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Dear All, I had made an HR policy for our company and now the Board members want me to make presentation on the same. Kindly advise on what needs to be covered in order for the presentation to be effective

From Uganda
Hi Sunita,
Can you share the broad heads which you have already included in the presentation? Maybe copy paste the index over here, so members can take a look and tell you what else should be added.
Regards,
Sid

From India, Gurgaon
Hi Sunita, so whats a big deal? They dont just want you to make a presentation but actually want to see what Policy (HR Work System, Rules & Regulations) you have in the organization effective to both Employees and Employer. And you have to give them the required in the form of Presentation. You just need to use your present HR Policy heads and updated data wisely in presentation.
Also you need to talk to your seniors and discuss on the same with your team as well as the department heads for present findings, needs and for required changes or that you have adopted/ developed in your organization recently but there is no need to worry about anything.
Do not take them as Board of Directors but your seniors who are just willing to get the system and efficiency of HR department and your work style. But you have to do this job with quality.

From India, Gurgaon
Hi Sid, Please find the contents of the HR Policy. Would appreciate if you could let me know if there is anything that has to be added.

1. FOREWORD 6

2. OBJECTIVES OF THE MANUAL 7

3. HR POLICY 8

4. HR VISION 8

5. VALUES AND CULTURE OF THE ORGANISATION 8

6. CORPORATE PHILOSOPHY 9

7. RECRUITMENT AND SELECTION 12

7.1 TYPE OF EMPLOYEES 12

7.2 RECRUITMENT SOURCES 13

7.3 EMPLOYEE REFERRALS 13

7.4 EMPLOYMENT OF RELATIVES 13

7.5 REFERENCE CHECKS 14

7.6 SHORTLISTING OF CANDIDATES 14

7.7 SALARY POLICIES 14

7.8 OFFER OF APPOINTMENT AND ACCEPTANCE 14

7.9 STANDARD EMPLOYMENT PROCEDURES 15

7.10 PROBATION 16

7.11 APPOINTING INTERNSHIP / PLACEMENT / TRAINEES 17

7.12 APPOINTMENT OF CASUAL / TEMPORARY WORKERS 17

8. TRANSFERS 18

9. RECORDING OF ATTENDANCE 18

9.1. POLICY 18

9.2. WORK TIMINGS 19

9.3. PUNCTUALITY 19

10. UNIFORM AND DRESS CODE 20

11. FOOD & TEA 21

12. TELECOMMUNICATION 22

13. TRAVEL & TOUR 23

14. LEAVE 24

14.1 OPERATIONAL VARIATIONS 24

14.2 ANNUAL LEAVE 24

14.3 SICK LEAVE 24

14.4 MATERNITY LEAVE 24

14.5 UNPAID LEAVE 24

14.6 HALF DAY LEAVE 24

14.7 PUBLIC HOLIDAYS 24

14.8 PAYMENT IN LIEU OF LEAVE. 24

15. MEDICAL 28

16. COMPETENCY & SKILL DEVELOPMENT 29

16.1 TRAINING NEEDS ASSESSMENT. 29

16.2 TRAINING FEEDBACK 29

17. STAFF PERFORMANCE APPRAISAL 29

17.1 APPRAISAL PROCEDURE 29

17.2 ACTIONS RESULTING FROM PERFORMANCE APPRAISALS 29

18. PROMOTION 29

19. LOAN FACILITY 29

19.1 LOANS FROM THE COMPANY 29

19.2 EMPLOYEE LOANS FROM THE BANK 29

20. SALARY 29

20.1 SALARY ADMINISTRATION 29

20.2 SALARY ADVANCE 29

20.3 COST OF LIVING ADJUSTMENTS 29

20.4 MARKET INCREASES 29

21. REWARDS & RECOGNITIONS 29

21.1 MONETARY AWARDS 29

21.2 NON–MONETARY AWARDS 29

21.3 TYPES OF EMPLOYEE RECOGNITION 29

21.3.1 A PLANNED EMPLOYEE RECOGNITION 29

21.3.2 IMMEDIATE EMPLOYEE RECOGNITION 29

21.4 LEVELS OF EMPLOYEE REWARDS & RECOGNITION 29

21.4.1 LEVEL - ONE 29

21.4.2 LEVEL - TWO 29

21.4.3 LEVEL - THREE 29

21.5 MANAGEMENT RESPONSIBILITY 29

22. DISCIPLINE MANAGEMENT 29

22.1 DISCRIMINATION & HARASSMENT POLICY 29

22.2 HARASSMENT 29

22.2.1 DEFINITION 29

22.2.2 PROHIBITIVE CONDUCT 29

22.2.3 EXCEPTIONS 29

22.3 DISCRIMINATION 29

22.3.1 DEFINITION 29

22.3.2 HIGHLIGHTING POINTS 29

22.4 GUIDELINES FOR FORMULATION OF GRIEVANCE REDRESSAL COMMITTEE 29

22.5 MAINTENANCE OF POSITIVE DISCIPLINE IN THE COMPANY 29

22.5.1 MISCONDUCT 29

23. TERMINATION OF SERVICE 29

