Dear All,
I have created an HR policy for our company, and now the Board members want me to make a presentation on the same. Kindly advise on what needs to be covered to ensure the presentation is effective.
From Uganda
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7I have created an HR policy for our company, and now the Board members want me to make a presentation on the same. Kindly advise on what needs to be covered to ensure the presentation is effective.
From Uganda
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Hi Sunita,
Can you share the broad headings that you have already included in the presentation? Maybe copy and paste the index here so that members can take a look and suggest what else should be added.
Regards,
Sid
From India, Gurgaon
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Can you share the broad headings that you have already included in the presentation? Maybe copy and paste the index here so that members can take a look and suggest what else should be added.
Regards,
Sid
From India, Gurgaon
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Hi Sunita,
So what's the big deal? They don't just want you to make a presentation, but actually want to see the HR policies (work systems, rules, and regulations) effective for both employees and employers in the organization. You have to provide this information in the form of a presentation. Simply utilize your current HR policy guidelines and updated data wisely in the presentation.
Additionally, you need to engage in discussions with your seniors and team members, as well as department heads, to present current findings, identify needs, and propose any necessary changes or updates that have been implemented in the organization recently. There is no need to worry about anything.
Remember, they are not the Board of Directors but your seniors who are interested in understanding the HR department's system and efficiency, as well as your work style. However, you must ensure that the job is done with quality.
From India, Gurgaon
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So what's the big deal? They don't just want you to make a presentation, but actually want to see the HR policies (work systems, rules, and regulations) effective for both employees and employers in the organization. You have to provide this information in the form of a presentation. Simply utilize your current HR policy guidelines and updated data wisely in the presentation.
Additionally, you need to engage in discussions with your seniors and team members, as well as department heads, to present current findings, identify needs, and propose any necessary changes or updates that have been implemented in the organization recently. There is no need to worry about anything.
Remember, they are not the Board of Directors but your seniors who are interested in understanding the HR department's system and efficiency, as well as your work style. However, you must ensure that the job is done with quality.
From India, Gurgaon
