What are the challenges faced by an HR for implementing HR Policy in a company for the first time?
And how to tackle those challenges?
I am supposed to initiate and implement HR Policy in my company for the first time. It is an IT Company.
Hoping for positive inputs.
From India, Bengaluru
And how to tackle those challenges?
I am supposed to initiate and implement HR Policy in my company for the first time. It is an IT Company.
Hoping for positive inputs.
From India, Bengaluru
First of all, create a vision and mission for the HR Department and then identify the core areas for fixation of policy, develop the policy statement for the core areas, SOP for them, evaluate the policy as to how they are meeting the aspiration of the employees, a grievance redressal mechanism etc. I can suggest some core areas like recruitment, learning & development, compensation, welfare measures, service conditions, confidentiality & non-compete clause, exit & notice period etc. You may benchmark your policies with similar industries in India & abroad.
From India, Mumbai
1534From India, Mumbai
Hui Shang, You can go through my HR policies posted in this cite will be certainly usueful to you Regds
From India, Bangalore
From India, Bangalore
Whatever policies that you wish to create for the welfare of the employees, need to be approved by the owners or management. Secondly some policies may have financial implications which need to be factored into. As HR person, you should stay neutral and not to favour any particular section of the company. Your policies should lead to higher productivity and profitability for the management but at the same time, ensure that the employees salaries, welfare measures are taken care of. Do not compromise on these. However, they say, the bottle neck for the bottle is always at the top. Some of the policies may be thwarted by senior management members. You, as an HR Head should show them the advantages and benefits of implementation of a certain policy, convince them. For further support, you can approach me, as a freelance HR Consultant, pan India and Gulf countries. Best wishes.
From India
From India
Here are some of the challenges faced by an HR for implementing HR Policy in a company for the first time:
Lack of buy-in from management. It is important to get buy-in from management before implementing any new HR policies. This is because management is responsible for enforcing the policies and ensuring that they are followed. If management is not supportive of the policies, it will be difficult to implement them successfully.
Resistance from employees. Employees may resist new HR policies, especially if they feel that the policies are unfair or unnecessary. It is important to communicate the reasons for the new policies to employees and to address their concerns.
Legal compliance. HR policies must comply with all applicable laws and regulations. This can be a complex and time-consuming task, especially if the company operates in multiple jurisdictions.
Resource constraints. Implementing new HR policies can require a significant investment of time and resources. This can be a challenge for small businesses or companies with limited HR resources.
Change management. Implementing new HR policies is a change management process. This means that it is important to manage the expectations of employees and to help them transition to the new policies.
Here are some tips on how to tackle these challenges:
Get buy-in from management early on. This will help to ensure that the policies are implemented effectively and that they are supported by the people who are responsible for enforcing them.
Communicate the reasons for the new policies to employees. Explain how the policies will benefit the company and the employees. Address any concerns that employees may have.
Make sure the policies are fair and equitable. Employees are more likely to accept new policies if they believe that they are fair and that they are not being treated unfairly.
Get legal advice. Make sure that the policies comply with all applicable laws and regulations. This will help to avoid legal problems in the future.
Use a change management process. This will help to manage the expectations of employees and to help them transition to the new policies.
Here are some additional tips that are specific to implementing HR policies in an IT company:
Consider the unique needs of IT employees. IT employees often have different needs than employees in other industries. For example, they may need more flexibility in their work arrangements or they may need training on new technologies.
Be proactive in addressing potential problems. IT companies are often at the forefront of technological change. This means that there are always new challenges that need to be addressed. Be proactive in identifying potential problems and developing solutions.
Stay up-to-date on the latest trends. The HR landscape is constantly changing. It is important to stay up-to-date on the latest trends so that you can develop policies that are effective and compliant.
I hope this helps!
From India, Dombivali
Lack of buy-in from management. It is important to get buy-in from management before implementing any new HR policies. This is because management is responsible for enforcing the policies and ensuring that they are followed. If management is not supportive of the policies, it will be difficult to implement them successfully.
Resistance from employees. Employees may resist new HR policies, especially if they feel that the policies are unfair or unnecessary. It is important to communicate the reasons for the new policies to employees and to address their concerns.
Legal compliance. HR policies must comply with all applicable laws and regulations. This can be a complex and time-consuming task, especially if the company operates in multiple jurisdictions.
Resource constraints. Implementing new HR policies can require a significant investment of time and resources. This can be a challenge for small businesses or companies with limited HR resources.
Change management. Implementing new HR policies is a change management process. This means that it is important to manage the expectations of employees and to help them transition to the new policies.
Here are some tips on how to tackle these challenges:
Get buy-in from management early on. This will help to ensure that the policies are implemented effectively and that they are supported by the people who are responsible for enforcing them.
