Evolution of Competency Based Assessment
Competency based assessment owes its genesis to the traditional method of Job analysis where a detailed description explored how a job is done. It was used as a decision tool for a number of HR processes like hiring, promotions etc. Job Analysis however had minimal or no reference to the knowledge, skills and attitudes required […]
How Open Minded are You in a Group Discussion
Open-mindedness is another name of liberalism or progressiveness. But here in the context of Group discussion, open-mindedness is being directly referred to the traits which make you a good employee in an organization. Being open minded means that you are willing to listen to others views and have the mindset to learn without being biased […]
Motivation and Financial and Non-Financial Rewards
Motivation All of us need to be motivated to get work done. We might be motivated by the lure of financial rewards like bonuses, pay hikes, and other monetary benefits. We also might be motivated by recognition, reward, fame, and glory. Thirdly, there are some of us who are motivated by the fulfillment that comes […]
Myths about Talent Management
Without doubt talent management is a very useful concept for organizations but unfortunately many of them look upon the former as an overhead rather than a value creating process. This can be attributed to some flaws in the implementation and some myths among HR practitioners regarding the same. In this write up we try to […]
Performance Management – Integral Component of Talent Management
Performance management is an integral component of talent management that is aimed at ensuring that organizational goals are being met effectively and efficiently through individual and collective performance. It can thus encompass an individual employee, a department, a team, or even a process to build a service or a product. Dr. Aubrey Daniels in late […]
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.
Your email address will not be published. Required fields are marked *
Corporate Corruption and the HRM Function: Legal, Ethical, and Moral Perspectives
February 12, 2025
The Challenges of Managing Attrition in Contemporary Organizations
February 12, 2025
The Challenges of Recruiting and Onboarding Remote Employees in Virtual Workplaces
February 12, 2025
