HUMAN RESOURCE POLICIES: A policy is typically described as a principle or rule to guide decisions and achieve rational outcome(s).

Human resource policies are systems of codified decisions, established by an organisation, to support administrative functions. Each company has a different set of circumstances, and so develops an individual set of human resource policies. PURPOSES: HR policies allow an organisation to be clear with employees on:

The nature of the organisation What they should expect from the organisation What the organisation expects of them How policies and procedures work What is acceptable and unacceptable behaviour The consequences of unacceptable behaviour The establishment of policies can help an organisation 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. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behaviour and document displinary procedures, is now the standard approach to meeting these obligations.

HR policies can also be very effective at supporting and building the desired organisational culture.
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For example recruitment and retention policies might outline the way the organisation 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 year. DEVELOPING THE HR POLICIES: HR policies provide an organisation with a mechanism to manage risk by staying up to date with current trends in employment standards and legislation. The policies must be framed in a manner that the organizations vision & the human resource help the company to archive it or work towards it are at all levels benefited and at the same time not deviated from their main objective. Policy cycle: An eight step policy cycle was developed in detail in The Australian Policy Handbook by Peter Bridgman and Glyn Davis: 1. 2. 3. 4. 5. 6.
7. 8.

Issue identification Policy analysis Policy instrument development Consultation (which permeates the entire process) Coordination Decision Implementation Evaluation

Content of Policies: Policies are typically promulgated through official written documents. Policy documents often come with the endorsement or signature of the executive powers within an organization to legitimize the policy and demonstrate that it is considered in force. Such documents often have standard formats that are particular to the organization issuing the policy. While such formats differ in form, policy documents usually contain certain standard components including:

A purpose statement, outlining why the organization is issuing the policy, and what its desired effect or outcome of the policy should be. An applicability and scope statement, describing who the policy affects and which actions are impacted by the policy. The applicability and scope may expressly exclude certain people, organizations, or actions from the policy requirements. Applicability and scope is used to focus the policy on only the desired targets, and avoid unintended consequences where possible. An effective date which indicates when the policy comes into force. Retroactive policies are rare, but can be found. A responsibilities section, indicating which parties and organizations are responsible for carrying out individual policy statements. Many policies may require the establishment of some ongoing function or action. For example, a recruitment policy might specify that a recruitment office be created to process procurement of employees, and that this office would be responsible for ongoing actions. Responsibilities often include identification of any relevant oversight and/or governance structures. Policy statements indicating the specific regulations, requirements, or modifications to organizational behavior that the policy is creating. Policy statements are extremely diverse depending on the organization and intent, and may take almost any form.

Some policies may contain additional sections, including:

Background, indicating any reasons, history, and intent that led to the creation of the policy, which may be listed as motivating factors. This information is often quite valuable when policies must be evaluated or used in ambiguous situations, just as the intent of a law can be useful to a court when deciding a case that involves that law. Definitions, providing clear and unambiguous definitions for terms and concepts found in the policy document.

TYPES OF HR POLICIES:

The following are examples of HR Policies: Employee Dress Code Policy It defines the dress code for different cadres of employees for example laboratory staff, construction staff and office workers.

Zero Tolerance Policy on harassment

This discourages acts of harassment based on sexual innuendoes and discrimination pegged on ethnicity, race, religion, colour, tribe etc. Recruitment Policy Defines the methods and procedures for recruitment Discipline Management Policy This is concerned with ensuring a harmonious working environment. Drug Free Work Environment The policy usually put in place the procedures that hinder use of drugs by employees. Gender Mainstreaming Policy This policy ensures the protection and equity of different genders within the organization. Disability Mainstreaming Policy The facilities and opportunities provided by the organization should cater for the interests of the disabled. This is the aim of Disability Mainstreaming Policy. HIV/ AIDS Awareness Policy

It ensures that HIV/AIDS prevalence is prevented and controlled in addiction to minimizing discrimination of those affected and infected. Leave Administration Policy This policy helps in management of different types of leaves that employees take. Training Policy A training policy will involve the procedures and processes of developing and imparting knowledge, skills and attitudes to employees.

IMPLEMENTING HR POLICIES:

Step 1

Distribute your policy documents in an appropriate form, for example, by email, or make them available on your company's intranet website. Ensure your employees know where to find the policies in the event that they need to review them. Update the documents regularly.

Step 2

Include policy training in new employee orientation programs so that new hires will clearly understand what is expected of them.

Step 3

Schedule small group meetings to regularly review the policies with employees, allowing them the opportunity to ask questions. Clearly define policies such as recruitment policy, leave policy and discipline management policy. Similarly, changes to health insurance eligibility or other employee benefits should also be communicated.
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Step 4

Establish work standards to ensure compliance to safety rules or regulations. Ensure employees understand the policies (particularly if there are legal or safety ramifications if the policies are not adhered to consistently) by conducting followup testing. For example, verify employees are using machinery appropriately.

Step 5

Provide a mechanism for employees to acknowledge receipt of the policies. For example, provide a form stating "I acknowledge receipt of and understanding of these policies, effective now until further notice" and ask that employees sign and return it to you.