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HR Policies and Procedures

hr policies and procedures

Human resources policies and procedures help set clear rules for employees, protect your company from legal repercussions, and ensure all team members remain aligned with one another. Therefore, creating and upholding these guidelines are an integral component of running any type of business.

HR policies must reflect current workplace trends and laws as well as company values. Examples of such policies would include encouraging diversity and inclusion, accommodating disability or religious belief accommodations and training employees.

Policies and Procedures

Maintaining clear guidelines for your employees can help mitigate conflicts and miscommunications in the workplace, and HR policies and procedures are an integral component of any company. HR policies must be reviewed on an ongoing basis in order to remain current, as workplace environments change quickly and current policies may no longer reflect reality.

Human resource policies and procedures provide written expressions of regulations governing an organization. Each policy serves a particular purpose and addresses specific aspects of mission or operational issues within an organization. Procedures provide “how-to” instructions for implementing policies; these can often be found within employee handbooks or HR manuals.

HR policies must be written using clear language that doesn’t rely on jargon, making them easier for employees to comprehend. Furthermore, policies can always be amended and reviewed regularly by your organization – particularly in light of significant business changes which require adding or amending them.

Training and Development

HR policies help employees understand how their company will address employee-related issues and concerns, and ensure consistent treatment across departments based on compliance requirements. HR policies should be reviewed regularly to make sure they remain current and relevant to business operations.

Your policies should be supported by procedures that explain each one in detail, making them accessible and written in an engaging tone that matches the organization’s culture. They should provide step-by-step processes that anyone in the organization can follow when undertaking certain tasks – using Scribe can make this even simpler!

As your business landscape shifts, so must its HR policies and procedures. A shift in leadership, new employee benefits or workplace changes could all require updates to your policies. Partnering with a professional employer organization could also provide expert reviewers to review them regularly and suggest updates as necessary.


HR policies must provide clear hiring process guidelines in order to ensure managers fully comprehend them, and new hires understand what to expect when applying to join the company. Furthermore, this helps prevent miscommunication among employees and senior management so that everyone operates with one voice.

HR policies must often be reviewed and adjusted due to various reasons, including legislation or business regulations that mandate changes to how a company must handle its employees, or changes in leadership team dynamics that necessitate changes to HR policies to reflect new responsibilities or procedures.

HR policies serve to set out the “what” of company human resources regulations, while procedure documents outline their implementation. Both must exist for employees to understand how they should abide by your organization’s rules. Scribe is an intuitive way of recording and documenting HR policies – it makes visual how-to guides easy for managers to follow!

Performance Management

An HR policy is a set of rules and guidelines created to assist management teams when overseeing employees. Such policies may cover topics like expected behaviors and desired results, disciplinary measures taken against staff and employee termination.

Performance management practices need to evolve as the business model of your organization shifts. A traditional appraisal process might no longer apply with remote and hybrid work models becoming increasingly prevalent, necessitating additional training on leading managers and employees in these new ways.

An HR policy details what needs to be accomplished while procedures provide step-by-step guidelines on how to do so. When developing HR policies and procedures, make them as clear and user-friendly as possible so employees can follow them easily without confusion over expectations; doing this also promotes consistency and fairness within your workplace environment.

Discipline and Termination

Make sure your HR policies provide specific instructions on how to discipline employees and process terminations, in order to reduce miscommunication and save time when handling HR issues. Review these policies regularly in order to keep pace with current business practices and legal requirements.

Your disciplinary process should clearly outline how many prior warnings an employee receives before being terminated and any remedial measures such as Performance Improvement Plans (PIP) or training that might help. This could include check-ins with goals to address an issue, reduced pay or tightened supervision as appropriate.

Your company’s termination policy should detail how employees can voluntarily hand in their resignation, the desired notice period and exit interview policies, as well as reasons for involuntary termination. Communicating these policies openly is vital in building trust between supervisors and employees as it can prevent misunderstandings or claims of discrimination; especially essential when you have a diverse workforce.

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