Human Resources/HR Deprtment

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Question
Hello,

I have been recently hired to start a HR department for a company.  As of now, there are no HR policies/procedures or employee handbook.   As I begin to grasp the depth of HR, I am seeking support in the key areas along with any supporting documents/policies that may be available.

Will you please assist me or point me in the right direction?
Your assistance is greatly acknowledged and appreciated.

Answer
HERE  IS  SOME  SOME  USEFUL MATERIAL.
SOME  ANSWERS  HELD  BACK  DUE TO  SPACE CONSTRAINT.
PLEASE  FORWARD  YOUR  EMAIL ID  TO  MY  EMAIL  ID   
leolingham@gmail.com.
I  will send  the balance  asap.
Regards
LEO  LINGHAM   
==========================================


HERE  ARE  SOME USEFUL  GUIDELINES  TO SET  UP  
HR  DEPARTMENT.

STAGE  1

-review  the  current practices/policies [ if  any]
-audit all  hr activities that are performed [ even the crude format]

HERE  ARE  THE  CORE  HR  KRAs [ key result areas]
KRA 1 Recruitment  /  Selection
KRA  2 Workforce Planning and Diversity]
KRA 3 Performance Management
KRA 4  Reward  Management
KRA 5 Workplace Management and Relations
KRA 6 A Safe and Healthy Workplace
KRA 7  Building Capabilities and Organisational Learning
KRA 8 Effective HR Management Systems, Support and Monitoring

------------------------------------------------------------------------------------

STAGE  2

-understand  the  organization
-understand  the  organization structure
-understand  the  organization systms
-understand  the  organization politics/influential  people
-understand  the  organization / individual  roles
-understand  the  organization / positions
-understand the individual  job  descriptions
-understand  the  job/ job  specifications
etc

----------------------------------------------------------------------------

STAGE  3

-discuss the values/ beliefs  with  senior management/CEO
 and the need  for HR department.
-discuss  the  expectations from HR department -short/medium/longterm.
-discuss  with  CEO, the organization's  corporate objectives/strategies
 and  how  HR  can contribute to  the  corporate objectives.
-discuss / seek  concensus  on  organization structure / management
 process.
-discuss  the  current  organization  culture with senior management.
-discuss  with CEO/senior management  the  core activities/competences
 and  business drivers  of  the  organization.

TO GET A  GOOD  START AND HOLD YOUR CREDIBILITY, YOU  NEED
THESE  INFORMATIONS  TO  START YOUR  WORK  ON  HR DEPT.

GET   A   COPY OF  CORPORATE  PLAN, WHICH OUTLINES  THE  
COMPANY'S  
-VISION
-MISSION
-CORPORATE OBJECTIVES
-CORPORATE  STRATEGIES
ETC ETC.   

HR dept.  is  a  support  unit  and  hence  must  work closely
with  other  depts.
===========================================================
STAGE   4

Even  though  there  is  currently  no  HR  department, there are
a  number of  HR  activities  are being  carried  out now.

YOU  HAVE  TO  KNOW  WHAT THEY ARE / HOW  IT  IS  BEING
CARRIED  OUT / BY  WHOM.

TO  COLLECT  AND  CONSOLIDATE THESE, YOU  NEED TO  A
QUICK  HR  AUDIT  OF  THE  PRESENT  SITUATION.


AFTER  you  gather  all  the  informations  and summarized,
you  should  sit  down  with  your  boss [ CEO]  and discuss
and  prioritize  the  items, as  follows

-URGENT / IMPORTANT
-URGENT/ NOT IMPORTANT
-NOT  URGENT/ IMPORTANT
-NOT URGENT / NOT IMPORTANT , BUT  NEEDED  DOWN THE LINE.
==========================================================
STAGE  5

Please   REVIEW   the  HR  MANUAL , as  listed  below.
Pick  eyes  out  of  it ,  as  per  your  need,  based  on  your
discussion /  audit  results.
You  may  want  to  start up with

HR department  OBJECTIVES.
HR  DEPARTMENT STRATEGIES
-Draft on Recruitment  / Selection Procedure /PROCESS
-Draft on  organization /  structure
-Draft on  jobs' analyses/ job descriptions/ job specifications/competences
-Draft  on  payroll / compensation / adminstration
-Appointment /confirmation / Termination / resignation /PROCEDURES/PROCESS
-induction program
-orientation  program
-Employee  communications
-Training & development of the employees  
-Performance Appraisals / management
etc etc,
Once  you  have  the  preliminary  draft ready, you  can  start  with your  
EMPLOYEE  HANDBOOK  [ LIST PROVIDED BELOW]

=================================================

STAGE   6

REVIEW THE  HRM  PROCESSES, MAKE A  NOTE
OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE
COMPANY  AND  THE  PRIORITY  ONES.

HRM  PROCESSES  

-HR  AUDITING
-HR  BUDGETING
-Strategic  HRM  Planning
-HR Strategies and Policies.

