What Are the Different Types of Personnel Management Policies?

Personnel policies are guidelines and codes of conduct with continuity in personnel management. (Note: China Encyclopedia of Labor and Personnel, Economic Daily, August 1989, p. 69)

Personnel policy

(1) Direct capacity policy. ^[1]

Most companies have their own business philosophy. The person in charge of human resources should also set up the personnel concept and personnel policy for the personnel work they are responsible for. Because with the personnel concept, we can make people understand the main direction of the entire company personnel. For example, a company with a long history is always full of elders, imbalanced or negative employees. Why can the company tolerate the existence of these people? People with poor performance, the year-end bonuses are not mistakenly received, making big mistake People have not been fired, and so on. These phenomena always require an explanation. Therefore, setting a personnel concept has the significance of announcing to employees, and in the future, as long as the personnel operation deviates from this personnel concept, the personnel unit should take the initiative to amend so that the personnel concept can truly meet the company's operational needs. ^[1]

A complete national personnel policy definition should include the following elements: ^[1]

1. Subject of personnel policy. The subject has two meanings, that is, the subject of decision-making and the subject of execution; the former is the state (sometimes a political party), and the latter is the state organs, social organizations, enterprises and institutions.

2. Object of personnel policy. Objects also have two levels of meaning, namely, cognition objects and practical objects. The former is the personnel situation (mainly personnel status, reasons for personnel changes and development trends), and the latter is personnel management behaviors and national staff.

3. Purpose of personnel policy. The purpose is twofold, one is to select talents and the other is scientific organization management. It comes down to one sentence, which is "appropriate personnel", that is, the best cooperation between personnel and official affairs.

4. Means of personnel policy. There are various means, and administrative means are important, but they are not the only means. There must be other means, such as education means and economic means.

5. Purpose and means of carrier. The first level of meaning refers to the content: on the macro level, it refers to the policies and strategies of personnel management; on the micro level, it refers to the methods and strategies of personnel management. Policies, methods, strategies, and tactics can be collectively briefly referred to as "strategies" semantically. The second meaning refers to the form: one is a legal norm, such as included in the constitution, the interim regulations of the national civil servant and related laws and regulations; the other is a non-legal norm, such as included in government documents, party decisions .

The internal relationship between the above elements is orderly and relatively stable. The purpose is a deep core factor that determines the choice and configuration of the means. The purpose is not conceived by the subject, but the determination and adjustment of the purpose directly reflects the needs of the subject, and this need is mainly based on the situation of the object, that is, the situation of personnel. Personnel situation is a purely objective phenomenon. As a cognitive object, it has a restrictive effect on the setting of the subject's purpose. However, as a practical object, it is subject to the actions of the subject in accordance with the stated purpose. This mode of interaction between subject and object is also stable.

To sum up, the national personnel policy can be defined as: the state or the ruling party uses administrative and other means to manage personnel in accordance with the situation of personnel, in order to effectively achieve the "appropriate personnel" strategy.

Personnel policy structure

The personnel policy structure is a relatively stable way of contacting various parts of the personnel policy system, which often manifests itself in a certain organizational form. The personnel policy structure has two meanings, one is the structure of individual personnel policies viewed from a micro perspective, and the other is the structure of group personnel policies viewed from a macro perspective.

1. Individual personnel policy, that is, a single personnel policy, the structure of which consists of two parts; principle ideas and action plans. The principle thinking is the policy thinking, but the principle thinking is not the personnel policy in the modern sense. The personnel policy should include an action plan designed according to a certain thinking. For example, the personnel policy of encouraging the rational flow of talents is a principled idea. It is reflected in roughly actionable action plans: the focus of talent flow is on corporate managers and scientific and technological personnel; the reasonable flow is from big cities To small and medium cities, from the east to the west, from state-owned enterprises to townships and private enterprises. Principle thinking is the soul of action plan, and action plan is the support of principle thinking. The two constitute a personnel policy in the modern sense.

2. Group personnel policy, that is, macro personnel policy, has two main types of structure: one is vertical structure, that is, hierarchical structure; the other is horizontal structure, that is, process structure.

(1) Vertical structure of personnel policy

The vertical structure of personnel policies consists of basic personnel policies and specific personnel policies. Basic personnel policy refers to a personnel policy that plays a leading role in the entire process of personnel management over a long period of time. It has the stability of time, the extensiveness of the spatiotemporal process, and the dominance of personnel policies at the next level. feature. Specific personnel policies refer to personnel policies that play a role in a certain stage or area of personnel management, and are characterized by specificity and compliance with basic personnel policies.

There may be more than one basic personnel policy in the same country, just as a country can have several basic economic policies. Avoidance, resignation, dismissal, and examination employment are all basic personnel policies in China. Under the premise of these policies, there are specific personnel policies to meet the needs of special circumstances and special treatment. For example, ethnic autonomous areas do not implement a regional avoidance system; civil servants under certain circumstances cannot resign or be dismissed; recruited civil servants must take care of applicants for ethnic minorities; those who meet specific conditions can directly enter the state administration through transfer It is a specific personnel policy. The basic personnel policy guides the specific personnel policy. The specific personnel policy reflects the spirit of the basic personnel policy. This is the relationship between the two. Basic personnel policies embody principles and specific personnel policies embody flexibility. Only when the two are combined can the functions of personnel policies be fully utilized.

