Human resources refer to both employees within a company and the function that manages a company’s employees. In most cases however, human resources or HR is used in the latter context. Functions such as compensation and benefits and recruiting and hiring are all HR services.
While many HR services focus heavily on compliance with laws and regulations regarding recruitment and employment, HR professionals also provide a framework for handling or managing staff. It is for this reason that HR policy making is an important service of a HR solutions provider like LeadHRM.
HR policy is vital in areas like safety and working conditions, employee placement and relations, compensation and benefits, discrimination and harassment, and leave and vacation. Well-defined HR policy will ensure that the conditions within the company are not only in compliance with relevant laws and regulations but also that employee satisfaction is high.
If your company’s HR policy needs changing, it is vital that you redefine your company’s HR policy without delay. Many companies opt to outsource their HR functions to companies like LeadHRM but the following tips will help you with HR policy making in-house.
Identify the Need for A Redefinition
The first thing you need to do is to identify the need to redefine your HR policy. If you skip this step, you may not invest sufficient time or money in HR process handling. When identifying the need for change, look at what’s lacking in your current policy. This way, you will know the exact areas to look into when discussing your HR policy with a HR services provider like LeadHRM.
Once you identify why you need to redefine your HR policy, you need to look at what you want to achieve through your policies. Identifying needs and requirements unique to your company as well as industry will let you redefine your company’s HR policies in the best way possible.
Defining your company values is also important when identifying the need to review HR policy making and deciding on what you want to achieve through the changes you make. While HR policy should be a framework to handle staff, it must also align with the company’s values.
Compliance with Laws and Regulations
HR solutions like LeadHRM invest a lot of time and resources in keeping tabs on the latest law and regulation changes. There are huge penalties to pay if a company doesn’t comply with the law and any company would want to avert an HR disaster.
When reviewing policy regarding HR process handling, recruitment, etc. be sure to look into all relevant laws and regulations.
Clear and Specific Policies Are Key
Often, policies tend to be vague and abstract, thus increasing the chances of loopholes and multiple interpretations. When redefining your HR policy, be sure to be specific and clear when wording your policy.
This will be of use both when implementing policy and ensuring your company’s staff understands your HR policy.
Company Culture
Company culture is a phrase often thrown about but can rarely be defined. Many don’t put in that much thought into the particulars of company culture, but a company’s HR policy depends on its culture. This is why you need to have a measurable company culture which will be of use in HR policy making.
If you can’t decide on what the culture of your company is, talk to an HR services provider like LeadHRM. They will be able to put to words the company culture you have in mind. When defining your company culture, make sure it aligns with your brand as well as your HR strategy. Misalignments may cause confusion among employees and contradictions in your HR policy.
Consider the Basics and Extras
HR policy covers a lot of areas. There are the basics like dress code and attendance. HR solutions providers like LeadHRM may consider your company and industry and recommend dress code or work hour policy that benefits both the company and employees.
However, there are extras too, to consider. When redefining your HR policy, look at areas like social media usage and business expenses. By having clear cut policy regarding such aspects, your company can take swift action during any situations that may arise with employees.
There a number of tips to consider when redefining your company’s HR policies and these are some of the basics you can pay attention to.
