Re: Difine Hr Polices - CiteHR
Jeevarathnam
Sr. Manager Hr/admin
Adv. Manoj Liyonzon
Advocate, Chennai
Leolingham2000
Management Consultant
Virendra Pawar
Hr Professional
+1 Other

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Dear seniors, Plz define hr policis. thanks Susheela
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Dear Susheela
Be clear what exactly that you are looking.
Are you looking for the HR policies or the definition of HR policies.
There are number of HR policies like
Leave Policy
Attendance Policy
Time management policy
Dress Code Policy
Safety Policy
Recruitment Policy
Training Policy etc
SUSHEELA,

HERE IS SOME USEFUL MATERIAL.

REGARDS

LEO LINGHAM

HR Policies

What is a Policy

A policy is a predetermined course of action

established as a guide toward accepted objectives

and strategies of the organization.

A vision is formulated, business processes are

analyzed, and policy and procedure systems to

support the vision are born. As policies

and procedures are written, approved,

published, and implemented, the company’s

vision is articulated.

WHY DEVELOP A POLICY MANUAL

Policy manuals are developed to help staff and

management teams run the organization. In best use

situations, policies play a strategic role in an

organization. They are developed in light of the

mission and objectives of the company and they

become the media by which management’s plans,

rules, intents, and business processes become

documented and communicated to all staff. Carefully

drafted and standardized policies and procedures save the

company countless hours of management time. The consistent

use and interpretation of such policies, in an evenhanded and fair

manner, reduces management's concern about legal issues

becoming legal problems.

Connection between Mission and Policy

Without policies boundaries and baselines related to the

company’s missions and objectives would not exist.

When developing your policies, you should start with

your mission and objectives. A mission statement should

be a clear statement about who your company is trying

to serve. It should be a cultural reflection of the values,

beliefs, and philosophy of the organization. It should be

very brief and very clear so that everyone in the

organization can understand it and so that objectives are

seen clearly as steps to achieving the mission.

Objectives are like goals; they direct the staff’s attention to

important factors in running the organization and help

define unique ways to enhance performance of

individuals and the organization as a whole.

POLICIES

How to Start Creating Your Policy Manual

Policies initially are derived from an understanding of core business

practices. They also may emanate from a need to control

operations and therefore a good understanding of how the

business functions is necessary as a first step in developing

good polices. policy creation is a form of research. Research is

an ongoing aspect of keeping polices up-to-date and maintaining

a comprehensive policy manual. The policy manual should be a

“living document” – very much dynamic – subject to change.

Existing policies need to be expanded, supplemented, and

revised as business conditions change, as business process

reengineering takes place, as an organization downsizes, and as

quality improvement initiatives are implemented.

Various Types of Policies

 Employment Policies

These are the policies that guide hiring practices, orientation of new employees,

compliance with employment laws, and confidentiality.

 Employment Status & Records

These are the policies that define such issues as employment classifications,

access to personnel files and guidance on how background checks and

performance reviews are to be performed.

Employee Benefits

These are policies that explain employee benefits such as insurance, vacations,

holidays, leave, and employee reimbursements.

 Payroll

These are policies that are related to salary and wage administration including

deductions, pay advances, and time keeping.

Various Types of Policies



These policies are quite varied and their purpose range from

defining certain work arrangements such as flex time and

telecommuting to offering guidelines on the use of company

assets and record retention.

 Employee Conduct

These policies are guidelines that control employer behavior and

conduct on the job. The mainstay of this section is a code of

conduct but also important are policies regarding substance

abuse, smoking, harassment, and workplace violence.

 E-Policies

These policies guide staff in the use of the organization’s

information technology. Policies defining acceptable and

prohibited activities and use of e-mail and the Internet make up a

majority of these policies

Tips to create a good looking Policy Manual

Here is a list of tips to help you create a great looking policy (printed)

manual

 Use high quality paper.

 Ensure all printed pages are crisp and clean.

 Achieve good balance between text and visuals (charts, graphs, and

tables).

 Use photographs effectively.

 Use illustrations effectively.

 Use bullet points to offset information from the text.

 Use white space effectively.

 Provide an appealing cover for the policy manual.

 Include a letter from the top executive or owner of the organization

(i.e., Letter from the President)

 Include professional binding.

 Prepare a PDF version for electronic distribution.

List of Policies Offered in the Policy Package

Below you can view the 173 policies that make up the The Human Resources Policy Package Pro. The policies are listed by employer and sorted by "Policy Type" for your convenience.

After you review the contents of the Human Resources Policy Package Pro, we are sure you find this product to be the most comprehensive information source you will find on the Internet.