-HR  and change management.
-Competency-based HR
-Knowledge management
=============================
JOB   DEVELOPMENT

-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job  rotation
=========================
RECRUITMENT/ SELECTION

-recruitment
-selection
-induction
-orientation
===========================
ORGANIZATIONAL BEHAVIOR  PROGRAMS
-employee  engagement  
-motivation
-organization  culture
-organization  development
==============================

ORGANIZATION
-org. designing
-org. structuring
-org. development
-job / role  structuring
=====================================
HUMAN RESOURCING
-HR planning
-manpower  planning
-succession  planning
-talent management
=============================
PERFORMANCE  MANAGEMENT
-performance appraisals
-performance  managing  the  processes.
================================
HR  DEVELOPMENT
-org. learning
-training
-education
-development
-Training  evaluation
-e learning
-management  development
-career planning /development.
=============================
REWARD  MANAGEMENT
-job  evaluation
-managing  reward  process
-administration  of  rewards
-benefits
==============================
EMPLOYEE  RELATIONS
-organization  communications
-employee  communications.
-staff  amenities
=================================
HEALTH AND  SAFETY.
-OHS
=================================
HUMAN RESOURCE  INFORMATION SYSTEM.

==============================================
STAGE   7

REVIEW THE  HRM  SYSTEMS , MAKE A  NOTE
OF  WHAT  YOU  THINK  ARE  IMPORTANT FOR  THE
COMPANY  AND  THE  PRIORITY  ONES.



HR SYSTEMS


*HR  strategic planning system

*human resource planning  system
*manpower  planning system

*job profiling system

*recruitment  &selection system

*performance appraisal  system
*performance management system

*people development  systems

*career  planning  and  development  system

*succession  planning  system


*job enrichment  system

*compensation  planning and packaging system


THIS  is  just   a  common list,
======================================
AFTER   STAGE  1, 2, 3, 4  , 5,6.7  MAKE   A  REPORT

-what  is  the  current situation
-what kind of  HR DEPARTMENT is required.
-what you  think  are  your priorities
-what  is  your  action plan
-what is time  schedule.

MAKE  A  TEMPORARY   HR  DEPARTMENT
-ONE   HR MANAGER  [ YOURSELF ]
-ONE  TRAINING MANAGER
-ONE  SALARY ADMINISTRATION  MANAGER
-ONE RECRUITMENT /SELECTION  MANAGER

DISCUSS   THIS  WITH THE SENIOR MANAGEMENT.
SEEK  THEIR  APPROVAL/ BLESSINGS/SUPPORT
TO  IMPLEMENT  YOUR  PLAN.

To  win  confidence /  trust,

you  need  to  show  credibility/  functional  knowledge level.

Initially,  please  do  not  rush  with too  many  things.

Take  one  thing  at a  time  and  do  a  thorough job.

Everything   must  be  done  right at the  first time.
=============================================


PREPARING   A  HR  MANUAL  IS  IMPORTANT.
NOT  ALL  THAT  IS  LISTED  HERE  MAY BE  
NECESSARY  AT FIRST.

DISCUSSING  WITH  SENIOR  MANAGEMENT
AND  IDENTIFY   THE  PRIORITY  ONES
AND  WORK  ON  THEM.


============================================
HR  MANAGEMENT  MANUAL

Human Resources Policies, Procedures and Forms

Table of Contents

ADMINISTRATION

ADM.101 Personnel Records
Activities
1.0 Employee Information
2.0 HR Personnel Records
3.0 Contents of Personnel Files
4.0 Employee's Personnel Records Review
5.0 Management Review of Personnel Files
6.0 Company Release Of Employee Information
7.0 Record Retention and Long-Term Storage
8.0 Record Destruction

Forms
Ex1 Personnel Records Access Log
Ex2 HR Records Retention Periods
-------------------------------------------------------------------------------------------------
ADM.102 Form Development
Activities
1.0 Form Development and Format
2.0 Authorization and Printing
3.0 Form Numbering and Placement
4.0 Forms Index and Manual
Forms
Ex1 Form Printing Request

------------------------------------------------------------------------------------------------
ADM.103 Document Control
Activities
1.0 Document Distribution
2.0 Document Revision
3.0 Document
4.0 Temporary Changes
Forms
103 Ex1 Request For Document Change (RDC)
-------------------------------------------------------------------------------------------------
ADM. 104 Mail & Express Services
Activities
1.0 General Mail Usage
2.0 Addressing Mail
3.0 Express Mail
4.0 Overnight Packages
5.0 Additional Information Resources
Forms
104 Ex1 Outgoing Mail Register

----------------------------------------------------------------------------------------------
ADM. 105 Telephone Answering
Activities
1.0 Answering Techniques and Etiquette
2.0 Answering and Directing Calls
3.0 Taking Messages
4.0 Telephone User's Guide
Forms
105 Ex1 Important Message

