There are so many HR Policies, for eg: Leave policy, Over time policy, travel policy etc etc
What is that you are looking at, be more specific
Any policy you write for an organization should have the purpose, scope, Policy statement, Procedures (SOP) and Supporting forms if required
hope you have got the clarity..... All the best
i would like to thank you so much for this template, acctually iam working on the policy for my company,
but here in this templete you are leaving the laws ( as it deppend on each country)
so i need ahelp to know or see apolicy atemplate following the laws in Egypt.
can any one help me please
There are broadly 35 areas in which policies are drafted in HR. These areas constitute various transactions that an employee has with the company during his/her tenure in the organisation.
When we talk about drafting policies, we need to ensure that all such aspects of the employees transactions are provisioned in the HR Policy Manual. These include eligibility criteria, entitlements, procedures to be followed, T&Cs applicable and many such aspects.
An HR policy document should fulfill the need of the employees on what they can expect from the company and what they should not. I have defined HR policies for at least 20-30 companies in the past.
You can visit "www . breakthroughhr . net / HR-Policies-Definition . asp" to know more about HR policies. Please paste the text within quotes and delete each space therein.
I can be reached on 98203 49737 in case anyone wishes to understand more.
Thanks for reading this.
www . BreakThroughHR . net
Hope your company got registered with different job portals.
Your first duty is to post a job in that, with JD of that requirement.
You can share that requirement in different professional websites like linkdin, cite HR etc.
By these, suitable candidates will directly reach you with their profiles. Because you need freshers, so you will get a huge pool of profiles for your requirement.
one of the biggest hurdle people face is when the management asks for "HR Policies". Let me share with you that simply a blanket statement is not sufficient. You need to discuss with the management and understand what and why before you embark on this journey of creating HR Policies. Most employees jump at the opportunity to do something and realise that what is required and what was created are poles apart.
My sincere suggestion is to keep things as simple and clear as possible to start with. You would find loads of downloads of various policies - most of which you may not be in a position to replicate at your end.
@Mirza Sharing a template that is dated and applicable for a foreign country could be avoided. It would have been great if you had shared templates that you have worked on. Not just Aarti but all others would also have benefited.
Sample/Format of all HR Policies.
a. Late coming on duty
d. Early departure etc. (Other all HR Policies for important/necessary for full HR deptt
Send on mail:email@example.com
I m fresher In Hr profile in our company no-one sr. hr in this company. I have faces many problems in hr policy,circular,rules & regulation,
and company given the task how i handle all these things tell me.
Please tell me in details...........
Thanx & regards
An employees is
Present in month of notice period 10 Days
Absent in month of notice period 20 Days
Leave in credit ( Cls and PLs) 15 Days
Do these absence of 20 Days have effect on Perks in salary breakup Like Medical and Mobile perk?
Can we adjust these absence be adjusted with CLs and Pls, so that total presence will be 25
Days ( 10 + 15 Days).?
Pls reply with as much information u can provide me
/ categories of Leave which should be implimented compalsary as per latest labour rules in Gujarat India.
Basically our company is basically a Computer Hardware & Networking Support company having
own Service Centre Annual maintanance Contract & Labour supply in coprporate serctor & Govt. Sector.
Pls. help to draft a HR policy
(Leave policy, Bonus policy, travel policy, Recrutement of contract & Direct Employees,Termination from employment, Appointment of Account/Tax consultants etc...
There is a ton of stuff already posted here on CiteHR that will meet your needs.
This question is asked over and over every week.
Please use the reSearch Box at the top of every page and you will find a wealth of material to help you in all aspects of HR. Whatever you need you will find that other members have already posted.
I see a lot of members who upload content material which can be clearly seen as being confidential for companies that it belongs to.
I wanted to understand what is the policy and protection norms or processes that your site employs for safeguarding the confidential material of such companies. Its a disturbing trend where no content remains sacrosanct.
The reason why I raise this question is that a lot of my solutions for my clients is designed individually for them and I appreciate teh importance of protection of such material.
Looking forward to your response.
<link outdated-removed> ( Search On Cite | Search On Google )
For details about CiteHR policies you would need to contact the site Administrator/Owner in addition to checking information here on the website. Any comments I make are my own views and may not necessarily match those of the Owner of Cite.
As you will see from my postings, I am a Moderator here at CiteHR. However, whilst my fellow moderators and I try to keep an eye on things, it is not always possible to pick up all violations of copyright infringements etc.
I share your concerns about safeguarding material, but I am sure you will realise that the internet has become a bit of a free for all! Sadly many people do not understand exactly what copyright is or means. For example, I think quite a few of our members here think that because something is labelled as an e-book, then that means it can be distributed freely. It can't. Yes, there are a few FREE e-books around, but the majority are clearly labelled as copyright.
In the case of material specifically prepared for your clients, you need to safeguard that as best you can. However, if you prepare and are paid for material by a company, then it could be reasonably expected that the company then owns the copyright, and are free to do what they will with it. If you wanted to retain the copyright to your materials, then you would need to clearly spell that out in your contract with the client. You also need to be prepared to take legal action if your copyright is violated.
The other problem is that many companies have very lax rules in place about safeguarding company documents etc. I think that some members here, do not stop to think that material they are posting here - in the guise of being helpful - may be copyright. For example, documents outlining their employer's company policies and procedures etc.
Also people go to training courses and bring back a training manual etc - for their OWN use at their workplace. They are not free to copy that manual and post it on a site like this. In any case, it could be argued that, if their employer has paid for them to attend the course, then the manual and any other training material rightly belongs to the company.
If you have been with CiteHR for awhile, you may have noticed that I do what I can to remove copyright materials, and try to educate and encourage our members to do the right thing, while maintaining the great help and assistance this site provides to the HR community.
I hope that helps answer some of your questions.
Thanks for your response. I agree that it will be a challenge to monitor and control every upload. For my self generated content I do have a standard disclaimer cautioning my clients against sharing the contents with anyone or uploading online and so on.
However, Iam sure technology must have some tools to hold back attachments from being automatically being uploaded on the site. Iam no expert in these things. Would leave them to your good judgement.
There is a ton of stuff about all types of HR Policies already posted here on CiteHR by other members.
Please use the reSearch Box at the top of every page to find the material you are seeking.
working from home policy
This site is a vast resource of material relating to all HR topics provided by the members.
Search FIRST Ask SECOND
I am new to this site and have been searching the Internet for information on Human Resource Policies. But its more towards the everchanging policies in Human Resource. What more with the introduction of new ideas and the use of technology the sees a need for some policy revisions. This may be applicable to HR in the public sector with which the past HR Policies may have gone out of date.
With some countries reviewing their system of government (some using the term transformation and some using reformation) this usually leads to the modernization of existing HR policies. This is done through formal committees and some may require the leaders of the country (Cabinet or relevant Ministers).
Is there a thread to discuss this process of transformation from Day to Day Business of Human Resource Management to Strategic form of Human Resource Management.
I am working in a manufacturing company. Now our company wants to take action against two employees who fought during working hours. But in our company there is no HR policy, Leave policy except travel policy. On which basis show cause notice can be given to two employees. Can employees take action against a company after receiving show cause ?
Please guide me.
Thanks & Regards,