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Hi Sid, Please find the contents of the HR Policy. Would appreciate if you could let me know if there is anything that has to be added.
1. FOREWORD 6
2. OBJECTIVES OF THE MANUAL 7
3. HR POLICY 8
4. HR VISION 8
5. VALUES AND CULTURE OF THE ORGANISATION 8
6. CORPORATE PHILOSOPHY 9
7. RECRUITMENT AND SELECTION 12
7.1 TYPE OF EMPLOYEES 12
7.2 RECRUITMENT SOURCES 13
7.3 EMPLOYEE REFERRALS 13
7.4 EMPLOYMENT OF RELATIVES 13
7.5 REFERENCE CHECKS 14
7.6 SHORTLISTING OF CANDIDATES 14
7.7 SALARY POLICIES 14
7.8 OFFER OF APPOINTMENT AND ACCEPTANCE 14
7.9 STANDARD EMPLOYMENT PROCEDURES 15
7.10 PROBATION 16
7.11 APPOINTING INTERNSHIP / PLACEMENT / TRAINEES 17
7.12 APPOINTMENT OF CASUAL / TEMPORARY WORKERS 17
8. TRANSFERS 18
9. RECORDING OF ATTENDANCE 18
9.1. POLICY 18
9.2. WORK TIMINGS 19
9.3. PUNCTUALITY 19
10. UNIFORM AND DRESS CODE 20
11. FOOD & TEA 21
12. TELECOMMUNICATION 22
13. TRAVEL & TOUR 23
14. LEAVE 24
14.1 OPERATIONAL VARIATIONS 24
14.2 ANNUAL LEAVE 24
14.3 SICK LEAVE 24
14.4 MATERNITY LEAVE 24
14.5 UNPAID LEAVE 24
14.6 HALF DAY LEAVE 24
14.7 PUBLIC HOLIDAYS 24
14.8 PAYMENT IN LIEU OF LEAVE. 24
15. MEDICAL 28
16. COMPETENCY & SKILL DEVELOPMENT 29
16.1 TRAINING NEEDS ASSESSMENT. 29
16.2 TRAINING FEEDBACK 29
17. STAFF PERFORMANCE APPRAISAL 29
17.1 APPRAISAL PROCEDURE 29
17.2 ACTIONS RESULTING FROM PERFORMANCE APPRAISALS 29
18. PROMOTION 29
19. LOAN FACILITY 29
19.1 LOANS FROM THE COMPANY 29
19.2 EMPLOYEE LOANS FROM THE BANK 29
20. SALARY 29
20.1 SALARY ADMINISTRATION 29
20.2 SALARY ADVANCE 29
20.3 COST OF LIVING ADJUSTMENTS 29
20.4 MARKET INCREASES 29
21. REWARDS & RECOGNITIONS 29
21.1 MONETARY AWARDS 29
21.2 NON–MONETARY AWARDS 29
21.3 TYPES OF EMPLOYEE RECOGNITION 29
21.3.1 A PLANNED EMPLOYEE RECOGNITION 29
21.3.2 IMMEDIATE EMPLOYEE RECOGNITION 29
21.4 LEVELS OF EMPLOYEE REWARDS & RECOGNITION 29
21.4.1 LEVEL - ONE 29
21.4.2 LEVEL - TWO 29
21.4.3 LEVEL - THREE 29
21.5 MANAGEMENT RESPONSIBILITY 29
22. DISCIPLINE MANAGEMENT 29
22.1 DISCRIMINATION & HARASSMENT POLICY 29
22.2 HARASSMENT 29
22.2.1 DEFINITION 29
22.2.2 PROHIBITIVE CONDUCT 29
22.2.3 EXCEPTIONS 29
22.3 DISCRIMINATION 29
22.3.1 DEFINITION 29
22.3.2 HIGHLIGHTING POINTS 29
22.4 GUIDELINES FOR FORMULATION OF GRIEVANCE REDRESSAL COMMITTEE 29
22.5 MAINTENANCE OF POSITIVE DISCIPLINE IN THE COMPANY 29
22.5.1 MISCONDUCT 29
23. TERMINATION OF SERVICE 29
23.1 NOTICE PERIOD 29
23.2 VOLUNTARY TERMINATION 52
23.3 TERMINATION DUE TO UNFORESEEN CIRCUMSTANCES 52
23.4 INVOLUNTARY TERMINATION FOR CAUSE 53
23.5 SUMMARY DISMISSAL WITHOUT PAYMENT 53
23.6 TERMINATION ON MEDICAL GROUNDS / DEATH 54
23.7 TERMINATION PROCEDURES 54
23.8 FULL & FINAL SETTLEMENT 55
24. UPDATE OF PERSONAL DATA 56
25. OFFICE INFRASTRUCTURE 57
26. INFORMATION TECHNOLOGY USAGE 58
26.1 USAGE OF LAPTOPS & COMPUTERS 59
26.2 USAGE OF INTERNET 60
26.3 USAGE OF OUTLOOK 60
26.4 SOFTWARE USAGE 62
27. COMMUNICATION 63
28. SECURITY & VIGILANCE 64
29. ADHERENCE TO POLICIES 65
From Uganda
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1. FOREWORD 6
2. OBJECTIVES OF THE MANUAL 7
3. HR POLICY 8
4. HR VISION 8
5. VALUES AND CULTURE OF THE ORGANISATION 8
6. CORPORATE PHILOSOPHY 9
7. RECRUITMENT AND SELECTION 12
