M.Peer Mohamed Sardhar Started The Discussion:
I. Defining policy and procedure
Rules for Drafting Policy
·A policy is a formal statement of a principle or rule that members of an organization must follow. Each policy addresses an issue important to the organization's mission or operations.
·A procedure tells members of the organization how to carry out or implement a policy . Policy is the "what" and the procedure is the "how to."
·Policies are written as statements or rules. Procedures are written as instructions, in logical, numbered steps.
II. Essential D policy topics
Prejudice, discrimination, victimization issues
III. Essential content of a practical, useful policy
Here are some important features that make a human resources policy easy to interpret and use.
Good organization and layout
The policy complies with:
Boards can play a variety of roles in HR policy development. The important thing is to clearly define that role. The Board may form a human resources committee to write policies and procedures, or they may delegate this duty to the Executive Director. Often it is the responsibility of the Board to give final approval on all policies. Also, the Board may set a time frame for reviewing HR policies, or they may delegate this responsibility.
6. How to write HR policies and procedures
Consider the following strategies as part of your communication plan to ensure employees understand human resources policies.
An employee handbook describes the organization's policies and procedures. It may have a less formal style, and highlight only the key points of each policy . It may also contain general information about the organization and its priorities. Include a list of the different job classifications, whether positions are covered by a collective agreement and bargaining status for all groups of employees. Readers can refer to this when they are reading the "Scope" or "Eligibility" section of a policy.
An employee handbook can be a useful orientation tool and an important part of the employee's relationship to the employer:
This term is often used for more detailed collections of policy and procedures, often handed out to supervisory staff.
Holding an information session is a good way to ensure that employees understand a new policy . Outline the decisions that led to the development of the policy, the people who were consulted, and any plans for future reviews.
Statements of understanding
For some policies, you may wish to have each employee sign a statement acknowledging that they understand the policy. If you do this, you must have a plan for consistently ensuring that all current and new employees receive a policy orientation and sign a statement.
Ensure that each employee has an up-to-date copy of each policy and procedure that is relevant to their job, or that the policies and procedures are kept in a central place where all employees can easily access them.
8. Reviewing and updating policy
The Board may set a time frame for reviewing policy, or they may delegate this responsibility. A reasonable period between complete reviews is two to three years.
Policies that are affected by changes to government legislation should be reviewed as soon as there are any changes to the law. Some organizations have adopted a policy that requires annual policy reviews. This helps them stay in line with legal requirements.
Notify employees and provide them with a revised copy when a policy or procedure is updated.
Even i also think the same. One day my boss, who is part of management, said, "i think HR is of no use for any company".
but still i think HR is the backbone of the company & HR is the only deptt who supports to all deptt.
So still m with the same comp & working with same confidence, knowing that Hr deptt is for no use of him.
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