-------------------------------------------------------------------------------------------
ADM.106 Property & Access Control
Activities
1.0 Background Checks
2.0 Physical Access Controls
3.0 Key Controls
4.0 Proprietary Information Controls
5.0 Collection Of Access Controls
6.0 Visitors & Guests

Forms
ADM106 Ex1 Key Issue Policy
ADM106 Ex2 Visitor Log

--------------------------------------------------------------------------------------------
ADM.107 Separation
Activities
1.0 Resignations
2.0 Involuntary Terminations And Layoffs
3.0 Terminations For Cause
4.0 Termination Meeting
5.0 Additional Information Resources

Forms
107 Ex1 Exit Interview Checklist
107 Ex2 Exit References Authorization

-------------------------------------------------------------------------------------------
ADM.108 Workplace Rules & Guidelines
Activities
1.0 Alcohol And Drugs
2.0 Breaks And Lunch Time
3.0 Company Property
4.0 Grievances And Complaints
5.0 Inclement Weather
6.0 Parking
7.0 Personal Telephone Calls
8.0 Smoking
9.0 Solicitations
10.0 Suggestions
11.0 Visitors

Forms
108 Ex1 Suggestion Form

------------------------------------------------------------------------------------------------
ADM.109 Human Resources Reports
Activities
1.0 Preparation Guidelines
2.0 Occupational  Health &  Safety  Reports
3.0 Equal Opportunity  Reports
4.0 Training Plan
5.0 Hiring Status Report
6.0 Compensation Summary

Forms
109 EX1 Human Resource Reporting Summary
109 EX2 HR Hiring Status Report

----------------------------------------------------------------------------------------------
ADM.110 Dress Code
Activities
1.0 Dress Code
1.1 Business Attire
1.2 Business Casual Attire
1.3 Casual Attire
1.4 Uniformed Attire
1.5 Safety Attire
1.6  Formal Attire
1.7 Inappropriate Attire
1.8 Business Situations
1.9 Recreation & Parties
2.0 Dinners & Receptions

3.0 Personal Hygiene

4.0 Disciplinary Action
-------------------------------------------------------------------------------------------------
HIRING  PROCEDURES

HRG.101 Employee Hiring
Activities
1.0 Needs Analysis
2.0 Personnel Requisition
3.0 Job Posting & Screening
4.0 Interviewing
5.0 Pre-Employment Screening & Testing
6.0 Background Investigation
7.0 Hiring And Employee Offers
8.0 Motor Vehicle And Equipment Operation
9.0 Applicant Files
10.0 Additional Information Resources

Forms
HRG101 Ex1 Personnel Requisition
HRG101 Ex2 Offer Letter
HRG101 Ex3 Personnel Change Notice
HRG101 Ex4 New Employee Hiring Checklist
HRG101 Employment Eligibility Verification .
HRG101 Employee’s Withholding Allowance Certificate.
----------------------------------------------------------------------------------------------

HRG102 Job Descriptions
Activities
1.0 Job Description Preparation
2.0 Format And Content
2.1 Job Title
2.2 Effective Date
2.3 Department
2.4 Summary Of Functions
2.5 Essential Duties And Responsibilities
2.6 Organizational Relationships
2.7 Qualifications
2.8 Physical Demands
2.9 Work Environment
3.0 Job Description Approval & Distribution

Forms
HRG102 Ex1 Job Description Format
---------------------------------------------------------------------------------------------

HRG103 Employment Applications
Activities
1.0 Application For Employment
2.0 Application Information
2.1 Personal Information
2.2 Employment Interest
2.3 Education & Training
2.4 Employment History
2.5 Military Service Record
2.6 References
3.0 Compliance Information

Forms
HRG103 Ex1 Employment Application
HRG103 Ex2 Employment Application Supplement

----------------------------------------------------------------------------------------------
HRG104 Interviewing Applicants
Activities

1.0 Interviewing Objectives
2.0 Resume Examination
3.0 Telephone Interviews
4.0 E-Mail Interviews
5.0 In-Person Interviews

Forms
HRG104 Ex1 Employment Interview Questions
HRG104 Ex2 Interview Form

-------------------------------------------------------------------------------------------
HRG105 Background Investigations
Activities
1.0 Background And Hiring
2.0 Investigative Consumer Reporting
3.0 Employee Reference Checks
4.0 Motor Vehicle Record (MVR) Inquiry

Forms
HRG105 Ex1 Employee Investigation Checklist
HRG105 Ex2 Employee Background Authorization
HRG105 Ex3 New References Authorization
HRG105 Ex4 Reference Check Survey
--------------------------------------------------------------------------------------------
Compensation Procedures

