Human resource management policies
Resource wikipedia, the free to: navigation, resource policies are continuing guidelines on the approach an organization intends to adopt in managing its people. 1] they represent specific guidelines to hr managers on various matters concerning employment and state the intent of the organization on different aspects of human resource management such as recruitment, promotion, compensation, training, selections etc. 2] they therefore serve as a reference point when human resources management practices are being developed or when decisions are being made about an organization's workforce. A procedure spells out precisely what action should be taken in line with the policies. Organization has a different set of circumstances and so develops an individual set of human resource policies. 3 management philosophy and establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees. Hr policies provide frameworks within which consistent decisions are made and promote equity in the way in which people are treated. 6][7] for example, recruitment and retention policies might outline the way the organization values a flexible workforce, compensation policies might support this by offering a 48/52 pay option where employees can take an extra four weeks holidays per year and receive less pay across the actuality, policies and procedures serve a number of purposes:[8].
Provide clear communication between the organization and their employees regarding their condition of form a basis for treating all employees fairly and are a set of guidelines for supervisors and create a basis for developing the employee establish a basis for regularly reviewing possible changes affecting form a context for supervisor training programs and employee orientation developing hr policies, there should be clear and consistent statement of the organization's policies regarding all conditions of employment and procedures for their equal and fair implementation. And specific, but provide enough flexibility to meet changing with all appropriate law and tent amongst one another and reflect an overall true and fair view approach to all policies are developed by making decisions and taking actions on the day-to-day problems of the organization. The purpose and objectives which the organization wishes to attain regarding its human resources is of all the factors under which the organization's hr policy will be ing the possible alternatives in each area which the hr policy statement is entation of the policy through the development of a procedure to support the ication of the policy and procedures adapted to the entire ng the policy so as to reveal the necessary areas requiring uous revaluation and revision of policy to meet the current needs of the resource management consists of deliberate organizational activities designed to improve employee productivity and administration through such means as recruitment, compensation, performance, evaluation, training, record keeping and compliance. Hr policies should be developed for key hr management functions covering eight commonly accepted responsibilities:[11]. And management ment practices and , safety and resources information resource ng and following steps should be taken when formulating or revising policies:[12]. Understanding of the corporate culture and its shared e existing policies: both written and unwritten existing e external influences: hr policies are subject to the influence of many legislation, regulations and authorities, thus the codes of practice issued by the professional institutions should also be any areas where new policies are needed or existing policies are with managers, preferably starting with the organization's leadership team, on their views about hr policies and where they think could be the view of employees about the hr policies, especially to the extent for which they are inherently fair and equitable and are implemented fairly and the view of the union's e the information retained in the previous steps and prepare the draft t, discuss and agree on policies with management and union order to write the first draft of the policies as step 7 have stated, the following content should be included:[13]. List other policies or documents related to this e of the policy - what is it intended to promote or policy tion of any key concepts or terms mentioned in the policy need to be ility or scope - any stakeholders are covered by the to deal with potential ons in the organizations responsible for implementing and monitoring the ures for carrying out the policy - preferably written in numbered policies could be classified on the basis of sources or description. The basis of their source, policies could be classified ated policies - these are the policies usually established by the senior managers in order to guide their it policies - these are the policies which are not formally expressed; they are inferred from the behavior of managers.
They are also known as implied d policies - policies are sometimes imposed on the business by external agencies such as government, trade associations and trade ed policies - appealed policies arise because the particular case is not covered by the earlier policies. The basis of description, policies may be general or l policies - these policies do not relate to any specific issue in particular. This kind of policies is called 'general' because they do not relate to any specific issue in ic policies - these policies are related to specific issues like staffing, compensation, collective bargaining etc. Specific policies must confirm to the pattern laid down by the general following advantages are achieved by setting up hr policies:[10]. Subordinates are more willing to accept responsibility because policies indicate what is expected of them and they can quote a written policy to justify their ensures long term welfare of employees and makes for a good employer-employee relationship as favoritism and discrimination are reduced. Well-established policies ensure uniform and consistent treatment of all employees throughout the lays down the guidelines pursued in the organization and thereby minimizes the personal bias of ensures prompt action for taking decisions because the policies serve as standards to be followed. They prevent the wastage of time and energy involved in repeated analyses for solving problems of a similar establishes consistency in the application of the policies over a period of time so that each one in the organization gets a fair and just treatment. Following factors will influence the hr policies of an organization:Laws of the country[edit].