23.1 NOTICE PERIOD 29

23.2 VOLUNTARY TERMINATION 52

23.3 TERMINATION DUE TO UNFORESEEN CIRCUMSTANCES 52

23.4 INVOLUNTARY TERMINATION FOR CAUSE 53

23.5 SUMMARY DISMISSAL WITHOUT PAYMENT 53

23.6 TERMINATION ON MEDICAL GROUNDS / DEATH 54

23.7 TERMINATION PROCEDURES 54

23.8 FULL & FINAL SETTLEMENT 55

24. UPDATE OF PERSONAL DATA 56

25. OFFICE INFRASTRUCTURE 57

26. INFORMATION TECHNOLOGY USAGE 58

26.1 USAGE OF LAPTOPS & COMPUTERS 59

26.2 USAGE OF INTERNET 60

26.3 USAGE OF OUTLOOK 60

26.4 SOFTWARE USAGE 62

27. COMMUNICATION 63

28. SECURITY & VIGILANCE 64

29. ADHERENCE TO POLICIES 65

From Uganda
Dear Sunita
What happened to Resignation and Retirement.
Especially you can plan in advance for retirement cases but for resignation and termination on disciplinary cases you cannot predict anything in advance hence the F&F Settlement period must be given judiciously.
What is the facility being arranged for Staff. Have you planning for Accommodation, Transport Arrangement etc.
You can look into those aspect.

From India, Kumbakonam
Dear Sunita,

Here's my suggestion, make a snapshot of these and include the vital information related to each policy. Please identify the core message from each of them with any specification such as a legal standards to be maintained and escalation matrix to be followed.

Your presentation should give them a brief over view , yet exact information about the policies. The handbook would have all the details, hence you can consider to include the page number to the policy, as a reference, in the footnote.

Prepare for the business implication of each policy, such as, if there is a leave policy that shares 36 days of annual earned leaves implies, 2.5 days earned each month. This would be credited at the end of the month and can be availed from the existing balance. This will have a direct impact on the work allocation, as the business leaders may need to maintain a buffer in the talent pool , in-case an employee avails the balance leaves.

Keep an open forum to discuss , as the leaders will have far more views and inputs to the challenges or any requirement to the structure you have made. Call it Version 1.1 or whichever, but stay focused on the live feedback you receive. Reach out for the inputs from the operation's team. Suppose you may have designed for a payslip to be distributed by 10 or 15th of the month. Whereas , they may find it easy to receive it on mail with a disclaimer, right on the salary day. Hard copies can be collected on request, if required by them. Same for Sodexho passes or food coupons, if you have designed for them.

Wish to hear from you, before we can make more suggestions

From India, Mumbai
Dear Ms. Sunita,
You have done a great job. Infact, you had designed a system.
Kindly email me your HR POLICY. Will prepare a presentation for you.
Delivering a presentation is a great skill. The presenter need to focus on the information projected and audience background and their standards.
With profound regards

From India, Chennai
Anonymous
Dear all,
As I just started my carrer as a HR and its new corporate industry as well so all the responsibility is on my shoulder so i need the help from you all, that how should I make the HR policies and what are the rules and regulations I need to tell to the employees as its a 50 seater organisation.
Thanks & Regards
Naina pathak
HR

From India, Delhi
hello everyone, as i have newly joined a company. they have staff of only 10-15 staff member. please advise what are the basis hr policy which i can introduce as being as HR Kindly guide Mamta
From India, New Delhi
Iam jyoti I need hr policies and head hunting tips for IT company.how would I go ahead. please help me jyoti
From Nepal, Kathmandu
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