clarity in Behavioral Policies

The HR policy has clearly defined the behavioral policies of the

organization by preparing detailed, accurate, and up-to-date job
descriptions that include day-to-day responsibilities, including
qualifications and requirements for all positions. It also includes required
licenses, degrees, and certifications. The rules for employee selection
and recruitment, training and development, performance appraisal, and
employee rewards and benefits are clearly defined.

So, the work ethics and professional conduct required of all employees
are clearly defined.

2) Training in Relevant Skills

The organization also invests in training time and budget for its
employees. They invest in skills-specific training. All the staff has equal
opportunities for participation in training programs.

The appropriate trainings are identified in accordance with employee’s

career development plan, and the organization sponsors the training.

3) Investment in Employee’s Health

The company is investing in employee’s health by giving due importance

to medical fitness and getting their check-up done from company’s
approved medical practitioner and also offering medical insurance to
employees and specified family members covering the costs of
treatment in case of sickness. If an employee is seriously ill and there are
no medical facilities in town, the organization transports him or her to
nearest town with reasonable medical facilities.
 The investment in worker’s mental and physical health is very beneficial
to organization’s productivity.

4) Clarity in Performance Policies

The HR policy of this organization guides the management as well as

employees regarding attendance, performance, employee benefits and
compensation effectively. These guidelines set expectations about how
employees’ performance will be evaluated. The performance is reviewed
against pre-agreed objectives and key skills required to carry out the job
effectively. The problem areas are highlighted. The strengths are
identified and future targets for employees are determined. The support
needed by management to achieve those targets is also determined.

Major Weaknesses of HR Policy of Given Organization

The major weaknesses of the given HR policy of the social sector organization
are as follows:

1) Absence of Grievance Procedure

The HR policy of organization does not include a proper grievance

procedure in which employees can report their grievances and
complaints and HR Manager can address them adequately.

2) Absence of State Laws

The HR policy should include the laws of every province and federal laws
organization has to adhere to. This will help the companies to avoid legal
complications or being embroiled in litigations.

3) Absence of Performance-based Compensation

This policy lacks the performance-based compensation system. The

salary increment is not linked to Performance and Development Review
in this organization.

The performance-based compensation will help in retaining the

employees who add value to organization. This compensation can be in
 the form of financial or other benefits. There can be performance-
related rewards linked with the individual contributions to organization.
The employee is incentivized to maximize his productivity and efficiency
in this way.

4) Absence of Disciplinary Action

The HR policy of this organization does not include clear disciplinary

policy that managers enforce in case of employee’s misconduct and
disregard for rules such as tardiness, improper use of organization’s
stationery, inappropriate telephone use, substance abuse, smoking in
the workplace when not permitted, violence, solicitation, or harassment.