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HR Policies and Procedures

hr policies and procedures of a company

Establishing and communicating Human Resources policies are a crucial component of managing employees and creating an optimal workplace. HR policies clarify what’s expected of management teams while freeing up precious time for leaders to focus on more pressing tasks.

Organizations place great emphasis on maintaining compliance with changing employment laws. By regularly reviewing HR policies, they can ensure their organization abides by them and prevent legal repercussions.


HR policies serve as guidelines defining how a company treats its employees. They should adhere to employment best practices and regulations, but also take into account specifics about your industry or culture. All employees should receive clear communications of these policies as soon as they’re in effect, with updates regularly made as changes occur in law or best practices in the workplace.

Policy creation can be an intricate and time-consuming task, yet its results must be clear and comprehensive. Employees should receive clear instructions regarding what is expected of them and documented procedures should be updated as necessary to ensure compliance. The People Managing People newsletter offers excellent tips from leadership and management experts on how to write HR policies effectively.

Managers need a comprehensive set of principles and values to guide their actions when dealing with employees, otherwise their actions may become unclear and may lead to confusion within the workforce. Policy development must involve multiple stakeholders – company leaders as well as representatives of employees’ unions – who consider impact of social values and customs while remaining flexible enough for changes in circumstances. Policies should be documented prior to creating employee handbooks or related documents.


HR policies and procedures can assist your organization in providing a safe work environment for its employees. Such documents could include employee discipline and termination processes as well as performance improvement plans with measurable goals, code of conduct documentation for employees as well as details regarding benefits and compensation policies of your company.

As part of your HR policy development process, it is important to keep in mind the purpose of each statement. This will allow you to select which information will best fit into the document. Likewise, use language that fits with the organizational culture. Ensure your HR managers are informed and ready to address any inquiries related to it.

Establishing HR policies varies greatly between organizations. Some have created their policies through management conferences while others use committees of top executives and functional heads; still others have created separate HR policy committees just for this task.

Once a policy has been created, it must be communicated to all employees within your organization through various channels such as in-house journals, notice boards, intranet or any other channel. Furthermore, periodic reviews should take place so as to allow any necessary modifications to keep up with ever-evolving trends.


HR policies and procedures provide guidelines that managers use to ensure employees are treated fairly, including benefits, disciplinary action, termination procedures, conflict resolution procedures and how to resolve conflicts between employees. Their goal is to protect the company from legal issues while instilling confidence among managers.

Companies must comply with both federal and local employment regulations when conducting HR practices, in addition to complying with any existing policies that reflect current workplace trends or regulations. Companies should perform an ongoing assessment of HR practices so as not to incur penalties from these authorities.

Keep in mind that policies serve as the guiding principles for an organization while procedures implement those principles. Policies must be written so as to fit with organizational culture, making them easily understandable by supervisors and managers who will implement them, with minimal jargon to aid their application and focus on desired results of process. Doing this will allow employees to easily comprehend these policies and comply with them consistently which in turn benefits both their performance as employees as well as ultimately improving company bottom line – estimated employee turnover costs typically cost 1.5-2 times the annual salary of employee departing; thus positively affecting bottom line benefits as a company can saves on employee turnover costs alone!


A company must establish clear guidelines for its employees that reflect its values and culture, while being clear and enforceable to prevent potential issues that could lead to greater issues down the road. Some such guidelines include dress codes and time off policies – it’s vital that these remain up-to-date for maximum success!

HR policies serve as the cornerstone of managing employees. They should be designed around best practices and employment laws, clearly communicated to managers and employees, and regularly evaluated to reflect a changing workplace environment.

HR policies must reflect both the company’s management philosophy and values as well as all aspects of human resources management, such as hiring, promotion, compensation, training and employee-related issues and concerns. Policies should be periodically reevaluated to remain current.

Writing procedures that support each policy is essential. New hires need easy procedures they can follow quickly, and one way Scribe can help is by creating procedural documents quickly. By recording and capturing screen shots while performing an action, it enables you to create visual how-to guides quickly, helping reduce onboarding times for new employees faster and speeding them into productive employment faster.

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