Dear HR friends, I have been asked to review the HR policy in my company..... Could you give some ideas How to Review the HR policy? Regards, Adel
From Saudi Arabia, Khobar
From Saudi Arabia, Khobar
Dear Adel,
I have just finished up with reviewing HR Policy of my organization which i joined only 3 months back, and 1st task that was assigned to me was to review HR Policy, and suggest suitable changes.
Initially, i was not comfortable with a thought that how a new joinee can review policy when he himself is not completely aware... but do not ask for such luxury since being in the profession of Human Resource.
well, the formula i adopted was, first i red out entire policy word by word, including various implementation guideline etc. then i compare the same with our existing practice, i found many gaps between what is written in HR Policy, and what is being performed. i have prepared a detailed report mentioning changes, and wherever i found practice to be change according to the policy i suggested, and where i found practice more comfortable in terms of employee, i suggested policy change.
surprisingly, my report turn out to be very valuable, and finally i re - drafted the policy document, thereby ensuring policy and practice in accordance with eachother...
try out this ...
but in HR Profession what you need to follow is your study about your circumstances, because what has been followed by some one may not sounds applicable in all the cases.....
EVERY NEW QUESTION REQUIRE NEW ANSWERS!!!
All the Best
Gaurang Joshi.
From India, Vadodara
3I have just finished up with reviewing HR Policy of my organization which i joined only 3 months back, and 1st task that was assigned to me was to review HR Policy, and suggest suitable changes.
Initially, i was not comfortable with a thought that how a new joinee can review policy when he himself is not completely aware... but do not ask for such luxury since being in the profession of Human Resource.
well, the formula i adopted was, first i red out entire policy word by word, including various implementation guideline etc. then i compare the same with our existing practice, i found many gaps between what is written in HR Policy, and what is being performed. i have prepared a detailed report mentioning changes, and wherever i found practice to be change according to the policy i suggested, and where i found practice more comfortable in terms of employee, i suggested policy change.
surprisingly, my report turn out to be very valuable, and finally i re - drafted the policy document, thereby ensuring policy and practice in accordance with eachother...
try out this ...
but in HR Profession what you need to follow is your study about your circumstances, because what has been followed by some one may not sounds applicable in all the cases.....
EVERY NEW QUESTION REQUIRE NEW ANSWERS!!!
All the Best
Gaurang Joshi.
From India, Vadodara
Dear Joshi,
You sound real practical and that was real impressive.Even I believe in laying my own road instead of following the oft beaten track. If you follow that you just cant imagine the amount of freedom and confidence boosted up to your personality.
My Best Wishes to you!!!!
binzy
From India, Bangalore
You sound real practical and that was real impressive.Even I believe in laying my own road instead of following the oft beaten track. If you follow that you just cant imagine the amount of freedom and confidence boosted up to your personality.
My Best Wishes to you!!!!
binzy
From India, Bangalore
Dear All,
What Joshi has suggested is really helpful. Now I will give you some more tips.
1. talk to all your HR colleagues and find out what problems they or employees are facing in relation to a Policy (take one Rule/ Policy) at a time. Also ask for their suggestions.
2. Do a similar exercise with Accounts Department (because wherever money transactions are involved, Accounts Dept. comes into picture)and HODs of various functions.
3. Talk to senior management to get their views.
4. Find out what is happening around you or in Industry. What good Companies are doing in regard to that Policy.
5. Now you have all the data you need to have. Your job is to match the aspirations of employees as well as Top management. But ensure that Policy should be simple to implement and understand. Make a draft.
6. Call a meeting (participants should be predetermined and should represent Top Mgt., HODs, Accounts and HR People) and discuss the draft in detail. Preferable to circulate it in advance. Finalise, implement for six months and after six months again review to freeze it.
Policy making is not an easy exercise (it is time consuming too if you really want to do a good job).
KKT
From India, Delhi
What Joshi has suggested is really helpful. Now I will give you some more tips.