(2) Horizontal structure of personnel policy

The three links of personnel management are entry, management, and exit, which are vividly described as "import", "staircase entrance", and "exit". Correspondingly, the horizontal structure of personnel policy consists of "import policy" and "staircase entrance policy." "," Export Policy ".

"Import" policy: A policy that determines the scope of national staff and the way to enter the national staff. In terms of "imports", there may be two basic policies with opposite tendencies in different countries or the same country at different times: one is the "lenient advance" policy, and the other is the "strict advance" policy. The former divides the scope of national staff to a large extent, and there is no strict screening process for entering the national staff; the latter is different. In both policies, China and some other countries have experienced a transition from the former to the latter.

"Stairway entrance" policy: refers to the policy at this stage after entering the national staff and before leaving the national staff, and is an important part of the personnel policy. At this stage, there may be two basic policies with opposite tendencies in different countries or the same country at different times: one is a policy that restricts the effectiveness of incentives, and the other is a policy that restricts the effectiveness of incentives. What is strong and what is weak? There is no uniform standard. It is relatively comparative, but there is a difference between strong and weak. This difference is reflected in the comparison of a country's vertical history and the international horizontal current situation.

"Export" policy: refers to the policy of leaving the national workforce. There are two basic policies: one is a narrow "export" policy, that is, there is no other way to leave the team except for normal retirement and dismissal under abnormal conditions; and one is a wide "export" policy, except for retirement Except for peacekeeping, the unit can be dismissed, and the national staff has the right to resign. After the implementation of the "Interim Regulations on State Civil Servants", the "export" of China's national staff has achieved a change from narrow to wide. The three components of the horizontal structure of personnel policy are combined to form the overall personnel policy. Without any part, it is impossible to have a complete personnel policy, and for any part to be defective, a good personnel policy is impossible.

Personnel policy Function of personnel policy

Personnel policy, personnel legislation and personnel law enforcement constitute a large personnel management system. The function of personnel policy mainly refers to the effectiveness and role of personnel policy in the personnel management system. We believe that personnel policy has two major functions: orientation and regulation.

1. Regulation function of personnel policy.

The term "adjustment" can be roughly understood as an adjustment to adapt to new circumstances. The adjustment function of personnel policy is aimed at personnel legislation, which is manifested in the following two aspects.

First, the formulation, modification, and abolition of personnel laws ultimately depend on personnel policies. Social conditions (mainly referring to the situation of people) are neutral, objective facts, with different perceptions and evaluations of the same fact depending on the subject. Law belongs to the subject's knowledge and is a reflection of the will of the state. From social conditions to personnel legislation, we must pass the bridge of the will of the state (ruling class, legislators), and each link of personnel legislation reflects a certain personnel policy. Civil servants in China only refer to staff members other than work staff in national administrative organs at all levels, while British civil servants include work staff, while Japanese civil servants include not only work staff, but also teachers, doctors, etc. The difference between the two laws is beyond the scope of the law itself. It actually reflects the differences in legislators' understanding of civil servants. It is a matter of personnel policy thinking. In terms of the treatment of state workers, whether to adopt high-wage benefits or low-wage benefits has little to do with a country's economic strength and social system. It reflects two different policy ideas, namely, high pay and low pay. Prior to the implementation of the "Interim Regulations on National Civil Servants", promotion was a type of reward and demotion was an administrative sanction. Now, promotion is removed from the type of reward, and there is no longer any demotion, reward or administration The adjustment of the type of punishment is the result of changes in the legislator's policy thinking. The retirement of national staff is obviously restricted by personnel policies. The determination of the retirement age, the difference between the retirement age of men and women, and the differences in the retirement of civil servants in various countries are not primarily determined by biological factors such as human physiology and psychology. The policy perspective considers the choices made, especially the retirement conditions of special personnel.

Second, personnel policy is a part of the transition to personnel legislation. Personnel law always lags behind the development and change of social real life. This is determined by the limitations of human reason and the complexity of social reality. This will inevitably make some new phenomena and new problems temporarily unregulated. In these vacuum areas where there is no adjustment of personnel laws, personnel policies play a role with their flexibility. In this case, personnel policies on the one hand fill the gaps in personnel legislation and on the other hand prepare for personnel legislation. Once the time is ripe, Personnel policy has risen to personnel law.

2. The guiding function of personnel policy.

Guidance is to guide the direction. The guiding function of personnel policy is for personnel law enforcement. It is also reflected in two aspects.

First, guide law enforcers to understand the law accurately. Accurate understanding of the law is the premise and basis of correct law enforcement. Understanding the law accurately is not enough to look at the provisions of the law. It is necessary to look at the essence through phenomena and study personnel policies, especially policy ideas, that play a role in the legislation of personnel. Only by studying personnel policy and understanding the legislative background and legislative intention can we grasp the spiritual essence of the law.

Second, guide law enforcers to properly implement the law. If there are no flexible provisions in personnel laws, there is no room for personnel policies to play a guiding role. In fact, social conditions vary widely, and personnel legislation cannot be comprehensive, and many of its provisions are principled. In terms of rewards and punishments, the personnel policy has been extremely prominent in guiding law enforcement. Legislation only stipulates the types of rewards and punishments and the applicable system of rewards and punishments. How to enforce and use law enforcement properly to achieve the best results is a matter of personnel policy.

In short, a good personnel policy can directly promote the quality of personnel legislation and the effectiveness of personnel law enforcement.