Introduction to HR Policies and Procedures

<p>Online courses (C)</p> Signup and view all the answers

<p>6th edition (C)</p> Signup and view all the answers

<p>Criteria for selection (C)</p> Signup and view all the answers

<p>Job grading and performance rewards (A)</p> Signup and view all the answers

<p>Handling hazardous materials (D)</p> Signup and view all the answers

<p>Payment for professional fees (A)</p> Signup and view all the answers

<p>Voluntary resignation (A)</p> Signup and view all the answers

<p>Promotion opportunities (B)</p> Signup and view all the answers

<p>Equality, inclusion, and diversity (B)</p> Signup and view all the answers

<p>Length of notice periods (D)</p> Signup and view all the answers

<p>They outline responsibilities of both employer and employee. (D)</p> Signup and view all the answers

<p>They can motivate employees and improve organization reputation. (D)</p> Signup and view all the answers

<p>They can help avoid employment tribunal claims. (C)</p> Signup and view all the answers

<p>Provide step-by-step guidance for specific situations. (D)</p> Signup and view all the answers

<p>To reflect changes in legislation and case law. (D)</p> Signup and view all the answers

<p>Any organization with five or more employees. (D)</p> Signup and view all the answers

<p>They outline attitudes and behaviors needed across the organization. (D)</p> Signup and view all the answers

<p>Establishing informal norms within the organization. (C)</p> Signup and view all the answers

<p>To comply with head office guidance (A)</p> Signup and view all the answers

<p>Assigning policy development to an employee with people management skills (C)</p> Signup and view all the answers

<p>HR generalist (D)</p> Signup and view all the answers

<p>HR policy content should reflect the unique needs of the organisation. (D)</p> Signup and view all the answers

<p>Learning and development specialist (B)</p> Signup and view all the answers

<p>Determining what works best for their specific context (D)</p> Signup and view all the answers

<p>Existing employees may take on HR policy development tasks. (D)</p> Signup and view all the answers

<p>The unique needs and characteristics of the workforce (D)</p> Signup and view all the answers

<p>An overarching equality and diversity policy (A)</p> Signup and view all the answers

<p>HR policies may need to extend beyond the organisation in certain situations. (D)</p> Signup and view all the answers

<p>To ensure the source's reliability and relevance (B)</p> Signup and view all the answers

<p>They offer suggestions and guidelines for policy content. (C)</p> Signup and view all the answers

<p>The date of production and organizational culture of the source is important. (D)</p> Signup and view all the answers

<p>When entering into new organisational arrangements. (D)</p> Signup and view all the answers

<p>Compliance with legal requirements and relevant codes of practice. (C)</p> Signup and view all the answers

<p>It is central to effective people management and makes good business sense. (A)</p> Signup and view all the answers

<p>To offer guidance on employment issues (D)</p> Signup and view all the answers

<p>By enhancing the psychological contract (D)</p> Signup and view all the answers

<p>Effective communication and implementation (D)</p> Signup and view all the answers

<p>They help protect the organization against potential legal claims. (C)</p> Signup and view all the answers

<p>Wider business or organizational objectives (B)</p> Signup and view all the answers

<p>Auditing, benchmarking, and ongoing review (A)</p> Signup and view all the answers

<p>They focus on individual organizational strategies without broader application. (B)</p> Signup and view all the answers

<p>It addresses unique organizational culture and size. (D)</p> Signup and view all the answers

HR policies guide managers and staff on employment issues, promoting trust, fairness, and inclusion.

Procedures outline step-by-step actions in specific situations; policies offer general guidance.

HR policies can influence employee motivation and organizational reputation.

Policies improve decision-making by giving clear guidance to address issues.

Policies, sometimes legally required, provide guidance to meet regulations and avoid legal issues.

Organizations update policies to follow new laws, support business needs, adopt newer human resource practices, or respond to internal changes.

HR policies attract and keep employees, impacting an organization's success.

Written health and safety policies are legally required for organizations with more than 4 employees in certain countries. (Ex: UK).

Written guidelines for handling employment issues in an organization, outlining principles, rights, and responsibilities for employees and managers.

To guide employees, managers, and others in handling employment issues, implementing the organization's HR strategy, and maintaining consistency and transparency.

A plan for how HR will support the organization's goals. It focuses on long-term people issues, structure, values, and resource matching.

Clear communication and proper application of HR policies, especially by line managers, are key to success.

The process of creating HR policies to fit the size and culture of the organization. It's tailored to specifics.

The unwritten expectations an employee has about their job and the organization, including fairness and transparency.

HR policies should be designed to fit the specific needs and culture of each organization.

Applying policies equally to all and being clear.

Creating formal HR policies, often driven by growth and changing needs. This may involve attracting/retaining employees, or becoming more consistent & efficient

HR policies in smaller organizations are often handled by existing employees or external consultants.

Medium-sized companies frequently utilize a dedicated HR generalist to manage and implement policies, reviewing and communicating to employees and managers.

Larger companies usually have dedicated HR professionals focused on specific areas like rewards, employee development etc., along with generalists and administration support.

Effective HR policies must be tailored to each unique company and workforce characteristics, addressing their specific needs rather than mimicking others.

Effective HR policies are tailored to the company's needs and focus on building successful and sustainable relationships.

The size of an organization significantly impacts how HR policies are developed and handled.

Policies that focus on fundamental principles rather than extensive detail.

Induction helps new employees understand company policies and procedures, ensuring they're aware of rules and expectations.

Line managers are responsible for supporting people professionals by implementing HR policies and practices within their teams.

A handbook outlines company policies and procedures, offering clear guidance for employees on various aspects of work.

Policies are general guidelines, while procedures are step-by-step instructions for specific situations.

The Chartered Institute of Personnel and Development (CIPD) offers resources like books, journals, and articles on HR topics.

The different phases of an employee's journey within an organization, from joining to leaving.

Guidelines for welcoming new employees, providing information on company culture, procedures, and expectations.

Systems outlining how performance is evaluated and rewarded, including factors like salary, bonuses, and promotions.

Guidelines for managing communication, conflict resolution, discipline, and other issues related to employee interactions.

Guidelines for employee training and development opportunities, such as courses, mentorship, and career progression plans.

Guidelines for promoting a workplace that values and supports individuals from diverse backgrounds and experiences.

Guidelines for managing employee departures, including resignation procedures, termination policies, and severance packages.

Ensuring diversity and inclusion principles are incorporated into all aspects of HR policies, from recruitment to performance management.

A policy that outlines an organization's commitment to fair treatment and equal opportunities for all employees, regardless of protected characteristics like gender or race.

Involving HR policies in external partnerships, such as joint ventures or outsourcing, to ensure consistent practices and values.

Gathering knowledge from various sources like CIPD resources, internal policies, or external organizations to develop strong HR policies.

The Chartered Institute of Personnel and Development (CIPD) provides factsheets, guides, and legal Q&As for developing and implementing HR policies.

Using policies from other organizations as inspiration and examples, while ensuring reliability and suitability for your own context.

Assessing the reliability of external sources like policy manuals or commercial solutions by considering factors like date of production and organization size.

Ensuring HR policies comply with relevant legal requirements and codes of practice, avoiding potential legal issues.

Adapting HR policies to suit each organization's specific needs, size, culture, and industry.