HRM: Hiring in the Shadow of Stagnating Growth
How the times have changed for potential recruits There was a time in the late 1990s and early 2000s when the software companies were hiring anyone with some basic computer skills. A popular joke that did the rounds was about a leading software company having the message of “Trespassers would be recruited”. Such was the […]
Advantages and Disadvantages of Participative Management
After having read lots of stuff about participative management and its implementation, lots of questions arise in the mind of the reader. Is participative management really beneficial? What are the pros and cons? What are the challenges involved in implementation? What effect does it have upon ROI, after all change comes at a cost! These […]
How Human Resource Managers can deal with Difficult Employees
Introduction One of the key challenges that HR (Human Resource) Managers face in any organization is how they respond to employees violating organizational policies and plain disgruntled employees who are angry with their appraisals and consequent pay hikes and bonuses. Indeed, how astutely and adroitly the HR Managers deal with such employees determines their competency […]
How the HR Scorecard can Help Gig Economy Firms to Manage Freelancers Better
How the HR Scorecard Helps Gig Economy Firms It is usually thought and understood that the HR Scorecard is useful to only those firms in the manufacturing and services sectors. However, there are uses for the HR Scorecard in the Gig Economy or the Freelancing Economy firms as well. These relate to how such firms […]
How Efficient Knowledge Management System Leads to Greater Productivity and Synergies
Advantages of a Knowledge Management (KM) System Many advantages accrue to organizations that have efficient knowledge management systems. These include reducing the iterations in subsequent projects, leveraging existing knowledge to improve on the processes, achieving synergies between processes and functions, and generally improving productivity because of the convergence of all these aspects. The key aspect […]
The HR policies and procedures manual and employee handbook form the backbone of an organization. These documents consist of all the details regarding the treatment to be given to the employees in the organization and help the employees in recognizing the culture of the organization.
The HR policies and procedures manual is complied first and thereafter the employee handbook is prepared in conjunction with the prevailing policies and procedures as laid down in the earlier document.
Such documents clearly define the benefits to be provided to the employee, various procedures as followed in the organization and the standard of work maintained in the work place.
In case there is any issue from either the side of the employer or the employee, the HR policies and procedures manual and employee handbook prove the necessary source of information to be adhered to in order to resolve the issue.
Administration, managers and supervisors can consult these documents from time to time while formulating various procedures and orders. These documents provide them the details regarding the company policies and implementation procedures to be followed.
The employees can also consult these documents to acquaint themselves with the organizational policies and procedures regarding various aspects like leaves’ sanction, different allowances, insurance plans, anti-harassment rules, anti-drugs rules, etc.
The employees’ handbook should contain all such data, pertaining to the employment of the employees, in complete detail so as to ensure that employees can obtain all the required information in time.
The HR policies and procedures manual and employee handbook should be prepared with utmost objectivity and comprehensibly so as to make the documents standard and consistent in approach, as well as free from any complexity or overlap. This is essential to negate any sort of differential treatment with the company, and ensure a smooth and conflict-free working within the organization.
Organizations can hire an HR Consulting Firms for the preparation both or either of the HR policies and procedures manual and the employee handbook. An HR Consultant can assist the organization in:
The work of the HR Consultant can include covering just one of the document or both, the HR policies and procedures manual and the employee handbook. Also, as per the requirement of the administration, the Consultant may be asked to either work upon the entire document or cover just a few policies.
While compiling an HR policies and procedures manual, an HR Consultant should keep in mind the following important factors:
While preparing an employee handbook, the Consultant should consider the following:
An HR Consultant, on the call from the organization, may also guide and train the administration and managers in implementing the policies and procedures properly. Further, the Consultant can also train the employees in complying with the details as laid down in these two major documents of the organization.
Thus, by helping the organization with the preparation and updation of the HR policies and procedures manual and employee handbook of the organization, an HR Consulting Firm facilitates in creating an environment in the company which is equitable, balanced and free from conflicts.
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