Dear Navjot,
Context: First and foremost, as your MD to clearly set the context of the task he/she is assigning to you. I must say a policy is not just a document dictating rules and procedures. The entire business must be involved, top to bottom.
Stakeholders engagement: Try to hear from teams, the production, the sales, the security, finance, etc. Arrange session with them and tell them your intention to create a policy and be specific on the areas you think the policy must cover. The union (if any) is another group that is key to engage, other wise the policy implementation will not be easy.
Minimum legislation: Check with your countries labor laws and any other regulations on employment relationships. This will help you to set the company standards, not conflicting with what the state laws postulate.
Policy or Manual? I think a HR Manual is merely a compilation of all HR policies. You need to start with specific policies e.g. Recruitment and manning policy, Leave policy, Disciplinary policy & procedure, Pay policy, Policy on Women, etc. There after you may want to put everything in one document, there is when you will need to make a HR Manual.
Most importantly, Engage people. You can not do it all alone, trust me!
Cheers,
Dominic Marandu
HR Officer
Anglo Gold Ashanti
Tanzania
From France
1Context: First and foremost, as your MD to clearly set the context of the task he/she is assigning to you. I must say a policy is not just a document dictating rules and procedures. The entire business must be involved, top to bottom.
Stakeholders engagement: Try to hear from teams, the production, the sales, the security, finance, etc. Arrange session with them and tell them your intention to create a policy and be specific on the areas you think the policy must cover. The union (if any) is another group that is key to engage, other wise the policy implementation will not be easy.
Minimum legislation: Check with your countries labor laws and any other regulations on employment relationships. This will help you to set the company standards, not conflicting with what the state laws postulate.
Policy or Manual? I think a HR Manual is merely a compilation of all HR policies. You need to start with specific policies e.g. Recruitment and manning policy, Leave policy, Disciplinary policy & procedure, Pay policy, Policy on Women, etc. There after you may want to put everything in one document, there is when you will need to make a HR Manual.
Most importantly, Engage people. You can not do it all alone, trust me!
Cheers,
Dominic Marandu
HR Officer
Anglo Gold Ashanti
Tanzania
From France
Dear Sathish and Navjoth,
Please understand, as directed by the seniors in previous posts, that while creating and implementing policies, you must be in accordance to state laws within which your organization is coming. And the kind of environment your management wants to build and sustain, so formalizing and implementing policies, beneficial to both the management as well as to the employees is a grave responsibility.
You will either need to hire a Senior HR Manager/Professional or consult a legal practitioner.
Depending upon the kind of work your company does, and as per its long and short term vision, mission, plans, should the policies be formulated and implemented
There are many threads by seniors covering these topics in past many a times, please try to search the site first.
DO NOT just COPY paste matter, try to visualize the affects of any particular policy you are going to formulate after searching and considering policies from this cite.
Please read these 2 Topics posted on this site, you may found many more by Octavious, Madhu, Mr. Narsimhan
HOW TO START UP WITH HR
<link no longer exists - removed>
DEVELOPING HRD- MUST READ THIS FRESHERS
<link no longer exists - removed>
I wish you all the best in your efforts.
regards
Sourabh
From India, Delhi
Please understand, as directed by the seniors in previous posts, that while creating and implementing policies, you must be in accordance to state laws within which your organization is coming. And the kind of environment your management wants to build and sustain, so formalizing and implementing policies, beneficial to both the management as well as to the employees is a grave responsibility.
You will either need to hire a Senior HR Manager/Professional or consult a legal practitioner.
Depending upon the kind of work your company does, and as per its long and short term vision, mission, plans, should the policies be formulated and implemented
There are many threads by seniors covering these topics in past many a times, please try to search the site first.
DO NOT just COPY paste matter, try to visualize the affects of any particular policy you are going to formulate after searching and considering policies from this cite.
Please read these 2 Topics posted on this site, you may found many more by Octavious, Madhu, Mr. Narsimhan
HOW TO START UP WITH HR
<link no longer exists - removed>
DEVELOPING HRD- MUST READ THIS FRESHERS
<link no longer exists - removed>
I wish you all the best in your efforts.
regards
Sourabh
From India, Delhi
Dear Navjot, Before introducing any policy, which should not be contrary to laws and discriminatory, its financial viability and objectives sought to be achieved should be sorted out. Thanks
From India, New Delhi
From India, New Delhi
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