HR policies management

One tool used in human resources management to promote organisational well-being is the implementation of organisational welfare policies. They can be defined as the set of payments and benefits that an organisation grants to its employees with the aim of improving their private and working life.

  • Organisational welfare policies are mainly divided into five categories:
  • Work organisation and flexibility.
  • Services and Benefits.
  • Attention to organisational culture and training.
  • Parenting policies.Policies for managing the various stages of life.

Work organisation and flexibility policies have to do with working hours and working arrangements. Examples of policies that fall into this category are the implementation of customised schedules, the use of smart working or the establishment of a time bank.
Services and benefits may consist of the provision of company canteens, company crèches, nurseries or agreements with childcare services, or support tools for elderly care or agreements with external facilities.
The focus on organisational culture and training includes all those spaces for discussion between employees and supervisors, for the analysis of the organisational climate and for the development of the individual employee through training plans (excluding compulsory training).
Parenting policies facilitate the leave and return-to-work process related to the period when an employee of the organisation becomes a parent. These policies include forms of time flexibility dedicated to pregnant workers (holiday splitting, special leave, etc.), or the possibility of using parental leave in a split or customised form.
While organisational management policies focus on accompanying and helping employees during crucial phases of their lives, such as the course of long illnesses, including those of family members, or a phase of personal and professional growth (e.g. the completion of a university course).

The Research Center offers, among other services, the implementation of special instruments to measure the perceived presence and usefulness of organisational policies implemented by the organisation.
To ask for organisational support from the Research Center, please write to info@apreso.org.

Riferimenti bibliografici
Al-Nawab, H. (2020). Evaluation for Evidence-Based Performance Management: Understanding and Measuring Performance Managers’ Perceptions (Doctoral dissertation).
Lueck, J. (2021). An investigation of how an organization can use strategic human resource processes and concepts to increase organizational resilience against times of crisis.
Suhail, A., Steen, T., Billiet, J., & Meeusen, C. (2020, September). Understanding Employees’ Perceptions of HR Practices: In the Light of Social Information Process Theory. In Public Personnel Policies-EGPA, Date: 2020/09/02-2020/09/04, Location: Online.
Zhang, J., Akhtar, M. N., Bal, P. M., Zhang, Y., & Talat, U. (2018). How do high-performance work systems affect individual outcomes: a multilevel perspective. Frontiers in psychology9, 586.