COM101 Payroll
Activities
1.0 Payroll Records
2.0 Timesheets
3.0 Payroll Deductions
3.1 Worker's Compensation Insurance
3.2 Social Security & Medicare
3.3 State Income Tax
3.4 Earnings Tax
3.5 Tax Withholding Payments
4.0 Payroll Adjustments
4.1 Advances
4.2 Garnishments
5.0 Paychecks
5.1 Direct Deposit
5.2 Lost Paychecks
5.3 Final Paychecks
6.0 Vacation Pay
7.0 Additional Information Resources

Forms
COM101 Ex1 Monthly  Time Sheet
COM101 Ex2 Central Govt.  Tax Calendar
COM101 Ex3 Electronic Funds Transfer Authorization

-----------------------------------------------------------------------------------------
COM102 Paid & Unpaid Leave
Activities

1.0 Paid Time Off
2.0 Unpaid Time Off
3.0 Absence Request And Notification
4.0 Holidays
5.0 Vacation Eligibility
5.1 Vacation Schedules
5.2 Vacation Over Holidays
6.0 Additional Information Resources

Forms
COM102 Ex1 Absence Request Form
-----------------------------------------------------------------------------------------
COM103 Insurance Benefits
Activities
1.0 Life Insurance
2.0 Long Term Disability Insurance
3.0 Social Security
4.0 Workers' Compensation
5.0 Wage Continuation
6.0 Unemployment Compensation
7.0 Health Insurance
8.0 Additional Information Resources

----------------------------------------------------------------------------------------
COM104 Healthcare Benefits
Activities

1.0 Cost And Premiums
2.0 Eligibility
3.0 Enrollment
4.0 Coverage
5.0 Filing A Claim
6.0 Termination And Conversion Of Coverage
7.0 Additional Information Resources

Forms
COM104 Ex1 Benefits Enrollment/Change Form

---------------------------------------------------------------------------------------
COM105 Employee Retirement Income Security
Activities
1.0 Plan Administration
1.1 Investment Policy Statement
1.2 Fidelity Bond
1.3 Fiduciary Liability Insurance
1.4 Employer Matching
1.5 In-Service Loans And Withdrawals
2.0 Employee Participation
3.0 Notice Procedures
3.1 Initial Notice
3.2 Annual Notices
4.0 Additional Information Resources

-------------------------------------------------------------------------------
COM106 Consolidated Budget Reconciliation
Activities
1.0 Plan Administration
2.0 Qualifying Events
3.0 Notice Procedure
4.0 Benefits Protection
6.0 Enforcement
7.0 Additional Information Resources

---------------------------------------------------------------------------------
Development Procedures

DEV101 Development Management
Activities
1.0 Development Planning
2.0 Training Effectiveness
3.0 Training Records
4.0 Training Courses
5.0 Performance Evaluations
6.0 Additional Information Resources

Forms
DEV101 Ex1 Training Plan

----------------------------------------------------------------------------------
DEV102 Training Reimbursement
Activities
1.0 Eligibility
2.0 Approved Programs
3.0 Reimbursement
Forms
DEV102 Ex 1 Request For Training
-----------------------------------------------------------------------------

DEV103 Computer User & Staff Training
Activities
1.0 MIS Training And Certification
2.0 MIS/LAN User Training
3.0 E-Mail Training
4.0 Software Applications

---------------------------------------------------------------------------
DEV104 Internet & E-Mail Acceptable Use
Activities
1.0 Acceptable Use
2.0 Inappropriate Use
3.0 Internet And E-Mail Etiquette
4.0 Security
5.0 User Compliance
6.0 Additional Information Resources
Forms
DEV104 Ex1 Computer And Internet Usage Policy

---------------------------------------------------------------------------
DEV105 Performance Appraisals
Activities

1.0 Performance Appraisal Guidelines
2.0 Appraisal Preparation
3.0 Appraisal Discussion
4.0 Salary Adjustments
5.0 Appraisal Conclusion
6.0 Additional Information Resources


Forms
DEV105 Ex1 Self Appraisal Form
DEV105 Ex2 Performance Appraisal Form

-------------------------------------------------------------------------
DEV106 Employee Discipline
Activities
1.0 Introduction To Misconduct
2.0 Responses To Misconduct
2.1 Verbal Warning
2.2 Written Warning
2.3 Suspension
2.4 Termination
3.0 Serious Misconduct
4.0 Very Serious Misconduct
5.0 Inexcusable Misconduct
6.0 Misconduct Investigations

DEV106 Ex1 Disciplinary Notice

----------------------------------------------------------------------------------------------------
Compliance Procedures

CMP101 Workplace Safety
Activities
1.0 Worksite Analysis
2.0 Hazard Prevention And Control
2.1 Safe Work Procedures
2.2 Protective Equipment
2.3 Fire Prevention
3.0 Hazard Communication Program
4.0 Medical Emergencies
5.0 Workplace Safety Training
6.0 Reporting And Record Keeping
7.0 Additional Information Resources

