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Topic 1 Module 3

HR policies and procedures provide guidelines for managers to follow regarding employee conduct and management. They are based on national and local employment laws and are intended to minimize risks and unlawful behavior. Key policies an organization should have documented in an employee handbook include equal opportunity, anti-harassment, health and safety, leave provisions, and a code of conduct. When designing HR policies, an organization should ensure they are clear, comply with laws, reflect organizational values, and are communicated and periodically reviewed. Employee and manager input can help identify any needed new policies or areas for improvement.

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269 views

Topic 1 Module 3

HR policies and procedures provide guidelines for managers to follow regarding employee conduct and management. They are based on national and local employment laws and are intended to minimize risks and unlawful behavior. Key policies an organization should have documented in an employee handbook include equal opportunity, anti-harassment, health and safety, leave provisions, and a code of conduct. When designing HR policies, an organization should ensure they are clear, comply with laws, reflect organizational values, and are communicated and periodically reviewed. Employee and manager input can help identify any needed new policies or areas for improvement.

Uploaded by

Erika Mie Ulat
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Topic 1: Introduction to Human Resource Management (HRM)

Module 3: HR Policies and Procedures

HR-Policies
HRM policies and procedures are guidelines supervisors and managers use as a reference for
managing staff. They state what employees can and cannot do. They’re set by the owner or
management, and these policies and procedures are governed by national and local
employment laws.
https://smallbusiness.chron.com/key-human-resource-management-policies-procedures-
60802.html

Generic policies and procedures probably don’t reflect an organization’s individual


requirements or could be ambiguous or out-of-date. HR policies and procedures establish and
document an organization’s expectations, standards and responsibilities. Clear procedures
guide managers and employees through the practical application of policies. Well-
documented policies and procedures are also tangible evidence that an organization has
taken reasonable steps to minimize business risks and unlawful practice or behavior.
https://ihraustralia.com/hr-consulting/hr-policies-procedures/

For a video discussion, watch this video linked below:


https://www.youtube.com/watch?v=fWsLBFN5-mg

Employee Handbooks
A comprehensive HR policy and procedure manual/employee handbook should at least
provide your organization with the following policies and procedures:
• Equal Employment Opportunity
• Anti-bullying
• Anti-harassment
• Use of email, internet and social media
• Grievance
• Occupational health and safety
• Drug and alcohol
• Return to work
• Code of conduct
• Gifts and favors
• Leave provisions (including personal, bereavement/compassionate, annual, parental
and long service leave)

Steps in Designing HR Policy


1. Clear and specific, yet flexible enough to meet the changing conditions.
2. Compliance with all appropriate law and regulation.
3. Agreement with one another and reflection of an overall true and fair view approach to all
employees.
4. Identify the purpose and objectives which the organization wish to attain regarding to its
Human Resources department.
5. Analyze all the factors under which the organization’s HR policy will be operating.
6. Examining the possible alternatives in each area which the HR policy statement is necessary.
7. Implementation of the policy through the development of a procedure to support the
policy.
8. Communication of the policy and procedures adapted to the entire organization.
9. Auditing the policy so as to reveal the necessary areas requiring change.
10. Continuous revaluation and revision of policy to meet the current needs of the
organization.
11. Gain understanding of the corporate culture and its shared values.
12. Analyze existing policies: both written and unwritten existing policies.
13. Analyze external influences as 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 consulted.
14. Assess any areas where new policies are needed or existing policies are inadequate.
15. Check with managers, preferably starting at the top, on their views about HR policies and
where they think could be improved.
16. Seek the view of employees about the HR policies, especially to the extend for which they
are inherently fair and equitable and are implemented fairly and consistently.
17. Seek the view of the union’s representatives.
18. Analyze the information retained in the previous steps and prepare the draft policies.
https://www.yourarticlelibrary.com/human-resource-development/hr-policies/hr-
policies/99702

Here is a sample employee handbook from Globe Telecom:


https://www.globe.com.ph/content/dam/globe/brie/About-us/corporate-
governance/documents/company-policies/Code-of-Conduct.pdf

After reading the materials given to you, please answer the short assessment linked below:
https://forms.gle/5X8jdB8zaAyFJ8Xc7
*Use the same google account and email you used in joining the google classroom.

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