HR Policies And Procedures
Policies serve as general guidelines and standards an organization intends to adopt in managing its people. It serves a variety of critical purposes for the organization which includes the basis of treating employees fairly and equally. Second, clear communication regarding employment and a set of guidelines for supervisors and managers.
An example: Suppose there is a fringe benefit policy (the additional benefits you get from the company based on your performance). Before going into further details let’s first understand the difference between an policy and procedure.
For instance, “paid vacations”.
The procedure will describe the duration (number of days) of those vacation days and how eligible employees may apply to get those. All these criteria will be mentioned in the procedure.
Employee policies begin with careful development of the right policies for your company and ensuring the implementation and consistency of the policies through proper management and administration.
Let’s talk about the development of the policies and how to consistently handle workplace situations. Keep policy development goals in mind while crafting for an expected successful implementation.
Ensure the policies are
- Clear and specific
Also complying with the federal, state and local legislation or regulations.
Here’s a list of a few core organizational policies.
- Equality of employment
- Discrimination or Harassment
- Employee discipline
- Selection and promotion procedures
- Time and attendance
- Leave of absences
- Paid time off
It is vital to understand the employee handbook of the company’s procedure -> must contain plain but effective language. It should be carefully drafted, well-structured and reflective of your culture. Develop a clear, concise and to the point policy. Avoid unfamiliar terms and abstract words.
At the core of a well designed policy is a keen awareness of government-mandated regulations. Gather information on local, state and federal government regulations impacting your organization.
It’s also important to have an experienced employment attorney to review your final policies. Seek legal assistance from local state or federal agencies to make certain your interpretation and decisions are correct for your organization.
The next step is the application and consistency in people management through communication and administration.
Implement policy through a proper procedure to avoid any confusion and hurdles in the workplace. The second phase is to communicate the policies to the organization and the third is to re-evaluate and revise your policy if needed according to the current situation of the company.
Make sure the handbook is available online and also in hardcopy, so it is easy to access for all the existing and new employees.
Reinforce messages with other forms of communication. Consider presentations, training and other forms of communication appropriate to your employees and company.
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