Forms
CMP101 Ex1 Safety Suggestion Sheet
CMP101 Ex2 Workplace Safety Self-Inspection Checklist
CMP101 Ex3 Workplace Safety Action Plan
CMP101 Ex4 Workplace Safety Rules
CMP101 Ex5 Index of Hazardous Chemicals
CMP101 PDF Material Safety Data Sheet
CMP101 PDF Injuries and Illness Log
CMP101 PDF Summary of Injuries and Illness
CMP101 PDF Injuries and Illness Incident Report
CMP101 PDF Instructions for for OSHA Forms
--------------------------------------------------------------------------------------

CMP102  People  With Disabilities
Activities

1.0 Background
2.0 Who Is Covered?
3.0 Employment Issues
4.0 Public Accommodations
5.0 Enforcement Of The Act
6.0 Additional Information Resources

------------------------------------------------------------------------------------
CMP103 Annual And Medical Leave
Activities

1.0 Reasons For Taking Leave
2.0 Advance Notice And Medical Certification
3.0 Job Benefits And Protection
4.0 Unlawful Acts
5.0 Enforcement
6.0 Employer Notices
7.0 Additional Information Resources
Forms
CMP103 Ex 1 Certification Of Healthcare Provider
CMP103 Ex 2 Employer Response To Employee Request

----------------------------------------------------------------------------------------
CMP104 Drug Free Workplace
Activities

1.0 General
2.0 Prohibitions
3.0 Authorized Use Of Prescription Medicine
4.0 Drug Awareness Program
5.0 Disciplinary Actions
6.0 Additional Information Resources

-----------------------------------------------------------------------------------------
CMP105 Health Insurance Portability And Accountability
Activities

1.0 Management
1.1 Privacy Standards
2.0 Medical Records Maintenance
3.0 Medical Records Access
4.0 Additional Information Resources
Forms
CMP105 HIPAA Authorization Form

----------------------------------------------------------------------------------------
CMP106 Harassment & Discrimination
Activities

1.0 Unacceptable Behavior
2.0 Complaint
3.0 Corrective Measures
4.0 Enforcement
5.0 Additional Information Resources

-----------------------------------------------------------------------------------
Job Descriptions Tab
WRITING JOB DESCRIPTIONS

INTRODUCTION
PURPOSE
SCOPE

WRITTEN COMMUNICATION
Non-discriminatory language
Active voice
Action verbs Plain English

FORMAT AND CONTENT
Effective Date
Department
Summary Of Functions
Essential Duties And Responsibilities
Grouping Several Tasks Into A Single Responsibility
Responsibility Statements
Delegated Responsibilities
Organizational Relationships
Reporting Relationships
The Organization’s Environment
Qualifications
Mandatory Requirements
Key Selection Criteria
Physical Demands
Work Environment
Job Performance
Job Descriptions
Reasonable Accommodation
Accessibility

APPENDIX 2 SAMPLE JOB DESCRIPTIONS
Accounting Manager
Credit Manager
Customer Service Manager
=========================================
Employee Handbook

SECTION 1 INTRODUCTION
1.0 The Company Philosophy

1.1 The Company Mission

1.2 Equal Employment Opportunity Policy and Affirmative Action Plan

1.3 Employment-At-Will

1.4 Sexual Harassment

1.5 Safety
1.5.1 Safety Rules
1.5.2 Hazardous Wastes
1.5.3 Reporting Injuries and Accidents

1.6 Drug Free Workplace
1.6.1 Prohibitions
1.6.2 Drug Awareness Program
1.6.3 Disciplinary Actions

SECTION 2 EMPLOYMENT
2.0 Personnel Administration

2.1 HR Personnel Records
2.1.1 Contents of Personnel Files
2.1.2 Employee Information
2.1.3 Employee's Request for Review of Personnel Records
2.1.4 Management Review of Personnel Files







2.2 Service
2.2.1 Employee Categories
2.2.2 Job Posting Procedures
2.2.3 Employment of Relatives
2.2.4 Employment of Minors
2.2.5 Promotions
2.2.6 Transfer of Employees
2.2.7 Separation of Employment
2.2.8 Work force Reductions
2.2.9 Probationary Period
2.2.10 Extra Income

2.3 Process Improvement
2.3.1 Employee-Management Forums
2.3.2 Employee Suggestion Program

SECTION 3 COMPENSATION & BENEFITS
3.0 Benefit Eligibility

3.1 Payroll Information
3.1.1 Time Records
3.1.2 Pay Periods
3.1.3 Salary Compensation for Partial Pay Period
3.1.4 Pay Rate Schedule – Hourly Paid Employees
3.1.5 Payroll Deductions
3.1.6 Overtime
3.1.7 Payroll Errors
3.1.8 Garnishment of Employee Wages
3.1.9 Authorized Check Pickup
3.1.10 Pay at Time of Separation

