It appears you have apprehension of trouble but once policy is formulated there is no point in keeping it under wraps. There is no way out other than communication and more and more of it to get over the issue. Keep your presentation ready. You should be ready to explain the policy to anybody and every body. You will have to make strong use of formal channels of communication so also informal channels have to be tapped. When we revised the Incentive Scheme, a team of our officials were continuously communicating to the employee for nearly 3-4 hours and we had more than a dozen meeting in the next two-three days.
There will always be some employees who will find fault with any thing and everything. It will not be possible to avoid them but then they have to be tackled and managed. You should be prepared for such a situation and keep your plan B,C ready on dealing with the crisis.
This is in addition to what previous senior member has said. While rolling out HR policies, what you need is to obtain buy-in from the top leadership. Without their commitment, introduction of policies will become a farce.
Policies, whether related to people or otherwise, whether related to HR Department or otherwise, are introduced as a part of organisation development activity. Introduction of policies bring systems in the company. Policies are means of delegation.
People are attuned to certain way of working. Introduction of policies would demand change in their behaviour or even mindset itself. There could be resistance and to overcome the resistance, top leadership must involve in execution at least at the beginning. As a part of involvement, they may call all the employees and explain why the policies have been devised and what is the logic behind their introduction.
Assuming that initiative is being taken on orders of top bosses, following actions will be helpful:
Keep the entire employee community on same page by flow of information.
Sometimes grapevine can create problems.
Advantage of clear open HR policy needs to be stressed.
HR needs to look around similarly placed industries in same field and find out their hr policies.
Compliance with laws is a must for your HR policies.
Information flow to employees to assuage any concerns/worries should always be maintained.
Views of employees as long as they are compliant with company policy and laws can be accommodated to extent possible so as to give them a feeling of being interested participants.
Sudden change over always creates tension and worries, but if policies are open, fairly administered, things will quickly settle down and people will go ahead and appreciate that guidelines are there and no whims and fancies. of HR people or bosses.
I have another example, for an ISO procedure, one Executive will be made to write a procedure for entire department of a Factory, and when in practice, the some department have its own set of practice to the production requirement / procedure. The result is " non compliance" and " Serious Non Compliance". The procedure if would have been drafted / agreed by the concerned department, the ownership of adapting the procedure will me more easier with the department.
Please note any behaviour of individual or group, on non compliance / failure / refusal / circumventing the procedure to employee's advantage / misappropriation and last but least, most of the accidents inside the shop floor, are happened in spite of laid down procedures,and the Management is totally / solely responsible.