COMPANY 1

• Attendance

• Sexual Harassment

• Religious Holidays

• Vacation Time

• Recognition Policy

• Harassment Free Workplace • Employment of Relatives

• Performance Correction

• Personal Days

• Jury Duty

• Drug Free Workplace

• Conflict of Interest

COMPANY 2

• Affirmative Action

• Termination of Employment

• Drugs

• Staff Development

• Sexual Harassment

• Risk Management

• Nepotism

• Out of Scope Compensation Plan • Staff Evaluation

• Work Schedules

• Dispute Resolution

• Leaves of Absence

• Holidays

• Classification of Jobs

• Discipline of Staff

COMPANY 3

• Family and Illness Leave

• Harassment

• Attendance

• Workplace Violence

• Bilingual Customer Service

• Drugs and Alcohol • Staff Development

• AIDS or HIV Harassment

• Leave of Absence Without Pay

• Computer Use Policy

• Personal Relationships

• Supplementary Salary Leave Plan

COMPANY 4

• Professional Responsibility

• Management Compensation Plan

• Dispute Resolution

• Conflict of Interest

• Drug Free Workplace

• Computer Usage • Nepotism

• Sexual Harassment

• Movement from Bargaining Unit to Management

• Pay Adjustments

• Temporary Positions

COMPANY 5

• Citizenship Eligibility

• Compensation

• Confidential HR Info

• Dress Code

• Email Usage

• Employment of Relatives • Hiring Casual Employees

• Jury Duty

• New Employee Documentation

• Offers of Appointment

• Position Classification

• Vacation Carryover

COMPANY 6

• Sexual Harassment Policy

• Personnel Record Policy • Occupational Health Policy

• Attendance Management

COMPANY 7

• Severe Weather

• Training and Development

• Identification Cards

• Continuous Service

• Employment

• Disciplinary Action

• Compensation

• Moving Expenses

• Service Awards

• Worker's Compensation

• Time and Attendance Records

• Hours of Work

• Holidays

• Annual Leave

• Sick Leave

• Personal Leave

• Bereavement Leave

• Military Leave

• Jury Duty

• Voting • Rest Periods and Meal Breaks

• Educational Leaves of Absence with Pay

• Leaves of Absence Without Pay

• Reductions in Force

• Family and Medical Leave Policy

• Parental Leave Policy

• Separations of Employment

• Exit Interviews

• Retirement

• Staff Development

• Smoking

• Drugs

• Employment Assistance Program

• Deadly Weapons

• Code of Ethics

• Employee Documentation

• Affirmative Action

• Sexual Harassment

• Conflict of Interest

• Personnel Records

COMPANY 8

• Travel Pay

• Callback

• Work Records

• Temporary & Casual Appointments

• Workweek & Pay Periods

• Compensation

• Pay Bands

• Pay Advances

• Salary Administration

• Relocation Pay

• Job Reclassification

• Payroll Deductions

• Fair Labor Standards Act

• Rates of Pay for New Employees

• Terminating Employees

• Layoff

• Tuition Assistance

• Performance

• Employee Assistance Program

• Career Development

• Workshops and Seminars

• Family Health Leave

• Holidays

• Vacation

• Jury Duty

• Leaves of Absence Without Pay

• Personal Leave

• Committee Work

• Return to Work After Disability

• Short Term Disability

• Sick Leave Separation Pay

• Sick Leave

• Unemployment Insurance

• Voting • Worker's Compensation

• Funeral Leave

• Sexual Assault

• Labor Relations

• Probation

• Employee Discipline

• Sexual Harassment

• Grievance Procedure

• Ethical Conduct

• Employee Registration

• Orientation

• Vacancies

• Affirmative Action

• Unique Hiring Situations

• Employment Offers

• References

• Medical Exams & Immunization

• Interviewing

• Candidate Testing

• Smoking

• Transfers

• Drug-Free Workplace

• Consultants and Contractors

• Recruitment Advertising

• Flexible Benefits Plan

• Group Health Care Plan

• Long Term Disability Plan

• Continuous Service

• Business Travel

• Tax Deferred Plan

• Retirement Plan

• Basic Life Insurance

• Accidental Insurance

Arranged by "Policy Type" – Categories

• Affirmative Action

• Attendance

• Classification Compensation or Pay

• Computers

• Conflict of Interest and Ethics

• Discipline and or Termination

• Dispute Resolution

• Drugs

• Harassment and Sexual Harassment

• Hours of Work and Work Schedules • Jury Duty

• Leaves of Absence

• Misc

• Nepotism

• New Employees

• Occupational Health and Safety

• Performance

• Personnel Files and Confidential Info

• Staff Development

• Vacations of Holidays
Susheela
-Code of Conduct is the one that constitutes the whole manpower of the company. It cannot be changed often & it is
framed by the board of company containing essence of natural justice, business ethics etc.,
-HR policies framed considering State Labour Law as it differs from state to state
-HR policies framed considering Sate Taxation Law as it differs from state to state
-HR policies framed considering State Company Law as it differs from state to state
-However Central Labour, Taxation & Company Law is common to thw whole India
-HR policies are the one that regulates the employee of company. It differs among employees
-HR policies differs between Probationary, Permanent, Temporary, Consolidated & Contract employees.
Performance Management Policy is must for organizational growth. Do and Dont’s Policy.
Hr policies depend on the company where we are work. and what the director exactly looking for which policy they will want to make and develop.
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