I'm the only person in the HR department of our company. It is a Biotechnology R&D center and an institution, and our company has a total of 15 employees. I have been asked to create HR policies for our organization. Please assist me as I am new to this role; previously, I have experience in recruitment.
From India, Vijayawada
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4From India, Vijayawada
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Hi,
The best thing is to look into the company's mission, vision, and objectives. Determine what you want to achieve and what you aim to provide for your employees.
Engage with your top management to indirectly understand the expectations people have from the company. Based on these insights, formulate policies accordingly.
There are no hard and fast rules. For example, your organization may choose whether or not to offer flexibility in reporting time. Ultimately, it is the top management's responsibility to decide what they are willing to provide and to what extent.
Next, consider budgeting. Determine how much your organization is willing to allocate for travel and accommodation expenses for employees. It could be that the organization prefers employees to travel by train to save costs or by flight to maximize productivity, and both approaches are valid.
For a sample handbook, you can visit the following blog post link:
Human Resources, Business, Management, and Career Questions Blog: [Employee Handbook Format](http://speakhr.blogspot.in/2013/04/employee-handbook-format.html)
A key aspect to consider is compliance with applicable statutory regulations, such as the Shops and Establishment Act or the Factories Act (if the organization is involved in manufacturing activities). Ensure that your leave, holiday, and overtime policies align with these regulations.
Feel free to reach out if you require further assistance.
From India, Mumbai
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The best thing is to look into the company's mission, vision, and objectives. Determine what you want to achieve and what you aim to provide for your employees.
Engage with your top management to indirectly understand the expectations people have from the company. Based on these insights, formulate policies accordingly.
There are no hard and fast rules. For example, your organization may choose whether or not to offer flexibility in reporting time. Ultimately, it is the top management's responsibility to decide what they are willing to provide and to what extent.
Next, consider budgeting. Determine how much your organization is willing to allocate for travel and accommodation expenses for employees. It could be that the organization prefers employees to travel by train to save costs or by flight to maximize productivity, and both approaches are valid.
For a sample handbook, you can visit the following blog post link:
Human Resources, Business, Management, and Career Questions Blog: [Employee Handbook Format](http://speakhr.blogspot.in/2013/04/employee-handbook-format.html)
A key aspect to consider is compliance with applicable statutory regulations, such as the Shops and Establishment Act or the Factories Act (if the organization is involved in manufacturing activities). Ensure that your leave, holiday, and overtime policies align with these regulations.
Feel free to reach out if you require further assistance.
From India, Mumbai
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Hello Priyadarshini,
Further to what Govind mentioned, you can also go through the various formats/templates available in this Forum - CiteHR - by using the 'RESEARCH' feature at the top of this page. This Forum is a goldmine of information. I suggest discussing with your management like Govind suggested - as to which Rules/Policies they want to be implemented - and then going through the info in this Forum. Once you have identified the formats, you can then ask specific queries in this forum. I am sure the members would be able to give you focused and realistic suggestions. All the Best.
Regards,
TS
From India, Hyderabad
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Further to what Govind mentioned, you can also go through the various formats/templates available in this Forum - CiteHR - by using the 'RESEARCH' feature at the top of this page. This Forum is a goldmine of information. I suggest discussing with your management like Govind suggested - as to which Rules/Policies they want to be implemented - and then going through the info in this Forum. Once you have identified the formats, you can then ask specific queries in this forum. I am sure the members would be able to give you focused and realistic suggestions. All the Best.
Regards,
TS
From India, Hyderabad
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Dear Priyandarshini,
To design HR Policies you may follow the following procedure:-
1. Review government websites with information on various laws, such as the Shops and Establishment Act, Factories Act, Industrial Employment Act, Payment Of Bonus Actt, Payment of Wages Act, PF & ESIC Act etc to understand their meaning and how they are applicable to your company. Some laws are not applicable unless there are a minimum number of employees.
2. Begin drafting policies based on your experience, meetings with staff and understanding of the laws. Include sections such as: policy summary, definitions and procedures. Your draft should also include the policy name, whom the policy is applicable to, the date, names and titles of final signers.You may also find out the policies of your competitor companies.
3. Complete the first drafts of your HR policies and continue to clarify policy concepts with other staff to assure they are meeting the business needs of the company and the goals of the organization. Policy statements must be definitive in explaining concepts since leaving them open to interpretation can expose the company to lawsuits. For example, “Company-owned cell phones and computers, including email, may be monitored.”
4. Send policies through a formal committee for feedback and approval. This committee should include internal representation from your company's legal, quality control, operations, human resources and other applicable departments. Complete edits based on feedback and send policies to the company's senior leadership for final approval.
