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Basic HR Policies and Procedures

basic hr policies and procedures

Establishing HR policies is one of the primary responsibilities of HR departments. These policies serve to inhibit undesirable management behavior, so it is imperative that they are carefully drafted and widely understood among employees.

Keep in mind that HR policies must continuously adapt with changing laws and professional practices; hence, regular reviews must take place to review and update them.


Human Resources policies are created to safeguard employees, and can take many forms – such as handbooks, employment contracts or company policy manuals. HR departments should strive to be proactive in developing policies which meet employees’ needs in their organizations.

Human Resource policies are frequently devised in order to combat workplace discrimination and protect all team members against it. This process usually includes outlining what constitutes discrimination and providing clear guidelines on how employees can avoid it. Discrimination can happen for various reasons in the workplace such as age, race and sexual orientation – HR departments should create comprehensive policies in order to safeguard all team members against such instances of harassment or hostility.

HR policies also serve to create a consistent work environment, so regular reviews should take place to reflect changing regulations and best practices. Staying current will also protect an organization against legal liabilities.

HR policies must be written in an accessible, straightforward style that encourages reading and communication across the workforce. HR teams, with input from managers and supervisors, should create policies which are concise yet easy to read in order to create successful businesses. They should also make these policies easily available – including including them in employee handbooks or internal websites as policy documents.


Human Resource (HR) policies offer an effective framework for addressing employee concerns that arise during work. This gives employees a formal outlet for providing feedback, while helping them understand why certain decisions were made by their employer. Furthermore, this document sets expectations for each role within the company as a whole.

As part of an employee handbook, policies that outline how employees can report concerns and grievances and steps that need to be taken in order to resolve them can help build trust between employees and management teams while assuring all employees are treated fairly and equally.

Policy should also be regularly revised in response to workplace trends and ensure compliance with changing regulations and best practices. For instance, they should take into account contemporary approaches such as remote work/flexible schedule arrangements, diversity & inclusion initiatives and mental health and wellbeing resources.

As in other industries, having clear disciplinary and termination procedures in place will safeguard company assets while creating an orderly framework for resolving disputes. Another vital policy for any organization should be technology management and security as employees often utilize personal devices to access work-related information or services from home. Clearly stipulating the desired process for tech management including tracking, organizing, and returning of company property should also be part of any plan to ensure optimal productivity in any organization.


HR policies and procedures offer managers a framework they can use to address employee concerns. HR policies can help managers set expectations, outline workplace rules and regulations, establish clear pathways for employee complaints or concerns and guarantee adequate compensation, vacation/sick time entitlement and comply with government regulations.

Effective HR policies require careful evaluation of current and emerging workplace trends. For instance, dress code policies may need to be adjusted as more employees opt for casual attire; and social media policies need to be modified as employees use personal accounts for work-related use. While such changes can be challenging for organizations, they are necessary for businesses to remain competitive while meeting employment law regulations.

When developing HR policies, it’s essential to consult senior and supervisory staff for feedback to ensure clarity and understandability. Furthermore, having an outside reviewer review and provide their thoughts will ensure the document conforms with company culture without errors and is error free.

Each policy should include an explanatory statement that clearly articulates its purpose and core elements, such as how and who will implement and administer them. For example, policies allowing employees to work flexible hours must include details regarding when employees may work from home.


The order in which an organization’s policies and procedures are written is crucial to their successful implementation and compliance with HR practices. Thus, their organization should make them easy for managers to follow; their content must also be flexible enough to adapt with changing demands to ensure that policies stay aligned with company needs.

Employee compensation is one of the core tenets of HR. This encompasses direct payment of wages and salaries as well as bonuses or other forms of incentive payment to employees. The primary objective of compensation management is attracting top talent while rewarding them fairly for their performance – plus fair compensation can help retain staff.

HR also assists employees with providing non-monetary benefits to employees. These may include extra holidays, day care services, company cars and pension plans as perks – benefits that encourage hard work while potentially helping reduce turnover rates. These secondary perks often motivate staff members to remain loyal employees.

HR needs tools that allow them to implement and manage policies effectively, including an HRIS (Human Resource Information System). Such systems support all the fundamental aspects of human resources work such as recruitment/selection/training/development/compensation/payroll and succession planning – essential aspects that cannot be neglected when running any organization effectively.

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