Introduction to HR Policies and Procedures

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.