Seeking Feedback: How Can We Improve This Employee Handbook for Our Team?

Hi All,

I have recently joined a software company as an HR Manager. I have prepared an employee handbook as per the management's requirement. I want all the seniors to go through the handbook and suggest any improvements, if any in it. It can also be used by people who want a model employee handbook.

Regards,
Chandrakanth

Please comment on the handbook. I have to present the handbook in a few days to the management. Please suggest whether it is good or bad, or if any improvements can be made.

Chandrakanth

Hi Chandrakanth,

Although it is good, there is nothing addressing the grievances of employees. For example, if an employee is facing a problem or trouble, how should they escalate it to HR? Additionally, there is no information provided about harassment in the workplace.

Regards,
Viraj

Hi,

The employee handbook has touched upon the basic information and indeed gives a holistic view of what's in store for the new joiner in your company. Suggesting here a few additional points that may be incorporated:

- Road Map to reach your office and also other locations if any.
- Assistance on tours & travels, real estate agents, or a link to any site in your city which can provide this info.
- Whom to contact (communication - email/extension, etc.) in HR or other departments in case of queries in different regards.
- Library facilities if any.
- Fun activities that take place in your organization.
- Beacons (Important - executive management of your organization).
- Also, some brief history and company overview.
- Health talks, help desks if any arranged periodically.

Regards,
Suvarna

Chandra, it seems to be a good effort - only one thought that I would like to share with you - the attire section seems to be a bit judgmental and subjective. You can keep an open statement like - "You need to be appropriately dressed" instead of defining specific items like sandals or sundresses are not allowed. Just a thought.

The same feel exists in your section on personal calls, etc. I think Information System security clauses can help you convey your internet policies more proficiently.

If you have prepared the manual without help from anybody, I must say you have done a great job.

Thanks

Hi Chandra,

Towards the grievance handling the below mention policy will help you.

• Grievance Handling Policy:

Every team member has the right to raise a grievance, and have their privacy and dignity respected.

The team member must follow the mentioned steps to get proper feedback / solutions to their grievance.

• Step 1:

Inform your Immediate Supervisor / Department Head about your grievance in detail and wait for feedback from him/her.

(Max 72 hrs. or more incase communicated by your Department Head)

• Step 2 :

Approach the HR Department/HR Representative in case you are not satisfied with the reply from the Department Head after the necessary time lapse. Please communicate all relevant details of your grievance and give the HR Department time to be able to get

back to you with feedback or suggestions.

(Max 72 hrs. or more if communicated)

• Step 3 :

Approach the VP HR only incase you are not satisfied with the feedback or suggestions from your Department Head / HR Department after the above mentioned time lapse.

Regards,

Aditi

Dear Sushmita,

Thank you for your recommendations. I have noted them down and will incorporate them into my Handbook. Now, regarding the second part of your email, I utilized several websites to assist in creating the "contents" section. However, I personally developed the rest of the content based on my company's rules. This explains why there may be some mistakes, such as the one highlighted by group members.

Regards,
Chandrakanth

Hi Chandra,

I am providing you with a few points that you can add to your manual:

1. Company history, vision, mission, and values.
2. Emergency contact number.
3. Emergency plan (evacuation plan, map, etc.).
4. Any tie-ups such as schools, hospitals, transport, etc.
5. Annual events and activities that you perform.
6. Any guest house or chummery facility.

Regards,
Taruna

Hi Taruna,

Thank you for your suggestion. I have already made provisions for the company, company vision, mission, etc., in the index part but have not included them within. I plan to incorporate them after discussing it with the management. I will definitely include your second recommendation regarding emergency contact numbers and office layout, etc.

Thanks once again!

Regards,
Chandrakanth

Hi Chandrakanth,

I prepared the employee handbook for my company a year ago, and I have been following it since then. It was created based on the management's requirements. Chandrakanth, please review the manual. I hope it will help you add some points to your handbook. I am looking forward to your suggestions for further improvements in this manual. It can also serve as a model for those who need an employee handbook template.

Regards,
Dev P. Ray

Dear Member,

It's good stuff for a software environment, particularly from the HR perspective. However, I kindly request you to address the following:

- Compensation
- Training
- Customer aspects
- Female employees' welfare vision
- Time Management
- Hierarchy in addressing grievances
- Meticulous and innovative modes, if any, that may suit your company

Please excuse any omissions.

Regards,
Ramesh

Ramesh,

Can you please suggest some lines on each item you mentioned? That would be a great help to add those points. If you can provide some examples for each point, it would be appreciated.

Thanks,
Dev

Dear Dev,

With reference to the mail, the themes I have mentioned are required to be 'put in' with relevance to your company's requirements. Suppose it is a software company, we will have gendered employees.

As HR, what aspects should we adhere to for safety and benefits? These aspects could introduce a new vision to our scope. Secondly, compensation is mainly for the industrial spectrum. However, some modalities can be worked out with employer approval or both benefits can also be considered.

For example, if an employee leaves a project in between and goes against the pre-agreed terms, questions regarding compensation arise. If an employee commits to a job and the company asks them to leave, compensation comes into play. All of this can be reviewed for better accomplishments.

Training scope, requirements, and upgradation should always be worked on by HR. This helps assess the modus operandi of recruitment and the talent pool within our reach. Hence, training areas and their elaboration manuals should be provided for employees.

I hope I am not being boring.

Regards,

Ramesh

Hi Chandrakant,

You have done a good job, but there is always a chance for improvement. I would like to suggest that you make use of more professional language in your handbook. An employee handbook should always contain disclaimers and a welcome letter from the CEO of the company. Disclaimers indicate that it is not a contract between the employee and the employer.

Regards,
Savieta