1. talk to all your HR colleagues and find out what problems they or employees are facing in relation to a Policy (take one Rule/ Policy) at a time. Also ask for their suggestions.
2. Do a similar exercise with Accounts Department (because wherever money transactions are involved, Accounts Dept. comes into picture)and HODs of various functions.
3. Talk to senior management to get their views.
4. Find out what is happening around you or in Industry. What good Companies are doing in regard to that Policy.
5. Now you have all the data you need to have. Your job is to match the aspirations of employees as well as Top management. But ensure that Policy should be simple to implement and understand. Make a draft.
6. Call a meeting (participants should be predetermined and should represent Top Mgt., HODs, Accounts and HR People) and discuss the draft in detail. Preferable to circulate it in advance. Finalise, implement for six months and after six months again review to freeze it.
Policy making is not an easy exercise (it is time consuming too if you really want to do a good job).
KKT
From India, Delhi
Dear KKT
Wornderful insights on the topic. well, it is indeed a perfect approach to take all concern in to loop, especially while dealing with Policy matter.
infact, i would say, being in HR Profession we should have an approach to take all along in all major functions that we carry out. After all, our acts are going to affect each and every corner of the organisation. many a time i have seen, a minor neglence leads to unnecessary conflicts....
These are my personal views
Thanks.
Best Regards,
Gaurang Joshi
From India, Vadodara
Wornderful insights on the topic. well, it is indeed a perfect approach to take all concern in to loop, especially while dealing with Policy matter.
infact, i would say, being in HR Profession we should have an approach to take all along in all major functions that we carry out. After all, our acts are going to affect each and every corner of the organisation. many a time i have seen, a minor neglence leads to unnecessary conflicts....
These are my personal views
Thanks.
Best Regards,
Gaurang Joshi
From India, Vadodara
Dear Gaurang,
Thanks for encouragement.
As a matter of fact framing HR Policies is a very sensitive subject as you have rightly said that even a minor negligence can lead to a major conflict.
Every Company has its own distinct history and culture. That has to be kept in mind while framing a Policy. We can not just collect Policies of few related Companies and copy them.
First Policies should be specific and comprehensive. That is there should not be anything vague in the rules which gives a scope for interpretations or discretion. We should try to visualize all kinds of situations in relation to that particular Policy and answer that in the Policy.
All delegations and procedure should be clearly mentioned in the Policy.
While framing the Policy, it will be better to be a bit lenient in giving benefits to the employees. It will not cost much to the Company. But we should be very strict in implementation. It means that when a Policy has been framed, there should not be any violations of same, otherwise employees will loose respect for the rules and start violating them at will and anarchy will be created. While framing Policies fair balancing has to be created between the interests of employees and the employer.
You will agree that faulty Policies are the biggest source of dissatisfaction amongst the employees and one of the reasons for higher attrition rate. Faulty Policies mean that top shall have to spend lot of time in sorting out such issues.
We should also bear in mind that our Policies do not violate any of the laws of the land.
KKT
From India, Delhi
Thanks for encouragement.
As a matter of fact framing HR Policies is a very sensitive subject as you have rightly said that even a minor negligence can lead to a major conflict.
Every Company has its own distinct history and culture. That has to be kept in mind while framing a Policy. We can not just collect Policies of few related Companies and copy them.
First Policies should be specific and comprehensive. That is there should not be anything vague in the rules which gives a scope for interpretations or discretion. We should try to visualize all kinds of situations in relation to that particular Policy and answer that in the Policy.
All delegations and procedure should be clearly mentioned in the Policy.
While framing the Policy, it will be better to be a bit lenient in giving benefits to the employees. It will not cost much to the Company. But we should be very strict in implementation. It means that when a Policy has been framed, there should not be any violations of same, otherwise employees will loose respect for the rules and start violating them at will and anarchy will be created. While framing Policies fair balancing has to be created between the interests of employees and the employer.
You will agree that faulty Policies are the biggest source of dissatisfaction amongst the employees and one of the reasons for higher attrition rate. Faulty Policies mean that top shall have to spend lot of time in sorting out such issues.