3.2 Attendance & Leave
3.2.1 Medical Leave Policy
3.2.2 Sick Leave Credit Limit
3.2.3 Sick Leave Policy – Usage
3.2.4 Medical, Dental and Optical Appointments




3.2.5 Exhaustion of Accumulated Sick Leave
3.2.6 Pallbearer, Funeral, Emergency Leave
3.2.7 Civic Leave or Jury Duty
3.2.8 Voting
3.2.9 Military Leave
3.2.10 Maternity Leave
3.2.11 Parental Leave
3.2.12 Leave of Absence

3.3 Insurance
3.3.1 Hospitalization and Medical Insurance
3.3.2 Continuation of Group Health Insurance
3.3.3 Life Insurance
3.3.4 Long Term Disability Insurance
3.3.5 Social Security
3.3.6 Workers' Compensation
3.3.7 Unemployment Compensation

3.4 Savings Plan

3.5 Break Room

3.6 Employee Discounts

3.7 Educational Assistance

SECTION 4 EMPLOYEE RESPONSIBILITIES

4.1 Work Schedules
4.1.1 Working Hours
4.1.2 Salary Employees
4.1.3 Hourly Employees
4.1.4 Clean Work-Place




4.2 Legal & Ethical Conduct
4.2.1 Ethical Standards
4.2.2 Conflicts of Interest
4.2.3 Personal Conduct
4.2.4 Confidentiality
4.2.5 Bribes, Kickbacks and Illegal Payments
4.2.6 Patents and Copyrights

4.3 Misconduct
4.3.1 Serious Misconduct
4.3.2 Very Serious Misconduct
4.3.3 Inexcusable Misconduct
4.3.3 Misconduct Investigations

4.4 Transportation & Travel
4.4.1 Company Owned Vehicles
4.4.2 Personal Vehicles
4.4.3 Living Expense Allowance
4.4.4 Other Travel Expenses
4.4.5 Expense Records
4.4.6 Travel Advances
4.4.7 Expense Reimbursement – Third Party
4.4.8 Expense Policies – Violations
4.4.9 Company Credit Cards

4.5 Appearance & Belongings
4.5.1 Personal Appearance
4.5.2 Business Attire
4.5.3 Casual Attire
4.5.4 Inappropriate Attire
4.5.5 Personal Belongings
4.5.6 Alcohol and Drugs
4.5.7 Medication
4.5.8 Smoking Policy





4.6 Equipment & Facilities
4.6.1 Parking
4.6.2 Telephone Use
4.6.3 Motor Vehicle and Workplace Equipment Operation
4.6.4 Safety Equipment
4.6.5 Company Tools
4.6.6 Waste Prevention
4.6.7 Solicitation and/or Distribution
4.6.8 Security
4.6.9 Bulletin Board

EMPLOYEE HANDBOOK FORMS

Acknowledgement Of Receipt And Understanding
Statement Of Legal And Ethical Business Conduct
Drug-Free Workplace Policy Employee Acknowledgement
Job Related Accident

==========================================
HR  MANUAL

HR MANUAL  is  the  total  guidelines  for  the  managers  in the  
organization  on  the  subject  of  HUMAN RESOURCE.

The  real  work  of  managing  people [ human  resource] is  the
responsibility  of  the  line  managers. The  HR  department
acts  as  a  coordinator / advisory  body  to  the  line managers,
in  addition  to,  its own  administrative  work.

Employee  handbook  is  a  major element  of  the  HR manual.
It  is  part  of  the  HR  MANUAL.

The  copy  of   HR MANUAL  [ including  the  employee  handbook]
is  given  to  the  managers  only.

The  copy  of  the  EMPLOYEE  handbook is  given to  the  
employees.
=================================================
The  TOTAL  HR  MANUAL  development  is a  never  ending
assignment. It  needs  updating  every  six  months.

At  the  initial  stage,  it  could take  upto  six  months at  least
to  complete  the  manual/ handbook  for  a  full time  person,
even  if  you  employ  an outside  expert.



Once  you  have  downloaded  HR manual list, you  should
sit  with  your   boss

-analyse  the  list
-set the  priority [ 1st. lot,  2nd. lot, 3rd. lot   etc ]
-discuss the  need  for  HO  material, to  uniform  the  approach
-discuss  the  need  for  local expert
etc
-----------------------------------------------------------------------------------------
Your  priorities  could  be  [ my  best  guess]

-personnel  records
-various  forms  required
-access  control
-workplace  rules
-employee  hiring
-job descriptions
-employment  applications
-interviewing  applicants
-payroll administration
-training [ induction / orientation/development]
-employee  handbook

You/ Your  senior  management   should  agree  to the  priority  list.
==================================================
NOW  YOU ARE READY  FOR THE HARD WORK

-PREPARING  THE  GROUNDWORK.










HERE ARE  SOME  USEFUL  BOOKS  AND  SOME   HR  WEBSITES.