7.1 TYPE OF EMPLOYEES 12
7.2 RECRUITMENT SOURCES 13
7.3 EMPLOYEE REFERRALS 13
7.4 EMPLOYMENT OF RELATIVES 13
7.5 REFERENCE CHECKS 14
7.6 SHORTLISTING OF CANDIDATES 14
7.7 SALARY POLICIES 14
7.8 OFFER OF APPOINTMENT AND ACCEPTANCE 14
7.9 STANDARD EMPLOYMENT PROCEDURES 15
7.10 PROBATION 16
7.11 APPOINTING INTERNSHIP / PLACEMENT / TRAINEES 17
7.12 APPOINTMENT OF CASUAL / TEMPORARY WORKERS 17
8. TRANSFERS 18
9. RECORDING OF ATTENDANCE 18
9.1. POLICY 18
9.2. WORK TIMINGS 19
9.3. PUNCTUALITY 19
10. UNIFORM AND DRESS CODE 20
11. FOOD & TEA 21
12. TELECOMMUNICATION 22
13. TRAVEL & TOUR 23
14. LEAVE 24
14.1 OPERATIONAL VARIATIONS 24
14.2 ANNUAL LEAVE 24
14.3 SICK LEAVE 24
14.4 MATERNITY LEAVE 24
14.5 UNPAID LEAVE 24
14.6 HALF DAY LEAVE 24
14.7 PUBLIC HOLIDAYS 24
14.8 PAYMENT IN LIEU OF LEAVE. 24
15. MEDICAL 28
16. COMPETENCY & SKILL DEVELOPMENT 29
16.1 TRAINING NEEDS ASSESSMENT. 29
16.2 TRAINING FEEDBACK 29
17. STAFF PERFORMANCE APPRAISAL 29
17.1 APPRAISAL PROCEDURE 29
17.2 ACTIONS RESULTING FROM PERFORMANCE APPRAISALS 29
18. PROMOTION 29
19. LOAN FACILITY 29
19.1 LOANS FROM THE COMPANY 29
19.2 EMPLOYEE LOANS FROM THE BANK 29
20. SALARY 29
20.1 SALARY ADMINISTRATION 29
20.2 SALARY ADVANCE 29
20.3 COST OF LIVING ADJUSTMENTS 29
20.4 MARKET INCREASES 29
21. REWARDS & RECOGNITIONS 29
21.1 MONETARY AWARDS 29
21.2 NON–MONETARY AWARDS 29
21.3 TYPES OF EMPLOYEE RECOGNITION 29
21.3.1 A PLANNED EMPLOYEE RECOGNITION 29
21.3.2 IMMEDIATE EMPLOYEE RECOGNITION 29
21.4 LEVELS OF EMPLOYEE REWARDS & RECOGNITION 29
21.4.1 LEVEL - ONE 29
21.4.2 LEVEL - TWO 29
21.4.3 LEVEL - THREE 29
21.5 MANAGEMENT RESPONSIBILITY 29
22. DISCIPLINE MANAGEMENT 29
22.1 DISCRIMINATION & HARASSMENT POLICY 29
22.2 HARASSMENT 29
22.2.1 DEFINITION 29
22.2.2 PROHIBITIVE CONDUCT 29
22.2.3 EXCEPTIONS 29
22.3 DISCRIMINATION 29
22.3.1 DEFINITION 29
22.3.2 HIGHLIGHTING POINTS 29
22.4 GUIDELINES FOR FORMULATION OF GRIEVANCE REDRESSAL COMMITTEE 29
22.5 MAINTENANCE OF POSITIVE DISCIPLINE IN THE COMPANY 29
22.5.1 MISCONDUCT 29
23. TERMINATION OF SERVICE 29
23.1 NOTICE PERIOD 29
23.2 VOLUNTARY TERMINATION 52
23.3 TERMINATION DUE TO UNFORESEEN CIRCUMSTANCES 52
23.4 INVOLUNTARY TERMINATION FOR CAUSE 53
23.5 SUMMARY DISMISSAL WITHOUT PAYMENT 53
23.6 TERMINATION ON MEDICAL GROUNDS / DEATH 54
23.7 TERMINATION PROCEDURES 54
23.8 FULL & FINAL SETTLEMENT 55
24. UPDATE OF PERSONAL DATA 56
25. OFFICE INFRASTRUCTURE 57
26. INFORMATION TECHNOLOGY USAGE 58
26.1 USAGE OF LAPTOPS & COMPUTERS 59
26.2 USAGE OF INTERNET 60
26.3 USAGE OF OUTLOOK 60
26.4 SOFTWARE USAGE 62
27. COMMUNICATION 63
28. SECURITY & VIGILANCE 64
29. ADHERENCE TO POLICIES 65
From Uganda
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Dear Sunita,
What happened to Resignation and Retirement? Especially, you can plan in advance for retirement cases. However, for resignation and termination on disciplinary cases, you cannot predict anything in advance. Hence, the F&F Settlement period must be given judiciously. What facilities are being arranged for the staff? Have you planned for accommodation, transport arrangement, etc.? You can look into those aspects.
