Creating HR Policies in Transportation: How Can They Benefit Both Company and Employees?

Respected seniors, I am working as an HR manager in a transportation and logistics company, and I want to create HR policies for our organization. Please help me and guide me on how to formulate HR policies that benefit both the company and its employees.

Which policy do you want to create? Please provide more details so that we can assist you in formulating the same.

I want to establish an overall policy, with a primary focus on designing the leave procedure. As you are well aware, the transport industry operates 365 days a year, making it challenging to create an effective leave policy that meets the needs of both employees and the company. I am seeking guidance on determining the appropriate amount of leave to allocate for the benefit of employees and the organization. Your expertise in this area would be greatly appreciated. Please advise me on how to proceed.

Thank you.

Regards,

You can download most of the policies related to HRD and labor laws from various websites. Just use Google, and you will get all you need. You can also get the HRM & LLR Dairy cum Referencer - 2012 from labourlawreporter.net.

You cannot have just one HR policy. Within HR, there are several policies; therefore, it is important for you to list down which policies you are interested in.

Leave Policy

For the Leave Policy, you can get a framework from the Shops and Establishment Act relevant in your state of operation. It will be helpful. Having a Leave Policy of an IT company and getting it implemented in a transport company will not be of any use.

Dear Faraz, regarding framing HR policy, please find the following posting for designing a worthwhile HR policy concerning your department, taking into account the requirements, needs, and possibilities. Please go through the following article and decide. I think these points are more useful for you to create an HR Policy.

HUMAN RESOURCE MANAGERS – JOB CHART

To be specific, the following may be the brief job chart for Human Resource Managers:

I. ORGANIZATIONAL PLANNING AND DEVELOPMENT

• Determines Organizational Needs
• Planning, Designing, and Organizational Structure
• Designing Development of Interpersonal Relationships

II. STAFFING AND EMPLOYMENT

• Manpower Planning
• Recruitment, Selection & Placement
• Induction – Orientation
• Transfer
• Promotion
• Discharge, Retirement, & Resignation, etc.

III. TRAINING AND DEVELOPMENT

• Operate Training
• Execute Development

IV. WAGE AND SALARY ADMINISTRATION

• Job Evaluation
• Wage/Salary Administration-Programs
• Maintenance of Payroll
• Performance Appraisal
• Incentives and Compensation

V. MOTIVATION

• Non-financial Incentives
• Satisfaction of Social and Psychological Needs

VI. EMPLOYEE SERVICES AND BENEFITS

• Safety, Employee Counseling
• Medical Services
• Recreational and Welfare Services
• Benefits – Leave, Pension, Gratuity, PF, and other supplementary items

VII. EMPLOYEE RECORDS

• Collection of Data
• Analysis of Data
• Developing Information for Decisions

VIII. LABOUR RELATIONS

• Redressal of Grievances – Grievance Handling
• Implementation of Collective Labour Laws
• Collective Bargaining, Discipline

IX. PERSONNEL, AUDIT, RESEARCH ETC.

• Moral Service
• Record Keeping
• Evaluation of Personnel Programs
• Identification of Needs and Areas of Change
• Development of More Appropriate Programs
• Up-keeping of the Organizational Concepts

Regards,

You can develop policies on the following issues under the HR Department. We have the same in our organization.

HR Policy

Section A

- D Policy 1: Employee Responsibilities & Obligations - General
- D Policy 2: Attendance
- D Policy 3: Manpower Planning
- D Policy 4: Organisation Structure & Establishments
- D Policy 5: Recruitment & Appointment
- D Policy 6: Minimum Standards for Employment
- D Policy 7: Equal Employment Opportunity
- D Policy 8: Employment Interviews
- D Policy 9: Pre-Placement Medical Examination
- D Policy 10: Reference Checking
- D Policy 11: Definition of Employment Status
- D Policy 12: Job Contract
- D Policy 13: New Employee Orientation
- D Policy 14: Performance Management
- D Policy 15: Training and Development
- D Policy 16: Employees Records Privacy and Retention
- D Policy 17: Reports, Information and HRIS (Refer to Kormii Manual)
- D Policy 18: Compensation & Benefits
- D Policy 19: Salary Administration
- D Policy 20: Incentive Scheme Plan
- D Policy 21: Transfer & Transfer Expenses
- D Policy 22: Travel
- D Policy 23: Standard Service Year
- D Policy 24: Leave Entitlement
- D Policy 25: Annual Leave
- D Policy 26: Sick/Prolong/Accident Leave
- D Policy 27: Casual Leave
- D Policy 28: Maternity Leave
- D Policy 29: Leave Without Authorized Pay
- D Policy 30: Leave Encashment (Refer to D Policy 25)
- D Policy 31: Over-Staying of Leave/Loss of Lien
- D Policy 32: Public Holidays
- D Policy 33: Loan Facilities
- D Policy 34: Medical Benefits
- D Policy 35: Succession Planning & Organisation Review
- D Policy 36: Provident Fund
- D Policy 37: Gratuity
- D Policy 38: Group Term & Hospital Insurance
- D Policy 39: Car Scheme
- D Policy 40: Standards of Conduct
- D Policy 41: Conflict Of Interest
- D Policy 42: Employee Discipline
- D Policy 43: Suspensions
- D Policy 44: Safety
- D Policy 45: Smoking In Workplace
- D Policy 46: Employee Counseling and Assistance
- D Policy 47: Communication
- D Policy 47/A: E-Mail Policy
- D Policy 48: Suggestions/Ideas
- D Policy 49: Participation Committee/Welfare Committee
- D Policy 50: Grievance Procedure
- D Policy 51: Employee Relations (Refer to D Policy 46)
- D Policy 52: Employee Separation - General
- D Policy 53: Resignation
- D Policy 54: Termination
- D Policy 55: Dismissal
- D Policy 56: Discharge
- D Policy 57: Deceased Employees
- D Policy 58: Retirement
- D Policy 59: Redundancy
- D Policy 60: Exit Interview
- D Policy 61: Compliance & Regulatory Affairs
- D Policy 62: Stoppage of Work
- D Policy 63: Lay Off

Regards,
Md. Emdadul Karim