Communicate the reasons for the new policies to employees. Explain how the policies will benefit the company and the employees. Address any concerns that employees may have.
Make sure the policies are fair and equitable. Employees are more likely to accept new policies if they believe that they are fair and that they are not being treated unfairly.
Get legal advice. Make sure that the policies comply with all applicable laws and regulations. This will help to avoid legal problems in the future.
Use a change management process. This will help to manage the expectations of employees and to help them transition to the new policies.
Here are some additional tips that are specific to implementing HR policies in an IT company:
Consider the unique needs of IT employees. IT employees often have different needs than employees in other industries. For example, they may need more flexibility in their work arrangements or they may need training on new technologies.
Be proactive in addressing potential problems. IT companies are often at the forefront of technological change. This means that there are always new challenges that need to be addressed. Be proactive in identifying potential problems and developing solutions.
Stay up-to-date on the latest trends. The HR landscape is constantly changing. It is important to stay up-to-date on the latest trends so that you can develop policies that are effective and compliant.
I hope this helps!
From India, Dombivali
Hi Shang,
There are many challenges faced by HR while implementing the policies and procedures. Take for example management instructs HR to implement that login time of the employees, since all the previous months and years there has been callous attitude from management and employees to stream line the system is an uphill task, where the role of HR is crucial to convince each departments head to convince their staff to be present in office in time.
It may so happen in case HR tries to introduce attendance bonus for employees coming on time may draw flak from the management.
Let us study the other part in case it is a medium /large manufacturing company wherein Unions are there it was a difficult task for HR to be a bridge between the Management and the Employees Union, since Unions give unreasonable charter of demand on the collective bargaining like salary appraisals and bonus etc. HR has to find ways and means to find out via media solution, which doesn't happen in the given time frame and many a times the negotiations may fail wherein the Unions calling for strike or the management declaring lockouts.
Coming to another important role of the HR is implementation of Employees Appraisal, it so happens that HR cannot satisfy all the employees and hence there will be grouse amongst the employees
.
Apart from all of the above HR has to provide safety for women employees, like arranging for transport in case they come early or go late in the evening.
The next level of activity of HR is to organize games for the workers /employees or taking out for a day's outing to keep them in good books.
In a nutshell HR has to act as bridge between Management and its employees.
Regds.
From India, Bangalore
There are many challenges faced by HR while implementing the policies and procedures. Take for example management instructs HR to implement that login time of the employees, since all the previous months and years there has been callous attitude from management and employees to stream line the system is an uphill task, where the role of HR is crucial to convince each departments head to convince their staff to be present in office in time.
It may so happen in case HR tries to introduce attendance bonus for employees coming on time may draw flak from the management.
Let us study the other part in case it is a medium /large manufacturing company wherein Unions are there it was a difficult task for HR to be a bridge between the Management and the Employees Union, since Unions give unreasonable charter of demand on the collective bargaining like salary appraisals and bonus etc. HR has to find ways and means to find out via media solution, which doesn't happen in the given time frame and many a times the negotiations may fail wherein the Unions calling for strike or the management declaring lockouts.
Coming to another important role of the HR is implementation of Employees Appraisal, it so happens that HR cannot satisfy all the employees and hence there will be grouse amongst the employees
.
Apart from all of the above HR has to provide safety for women employees, like arranging for transport in case they come early or go late in the evening.
The next level of activity of HR is to organize games for the workers /employees or taking out for a day's outing to keep them in good books.
In a nutshell HR has to act as bridge between Management and its employees.
Regds.
From India, Bangalore
Dear Shang
All contributors views are guidelines and might have provided your insights. Good,
Whatever policy you draw /write/shape/implement they should be realistic. In the sense meet the requirements of all stakeholders. They are flexible and to meet needs of the hour.
Meet all the legal requirements - Labour laws are the base. More flexible/higher benefits no issue
Once made policy commitment to follow and implement should not fail. Some policies may be most universal while few may be very special/innovative depending on the philosophies of the management.
First time when devised start with minimum and meeting applicable legal provisions/requirements.
Ram K Navaratna
HR Resonance
.
From India, Bangalore
All contributors views are guidelines and might have provided your insights. Good,
Whatever policy you draw /write/shape/implement they should be realistic. In the sense meet the requirements of all stakeholders. They are flexible and to meet needs of the hour.
Meet all the legal requirements - Labour laws are the base. More flexible/higher benefits no issue
Once made policy commitment to follow and implement should not fail. Some policies may be most universal while few may be very special/innovative depending on the philosophies of the management.
First time when devised start with minimum and meeting applicable legal provisions/requirements.
Ram K Navaratna
HR Resonance
.
From India, Bangalore
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