From India, Kumbakonam
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What happened to Resignation and Retirement? Especially, you can plan in advance for retirement cases. However, for resignation and termination on disciplinary cases, you cannot predict anything in advance. Hence, the F&F Settlement period must be given judiciously. What facilities are being arranged for the staff? Have you planned for accommodation, transport arrangement, etc.? You can look into those aspects.
From India, Kumbakonam
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Dear Sunita,
Here's my suggestion: make a snapshot of these and include the vital information related to each policy. Please identify the core message from each of them, including any specifications such as legal standards to be maintained and an escalation matrix to be followed.
Your presentation should give them a brief overview, yet exact information about the policies. The handbook would have all the details; hence, you can consider including the page number of the policy as a reference in the footnote.
Prepare for the business implications of each policy. For example, if there is a leave policy that provides for 36 days of annual earned leaves, this implies 2.5 days earned each month. Leave would be credited at the end of the month and can be availed from the existing balance. This will have a direct impact on work allocation, as business leaders may need to maintain a buffer in the talent pool in case an employee avails the balance leaves.
Keep an open forum for discussion, as the leaders will likely have more views and inputs on the challenges or any requirements related to the structure you have established. Call it Version 1.1 or whichever version but stay focused on the live feedback you receive. Reach out for inputs from the operations team. For instance, you may have designed payslips to be distributed by the 10th or 15th of the month, whereas they may prefer to receive them via mail with a disclaimer on the salary day. Hard copies can be collected upon request if needed, such as for Sodexho passes or food coupons.
I look forward to hearing from you before we can provide more suggestions.
From India, Mumbai
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Here's my suggestion: make a snapshot of these and include the vital information related to each policy. Please identify the core message from each of them, including any specifications such as legal standards to be maintained and an escalation matrix to be followed.
Your presentation should give them a brief overview, yet exact information about the policies. The handbook would have all the details; hence, you can consider including the page number of the policy as a reference in the footnote.
Prepare for the business implications of each policy. For example, if there is a leave policy that provides for 36 days of annual earned leaves, this implies 2.5 days earned each month. Leave would be credited at the end of the month and can be availed from the existing balance. This will have a direct impact on work allocation, as business leaders may need to maintain a buffer in the talent pool in case an employee avails the balance leaves.
Keep an open forum for discussion, as the leaders will likely have more views and inputs on the challenges or any requirements related to the structure you have established. Call it Version 1.1 or whichever version but stay focused on the live feedback you receive. Reach out for inputs from the operations team. For instance, you may have designed payslips to be distributed by the 10th or 15th of the month, whereas they may prefer to receive them via mail with a disclaimer on the salary day. Hard copies can be collected upon request if needed, such as for Sodexho passes or food coupons.
I look forward to hearing from you before we can provide more suggestions.
From India, Mumbai
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Dear Ms. Sunita,
You have done a great job. Infact, you had designed a system.
Kindly email me your HR POLICY. Will prepare a presentation for you.
Delivering a presentation is a great skill. The presenter need to focus on the information projected and audience background and their standards.
With profound regards
From India, Chennai
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You have done a great job. Infact, you had designed a system.
Kindly email me your HR POLICY. Will prepare a presentation for you.
Delivering a presentation is a great skill. The presenter need to focus on the information projected and audience background and their standards.
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)
Dear all,
As I have just started my career in HR in a new corporate industry, all the responsibility is on my shoulders. I need help from all of you on how to create HR policies and what rules and regulations I should communicate to the employees, considering it is a 50-seater organization.
Thanks & Regards,
Naina Pathak
HR
gurleenkaur9066@yahoo.co.in
From India, Delhi
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As I have just started my career in HR in a new corporate industry, all the responsibility is on my shoulders. I need help from all of you on how to create HR policies and what rules and regulations I should communicate to the employees, considering it is a 50-seater organization.
Thanks & Regards,
Naina Pathak
HR
gurleenkaur9066@yahoo.co.in
From India, Delhi
Acknowledge(0)Amend(0)
hello everyone, as i have newly joined a company. they have staff of only 10-15 staff member. please advise what are the basis hr policy which i can introduce as being as HR Kindly guide Mamta
From India, New Delhi
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From India, New Delhi
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How to write HR policy.pdf