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HR Policies and Practices

hr policies and practices ppt

Human Resource policies are rules and principles designed to govern workplace behaviors, providing guidance as to what should be done and helping avoid miscommunication between employees and management while increasing transparency throughout an organization.

Examples of HR policy could include setting payroll frequencies and methods, detailing how much leave time is permitted, and detailing how employees should clock in/out.

Employee Relations

Employee relations is the practice of overseeing relations between employees and management, leading to happier workplaces with reduced staff turnover and improved productivity. It can be achieved in various ways such as setting policies to promote positive team member interactions and resolving workplace conflicts.

An employee performance review policy sets forth guidelines and requirements for performance reviews of employees by managers, which is an evaluation process in which job performances are measured against criteria set out by management. A comprehensive performance review policy should address how evaluations are carried out as well as what happens if an employee doesn’t receive satisfactory ratings.

Another essential employee relations policy involves outlining your company’s grievance procedure, or “grievance policy,” for dealing with employee complaints and disputes between an employee and management. A good grievance policy should include details on how to file complaints, what steps will be taken by management to investigate it, as well as any consequences they might face should an employee be found guilty of filing false or retaliatory grievances.

Important employee relations policies can include those outlining maternity and family leave as well as flexible work arrangements, such as telecommuting or working from home arrangements. It would also be wise to include one outlining an employee’s expected time in the office each day or whether or not they may work from home; overtime rules as well as compensation regulations must also be addressed in such policies.

Performance Management

Employees perform better when given clear job descriptions and a system for performance evaluation. HR leaders can assist managers in creating such a framework to meet department goals and objectives, with regular check-ins to ensure employees understand expectations, are meeting them effectively and are experiencing career advancement in their roles.

Policies should be user-friendly and feature easily identifiable links and step descriptions, with employee feedback taken into consideration and what types of rewards available for employees. It should also indicate whether employees can work flexibly or take breaks from their jobs as needed and whether overtime work will be compensated accordingly.

The Human Resource Policies and Practices PowerPoint template is an ideal way to present on human resource management topics. Featuring a contemporary design with many useful slides that make this presentation tool suitable for any type of presentation – this template can be utilized by both businesses as well as students alike for making topics clear and engaging presentations.

HR policies and procedures are vitally important to any company as they outline how human resources will handle issues ranging from hiring and firing decisions, training needs assessment and performance evaluations.

Employment Contracts

HR policies establish how various matters in the workplace should be handled, including employee recruitment, training and promotions. They create a more transparent work process while decreasing chances of mistrust between employees and management. However, formalizing HR policies to avoid any misunderstandings later.

An employment contract provides the means for this, outlining how long each employee is contracted to stay; special terms of service that may exist (such as maternity leave); how the employee will be paid; and types of behavior which could result in dismissal. It is vitally important that these policies are clear, well documented, and easily understandable to all employees within your company.

An environment with high in-group collectivist tendencies will foster nepotism and favouritism during the hiring process; personal relationships or references could potentially overrule criteria for employment. Conversely, low uncertainty-avoidance cultures tend to promote risk takers with flexible roles; staffing practices within such cultures tend to be swift and decisive.

Employers may impose an implied employment contract upon employees, meaning they expect them to follow any rules and regulations set out in any documentation related to their role, such as an employee handbook, performance evaluation or disciplinary warnings that have been provided to them.

Training and Development

Human Resource policies outline the rules and guidelines employees must abide by to be successful at their jobs, from compensation and hiring decisions to workplace safety and training needs. While it might be tempting to leave HR policy writing until issues arise, setting clear and concise guidelines beforehand will prevent confusion between managers and employees.

Human Resources activities encompass planning, organizing and controlling procurement, development, compensation integration and separation of organizational human resources to meet strategic goals of a firm’s strategic plan. This process of People Management contributes significantly to creating competitive advantages within firms.

Managers must build people skills through training programs, on-the-job learning opportunities and performance appraisals. They also work closely with unions to determine wages, working conditions and benefits. HRM involves staffing an organization with qualified individuals by using both internal and external recruiting methods: internally they recruit from existing workers who already work there while externally they advertise advertisements in newspapers and universities.

Culture plays a huge part in shaping effective HRM practices at any firm. Cultures high in in-group collectivism often allow nepotism and favoritism to flourish, leading to personal relationships trump employment criteria in hiring decisions. Managers in such cultures must take extra precautions not to make discriminatory hiring decisions and avoid creating any forms of bias such as racism and gender disparity in hiring decisions.

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