Guidelines for HR Policy Development

Facilitation

                              Facilitation

To be able to govern all the facets of employment, the company needs to develop human resource policy.  HRpolicy development is the most important task of the company as it deals with the interests of the company’s employees as well as employers. Policies like hiring of the personnel, firing of the worker, managing the record and various disciplinary rules and procedures comes under its consideration. To be ready for any contingency the organizations should formulate the policy before hand.  

Whether your company needs human resource policy or not depends totally on how the workers of your company behave. To impose disciplinary rule on them and to ensure that they don’t have any confusion regarding the working of the organization, they need HR policy. Other than this, this policy is also needed to ensure that the workers are working in an environment that is free from favoritism. This will result in an effective delegation of the work from the managers to the subordinates.

HR policy also protects the company from various legal claims. Generally, every company faces investigations related to harassments and discriminations. If the company is effective in its policy then it can be saved from all these charges. Several kinds of rules like safety rules, discipline and break rule are taken care through the HR policy formulation. 

If you don’t have an HR policy for your company, the first step that you should do is choosing HR specialist to draft the policy. Once the policy is drafted, you should present the policy to your workers. You should formulate your policy in such a way that there is enough space for alteration. Your policy should aim at safeguarding the workers interest and facilitation of the work by giving effective training to the employees.  Your organization should be able to recognize the ability of the employees and should provide them with performance appraisal and promotions if they are effective in their work. 

 HR policy normally aims at developing the employees’ skills so that their marginal rate of productivity could increase in long run. The HR specialists aim at instilling the power of critical reasoning in them, as a result of which they can act efficiently and work for the betterment of the organization.

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Remuneration Tribunal Submissions, change management

Remuneration tribunal submissions deal with the employment law, which is a proposed set of guidelines for work place culture and behavior of employees, the employee-employer relationship and the do’s and don’ts of an office environment. This is drawn favoring neither the employee nor the employer. It is a mutual set of agreement that is drafted to benefit the company and a clear path to easily reach the company objective.

When talking about ChangeManagement, it is really a tough and challenging phase for any company. A change in management can change the entire fate of a company and its employees and can either make or break their lives. Of course, certain changes are mandatory and inevitable, but it must be a right change at the right time. When the change in management is mishandled, it will change the complete progress of the company. So, it needs to be executed with more care.

The main concept in change in management is not to relay the news too early, sometimes it is advisable not to let the info open even to the company employees. There are certain processes in which the change can be felt more evident and the most prime concept is the hiring process of a company. This will be the most noted change to all the employees and even to others outside the company. HR department will be completely different and will take decisions and approach issues in an entirely different way. If this change is going to the progressive for the company, it will not be much against the employee’s satisfaction. In case, if it will dropdown the image and progress of the company, there will be immediate reaction from the employees’. The management should be able to face this attack and should have justification to their actions.

Technology is another factor in which change can be noted easily. Some employers will take sudden revolution of technology in the company, while some others will not give more prominence for the technology, but only for the staffs and human labor.

The role of a HR manager is to make effective progress, regardless of the change management.

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