We should also bear in mind that our Policies do not violate any of the laws of the land.
KKT
From India, Delhi
Dear KKT,
I must admire your thoughts, mainly how wonderfully you represne them in words.Well my issue has already been disclosed to CiteHr, unfortunately never been contacted or assisted by anyone.
So, let me reexplain what is going on with me.
As I have hardly 2 years of experience in the field of HR, i find it quite confusing to establish a whole new department of HR in an AD Agency. I work for a local agency, more than decades old. End of 2008 was the launching year of HR.And yes I am the only person who is taking care of 118 people.Though my work has been shared with the department of Finance for few reaosns (i.g, giving apointment letter, recommendation letter and so on).
The focal point is, people here are used to work in a different way. Many of them come late on a regular basis. To fix this scenario I made them sign on late sheet on a daily basis.Unfortunately, the scenario has been the same.
I am currently writing Leave policy, however, they have decided not to follow our country labour law.And I agreed with them and rewriting leave policy according to top managements decision. I need suggestion on this scenario.
Performance appraisal forms have been depeveloped by an HR consultant, which was not at all liked by me.But top management and other authirezed individuals preferred to apply that very pattern of form. When i dealt with supervisors to explain the procedure to complete the form of their appraisee's they were confused with the form and did not liked the form at all.Now if they complaint against this they will complaint about me, being the only HR person.anwyay, whats your opinion about this scenario?
Now, I am working on employee database and creating files for each individual. the point is, Finance department will not provide me all the employees salary as i need them for putting them into the database.whats your opinion about this?
Moreover,as a new person to take all the responsibilties i think i need a proper guidance from a person who works in an AD Agency and can help me with anything.
I know its a lot, but I dont know with whom i should share all these to take ideas from.
from,
HRGirl
From Bangladesh
I must admire your thoughts, mainly how wonderfully you represne them in words.Well my issue has already been disclosed to CiteHr, unfortunately never been contacted or assisted by anyone.
So, let me reexplain what is going on with me.
As I have hardly 2 years of experience in the field of HR, i find it quite confusing to establish a whole new department of HR in an AD Agency. I work for a local agency, more than decades old. End of 2008 was the launching year of HR.And yes I am the only person who is taking care of 118 people.Though my work has been shared with the department of Finance for few reaosns (i.g, giving apointment letter, recommendation letter and so on).
The focal point is, people here are used to work in a different way. Many of them come late on a regular basis. To fix this scenario I made them sign on late sheet on a daily basis.Unfortunately, the scenario has been the same.
I am currently writing Leave policy, however, they have decided not to follow our country labour law.And I agreed with them and rewriting leave policy according to top managements decision. I need suggestion on this scenario.
Performance appraisal forms have been depeveloped by an HR consultant, which was not at all liked by me.But top management and other authirezed individuals preferred to apply that very pattern of form. When i dealt with supervisors to explain the procedure to complete the form of their appraisee's they were confused with the form and did not liked the form at all.Now if they complaint against this they will complaint about me, being the only HR person.anwyay, whats your opinion about this scenario?
Now, I am working on employee database and creating files for each individual. the point is, Finance department will not provide me all the employees salary as i need them for putting them into the database.whats your opinion about this?
Moreover,as a new person to take all the responsibilties i think i need a proper guidance from a person who works in an AD Agency and can help me with anything.
I know its a lot, but I dont know with whom i should share all these to take ideas from.
from,
HRGirl
From Bangladesh
Dear All, Can you tell me for how long we can use a HR policy and which time is the right moment to bring changes on it.
From Singapore, Singapore
From Singapore, Singapore
Hi ,
Kindly find the below link,
Identify the Need for a Policy / Checklist for writing Policies « hrmexpress
Let me know if further assistance required
From India, Mumbai
Kindly find the below link,
Identify the Need for a Policy / Checklist for writing Policies « hrmexpress
Let me know if further assistance required
From India, Mumbai
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