HRM  BOOKS


HUMAN  RESOURCE  MANAGEMENT PRACTICE
BY  MICHAEL ARMSTRONG
KOGAN  PAGE  PUBL.
---------------------------------------------------------------------------------
MANAGEMENT  DEVELOPMENT THROUGH TRAINING
BY CHARLES E WATSON
ADDISON-WESLEY PUBL.
-------------------------------------------------------------------------------
THE ACTION CENTRED LEADER
BY J ADAIR
McGRAW HILL PUBL.
--------------------------------------------------------------------------
INTERVENTION  THEORY AND METHOD
BY  C  AVGYRIS
ADDISON-WESLEY PUBL.
--------------------------------------------------------------------------
ORGANIZATIONAL  CHANGE
BY  C  AVGYRIS
ADDISON-WESLEY PUBL.
---------------------------------------------------------------------------
REWARD  MANAGEMENT
BY ARMSTRONG M / MURLIS H
KOGAN  PAGE  PUBL.
----------------------------------------------------------------------------
THE  JOB EVELUATION  HANDBOOK
BY  ARMSTRONG M , CUMMINS A, HASTINGS S, WOOD W
--------------------------------------------------------------------------------
ORGANIZATIONAL  DEVELOPMENT
BY BECKHARD R
ADDISON -WESLEY  PUBL.
--------------------------------------------------------------------------------
ONE  MINUTE  MANAGER
BY  KEN BLANCHARD
---------------------------------------------------------------------------
HUMAN CAPITAL
BY DAVENPORT  TO
JOSSEY - BASS PUBL.
----------------------------------------------------------------------------------
STRATEGIC  HR  MANAGEMENT
BY  MABEY C  / SALAMAN G
BLACKWELL  PUBL.
----------------------------------------------------------------------------
CAREER DEVELOPMENT  IN FLAT STRUCTURE

MOTIVATING  PEOPLE IN  LEAN  ORGANIZATION

BOTH BY  HOLBECHE L
BUTTERSWORTH  PUBL.
-------------------------------------------------------------------------


HUMAN  RESOURCES

www.shrm.org
[ society  of   hrm]

www.citehr.com

www.alltheweb.com
[ cv  - applications  for  jobs ]

www.curriculum_vitae.com

www.workforce.com
[ no. of  employees ]

www.allbusiness.com
[ employee policy ]


www.hr.com

www.hrvilage.com

www.hrmguide.co.uk

www.hrmguide.net

www.nbs.ntu.ac.uk/dept/hrm/hrm_link.htm

www.hrnext.com

www.vault.com

www.exult.com

www.administaff.com

www.walker.com

www.oiworldwide.com

www.hrdivision.com

www.humanresources.about.com



www.workforce.com
[people  position ]