Policies should conform with the laws of the country, state, and/or province otherwise they are bound to cause problems for the values and customs[edit]. Policies may have an impact on productivity and an organization's overall finances if they create unnecessary burdens or red tape for the organization's workforce. Isbn ries: human resource logged intalkcontributionscreate accountlog pagecontentsfeatured contentcurrent eventsrandom articledonate to wikipediawikipedia out wikipediacommunity portalrecent changescontact links hererelated changesupload filespecial pagespermanent linkpage informationwikidata itemcite this a bookdownload as pdfprintable page was last edited on 20 august 2017, at 13: is available under the creative commons attribution-sharealike license;. It is helpful to have a sample policy when you are ready to create your every organization has different needs, different priorities, and different guidelines they need to guide employee behavior, these samples give you a base on which you can build the policies for your ant for jobs: job candidate evaluation formarmed services leave policyattendance policy samples for hourly employeesat will employment sample policyaward letter samplespolicies: bbenefits optionsbenefits package: comprehensive componentsbereavement leave policyblogging and social media policy and lunch requirementsbreast feeding accommodation policybusiness casual dress codebusiness casual dress code: manufacturing and officepolicies: ccandidate evaluation formcandidate job offer letter samplescandidate rejection letter samplescareer development plan stepscasual dress code: manufacturing and officecell phone policycode of conduct outlineconcealed weapons policyconfidentiality agreementcounseling record for disciplinary warning formcover letter sample for hr generalist jobcover letter sample for hr manager jobcover letter sample for reviewpolicies: dprogressive disciplinediscipline warning form: counseling record for disciplinary warningdress code: business casualdress code: relaxed, casualdress code casual: manufacturing and officedress code: customer interaction and trade showsdress code: formal, professionaldress code: letter to introduce a dress code to employeesdress codes: simple samplesdress codes: simple samples for the workplacedress code: smart casualdrug-free workplace (policy components)drug testing/screening policy developmentpolicies: eemail and internet sample policyemployee handbook acknowledgement of receiptemployee handbook introduction and ee handbook - table of contentsemployee introduction sampleemployee medical file contentsemployee payroll file contentsemployee personnel file contentsemployee reprimand sampleemployee self evaluation formemployment at will sample policyemployment discrimination guidelinesemployment ending checklist and formemployment references policy sampleemployment verification sample letterethics code outline exempt classification / non-exempt classification exit interviews: questions for exit interviewsemployment verification sample letterpolicies: ffair labor standards act (flsa)family and medical leave act (fmla)fraternization policyfuneral leavepolicies: ggift policydictionary of terms: glossarypolicies: hhandbook acknowledgement of receipthandbook introductionhandbook table of ment policy: aids/hivharassment investigation stepshealth and safety and environmentalhiring checklisthiring formshuman resources assistant job description samplehuman resources director job description samplehuman resources generalist job description samplehuman resources manager job description samplehuman resources recruiter job description samplehuman resources letters (samples)hr records access by employeespolicies: iice breaker samplesi-9 form: employment eligibility for employersinitial phone screeninternal job applicationinternet and email policyinterviewing checklist (steps in the interview process)interview question samples for hr jobsinterview questions samplesintroduction of new employee sample lettersinvestigation stepspolicies: j - kjob application: internal transferjob description sample: human resources assistantjob description sample: human resources directorjob description sample: human resources generalistjob description sample: human resources managerjob description sample: human resources recruiterjob description sample: managerjob interview question samplesjob offer samplesjob plan templatejob specification sample: human resources directorjob specification sample: marketing managerjury duty policypolicies: l - mlactation accommodation policyletter of reprimand sampleletters of resignation: samples for a variety of reasonsmanager job descriptionmedical file contentspolicies: nnew employee introduction samplenew employee welcome letternoncompete agreement components definednon-disclosure agreement components defined non-exempt classification / exempt classification no smoking policypolicies: ooffice planning feedbackopen door policy: policy sampleopen door policiespolicies: p - qpaid holiday schedulepaid personal days policypaid sick days policypaid time off (pto) policy samplepaid vacation days policypayroll file contentsperformance development plan formperformance improvement planperformance management process checklistpersonnel file policypersonnel file access policypersonnel file contentsphone (cell) policy