www.jobdescription.com

www.hr-guide.com

www.job-analysis.net

www.hrzone.com


REGARDS

LEO LINGHAM
==========================================================================  

•    A PRESENTATION ON HR POLICIES
•   Human Resource Policies
  Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
•   Purpose
•   HR policies allow an organization to be clear with employees on:
–   The nature of the organization
–   What they should expect from the company
–   What the company expects of them
–   How policies and procedures work at your company
–   What is acceptable and unacceptable behavior
–   The consequences of unacceptable behavior
•   Human Resource Policies
•   Each policy should include all the elements needed for easy  revision and effective implementation:
–    Carefully researched policy language,
–    Thorough analysis of underlying management issues, and
–    Comprehensive legal documentation with clear explanations.
•   Human Resource Policies
•   Identify the important policy issues for your organization. Consider:
–   current laws
–   funder requirements
–    any collective agreements that affect your organization
–    issues that address important concerns and support what your organization represents
•   Human Resource Policies
•   Analyze about each potential policy:
–   How have we handled this issue in the past?
–    Does the size of our workforce justify having a policy about this issue?
–    Are we willing to invest the time it takes to keep the policy up to date?
–    What do we hope to accomplish with this policy? What are the outcomes?
–    Will this policy foster something our organization believes in ?
•   Human Resource Policies
•    Drafting  the policy :
–    Policy name
–    Effective date of the policy and date of any revisions
–    Approval status
–    References
–    Purpose of the policy
–    Main policy statement
–    Definitions of any key concepts or terms used in the policy
–    Eligibility or scope
–   Positions in the organization responsible for implementing and monitoring the policy
–   Procedures for carrying out the policy
•   Functions of HR Department
•   Workforce Management
•   Recruitment and Selection
•   Training and Development
•   Compensation and Benefits
•   Performance Management
•   Labor Relations
•   Personnel Administration
WORKFORCE
MANAGEMENT
•   Workforce Management
•   Time and attendance
•   Should include Work timings ,lunch time, travel time, waiting/idle times overtime ,relevant legislation, local agreements and the contracts of individual employees – including work-life balance guidelines.
•   Different types of leaves of absence should be included :
•   Medical Leave of Absence
•   Parental Leave of Absence
•   Family Care Leave of Absence
•   Personal Leave of Absence etc
•   Succession Planning
•   Objectives
•   To identify replacement needs
•   To provide opportunities for high potential workers
•   To increase pool of promotable employees
•   To support implementation of business plan
•   To guide individuals in their career paths
•   To encourage the advancement of diverse groups
•   To improve ability to respond to changing environmental demands
•   To improve employee morale
•   To cope with the effects of downsizing, attrition, retirements
•   Succession Planning
•   Assess the potential vacancies in leadership and other key positions
•   Assess the readiness of current staff to assume the positions  
•   Develop strategies to address these needs based on the skill gaps
•   Forecasting and Scheduling
establishing likely demand by analysing historical data
HIRING
/
RECRUITMENT
&
SELECTION
•   Hiring
•   Key Aspects of Hiring Policy
•   Sources of Recruitment
•   Internal Sources
–   Retrenched Employees
–   Retired Employees
–   Dependent of deceased employees
–   Internal Job Postings
–   Promotions
–   Demotions
–   Moving across verticals
•   Sources of Recruitment
•   External Sources
–   Placement Agencies and Consultants
–   Campus Recruitments
–   Off-campus Recruitments
–   Employees working in other organizations
–   Employment Agencies
–   Referrals
–   Walk-Ins
TRAINING
&
DEVELOPMENT
•   Training and Development
•   The field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.  
•   The objective is to make sure the availability of a skilled and willing workforce to an organization
•   Training and Development policy structure
•   introduction/definitions/scope (purpose and reach of policy)
•   cultural/philosophical (values, vision, ethos, guiding principles, etc)
•   legal (health and safety, discrimination, etc)
•   people (where people stand in organizational priorities, input, care, etc)
•   methods (career development, succession)
•   systems/tools (training manuals, knowledge and information management
•   process/operations (how T&D relates to operations)
•   financial (planning, budgets, prioritization, etc)
•   responsibility/authority (how T&D is managed, enabling voluntary and extra T&D)
•   social responsibility (CSR, ethics, environment, sustainability, diversity)
•   review and measurement (accreditation, qualifications, independent audit, etc)
COMPENSATION
&
BENEFITS
•   Compensation and Benefits
•   Employee benefits in kind are various non-wage compensations provided to employees in addition to their normal wages or salaries.
•   Some of these benefits are:
–   HRA
–   LTA
–   Medical Reimbursement
–   Insurance (health, dental, life etc.)
–   Conveyance
–   Retirement Benefits
–   Profit sharing etc.
•   The Compensation policy should  state the proportion of fixed and variable components.
•   The policy should be formulated considering the tax implications.
PERFORMANCE
MANAGEMENT
•   Performance Management
•   A formal system for evaluating employee performance can help the employer identify and correct performance problems, plan employee career development, assess readiness for transfer or promotion, determine compensation, and improve productivity by communicating goals and expectations to employees.
•   Policy Structure
  • Performance Appraisal
• Frequency of Appraisals
• Informal Discussion
• Significant Events
• Supervisor Training
• Factors to be Appraised
• Supervisors’ Recommendation and Documentation
• Action Plan
• Performance Goals
• Employee’s Opportunity to Comment
• Final Review
• Timing of Evaluations
• Accurate and Fair Evaluations
• Negligent Evaluation and Performance Review Defamation
GRIEVANCE
REDRESSAL
•   Grievance Redressal
•   Objective
–   To create a work environment, which would be free of hostility and try breed in a work culture which propagates a free and open thought process, encouraging growth and harmony free from encumbrance of force.
CODE  
OF
CONDUCT
 OBJECTIVE:
•   The objective of Code of Conduct is to create a safe equal and ambiguity less work environment.
•   It is just as essential that employees act in a professional manner and extend the highest courtesy to co – workers, visitors, customers, vendors and clients.
•   Policy
•   various policies like dress code, use of company communication, open door etc
•   clear in definitions and terms
•   the operating authority and the consequences of violation of policy
•   Advantages of Good HR Policies
•   Curbing litigation
•   Communication with employees
•   Communication with managers and supervisors
•   Time Savings
=======================================================
HERE  IS  A   SAMAPLE  OF  A BROAD   HR  POLICY.  

Human Resources

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Leo Lingham

Expertise

human resource management, human resource planning, strategic planning in resource, management development, training, business coaching, management training, coaching, counseling, recruitment, selection, performance management.

Experience

18 years of managerial working exercise which covers business planning , strategic planning, marketing, sales management,
management service, organization development

PLUS

24 years of management consulting which includes business planning, corporate planning, strategic planning, business development, product management, human resource management/ development,training,
business coaching, etc

Organizations
Principal---BESTBUSICON Pty Ltd

Education/Credentials
MASTERS IN SCIENCE

MASTERS IN BUSINESS ADMINSTRATION

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