sample for workplacesphone screening: initial telephone interviewpolicy receipt acknowledgement sampleprogressive discipline stepsprogressive discipline warning formpolicies: rrace: applicant self-identification formrecognition letters samplesrecommendation letter samplesrecords: employee access to personnel recordsrecruitment planning checklistreference checking formatreferences policy samplerejection letter samplesreprimand sampleresignation letter samplesresume cover letter sampleresume sample: why this resume rocksretirement letter sampleretirement recognition letter samplepolicies: sscreening telephone interviewself evaluation formsexual harassment complaint: how to addresssick leave policysmart casual dress codesmoke-free workplace policysocial media and blogging policy samplespace planning feedbackpolicies: ttardiness and absenteeism policyteam norms sampletelephone screening formattelephone use policy - manufacturing facilitytermination checklist and formtermination letters samplesthank you letters samplespolicies: u - vuniformed services leave policy (userra)vacation days policypolicies: w - zweapons (concealed) sample policywelcome letter sample for new employeeswelcome letter samplewritten reprimand sampledisclaimer: please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. Please seek legal assistance, or assistance from state, federal, or international governmental resources, to make certain your legal interpretation and decisions are correct for your location. A summary of revisions made to the hr policy manual, click here for definitions to some key a comprehensive list of duke policies, see the duke policies duke human resources policy manual offers comprehensive details about duke’s human resources policies, procedures and forms. The policy manual provides supervisors and staff with access to uniform information in order to assure equitable and consistent application of the policies. Duke hr policies are to be approved, published and distributed in designated publications and web human resources policy manual is designed to serve the following needs:To provide access to pertinent resources necessary for successful employment;.
Assist in the development of sound and consistent human resource practices and resources with the duke manual human resources policy manual is divided into separate sections as follows:Recruitment, hiring, & ity & institutional ace expectations & ace health & section contains relevant policies, contacts and forms. Any question or topic not addressed in the human resources policy manual should be addressed by a supervisor. If further information is needed beyond a supervisor’s advice, an entity or department human resources representative should be ation of the human resources policy policies described in the human resources policy manual are applicable to those categorized as “regular” staff, regardless of whether they are paid a monthly salary or an hourly wage, except where otherwise noted. For staff covered by a bargaining agreement, there are policies included in the human resources policy manual that may be superseded by provisions found in the bargaining unit agreement for their unit. Therefore, this policy manual should be used as a secondary resource to address those policies not specifically addressed in the bargaining unit r information concerning faculty, students, temporary staff, or staff covered by a bargaining agreement can be found through the following resources:Duke temporary employee questions or request for copies of the "bargaining unit agreements," please call staff and labor relations at division of student affairs provides links to undergraduate, graduate, and professional school nance and revision of the human resources policy vice president of human resources will annually review the contents of the human resources policy manual with the duhs chief human resources officer and other duke human resource and administrative the months of march and october, all updated or new policies and procedures will be posted on the hr policy manual and communicated to staff. When an update for the manual is communicated (including distribution of new or revised duke policies), the supervisor is responsible for updating his or her and labor relations should be contacted with any questions concerning this manual or the policies in it. Suggestions for changes to the manual or policies contained in this manual should also be submitted to human resources, staff and labor as provided in the applicable grievance or dispute resolution procedures, information contained in any handbook, manual or document prepared for or relating to non-exempt and exempt staff is for informational purposes only and shall not be construed as a contract. Agreement to the terms of the applicable grievance or dispute resolution procedure, as may be periodically amended and which is available upon request from the office of human resources, is a condition of employment and continuing onal general questions concerning duke human resources policies should be directed to a primary supervisor.
For additional assistance in clarifying and/or interpreting policies, please contact staff and labor relations at are duke staff handbook is now available. For additional assistance in clarifying and/or interpreting policies, please contact staff and labor relations at 684-2808.