5. Implement policies through email distribution, posting hard copies in common areas and posting on intranet sites. For policies, such as harassment and privacy, consider conducting an accompanying required training for all staff.
6. When writing an HR policy, you must understand the cultural implications in policy formulation. Some organizations have a policy for almost every possible scenario, while others only have policies as required by law. Most organizations find a middle ground between these two extremes. You must understand where the organization falls in order to remain relevant to cultural sensitivities.
7. Never attempt to set a policy without the input of both management staff and employees. If a policy makes sense, most individuals in an organization will not resist it. On the other hand, a policy that does not take into account the perspectives of others, or even worse, makes the job of others harder to accomplish, usually meets with outright defiance. This results in a policy that hinders the organization rather than aiding in accomplishing missions, goals, and objectives.
Hope this helps.
From India, Mumbai
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To design HR Policies you may follow the following procedure:-
1. Review government websites with information on various laws, such as the Shops and Establishment Act, Factories Act, Industrial Employment Act, Payment Of Bonus Actt, Payment of Wages Act, PF & ESIC Act etc to understand their meaning and how they are applicable to your company. Some laws are not applicable unless there are a minimum number of employees.
2. Begin drafting policies based on your experience, meetings with staff and understanding of the laws. Include sections such as: policy summary, definitions and procedures. Your draft should also include the policy name, whom the policy is applicable to, the date, names and titles of final signers.You may also find out the policies of your competitor companies.
3. Complete the first drafts of your HR policies and continue to clarify policy concepts with other staff to assure they are meeting the business needs of the company and the goals of the organization. Policy statements must be definitive in explaining concepts since leaving them open to interpretation can expose the company to lawsuits. For example, “Company-owned cell phones and computers, including email, may be monitored.”
4. Send policies through a formal committee for feedback and approval. This committee should include internal representation from your company's legal, quality control, operations, human resources and other applicable departments. Complete edits based on feedback and send policies to the company's senior leadership for final approval.
5. Implement policies through email distribution, posting hard copies in common areas and posting on intranet sites. For policies, such as harassment and privacy, consider conducting an accompanying required training for all staff.
6. When writing an HR policy, you must understand the cultural implications in policy formulation. Some organizations have a policy for almost every possible scenario, while others only have policies as required by law. Most organizations find a middle ground between these two extremes. You must understand where the organization falls in order to remain relevant to cultural sensitivities.
7. Never attempt to set a policy without the input of both management staff and employees. If a policy makes sense, most individuals in an organization will not resist it. On the other hand, a policy that does not take into account the perspectives of others, or even worse, makes the job of others harder to accomplish, usually meets with outright defiance. This results in a policy that hinders the organization rather than aiding in accomplishing missions, goals, and objectives.
Hope this helps.
From India, Mumbai
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(Fact Checked)-The user's reply provides comprehensive and accurate guidance on framing HR policies for a company. The steps outlined align with best practices and legal considerations in HR policy development. Well done! (1 Acknowledge point)
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Hr policy should consider these top issues: salary policy bonus policy leave policy notice period IT policy Travel policy medical policy etc.
From India, Bangalore
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From India, Bangalore
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(Fact Checked)-The HR policies should cover various aspects like salary, bonuses, leave, notice period, IT, travel, and medical policies. It's a good start for a comprehensive framework. (1 Acknowledge point)
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Dear priyadarshini1026,
I'm the only person in the HR department of our company, which is a Biotechnology R&D center and an institution. Our company has a total of 15 employees. I have been tasked with framing HR policies for our organization. Please assist me as I am new to this role, having previously worked in recruitment.
HR policies can be structured with the following components based on your management's guidance and norms:
1. RECRUITMENT
2. EMPLOYMENT POLICIES (AFTER RECRUITMENT)
3. EMPLOYEE BENEFITS
4. PAYROLL
5. EMPLOYEE CONDUCT
6. STATUTORY COMPLIANCE - ESIC, PF, etc.
7. LEAVE POLICIES
8. INDUCTION AND ORIENTATION
9. TRAINING AND DEVELOPMENT
10. PERFORMANCE APPRAISALS
11. EMPLOYEE WELFARE ACTIVITIES
12. BONUS
13. GRATUITY
14. EMPLOYEE PERSONAL RECORD MAINTENANCE - PERSONAL FILES
15. MANPOWER DETAILS
16. ISO MANUAL FORMATION
17. ISO AUDITING
18. PAYSLIP PREPARATION
19. LABOUR FORM UPDATES (SHOPS AND ESTABLISHMENTS)
20. FULL AND FINAL SETTLEMENTS
21. EXIT FORMALITIES
All The Best...
From India, Madras
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I'm the only person in the HR department of our company, which is a Biotechnology R&D center and an institution. Our company has a total of 15 employees. I have been tasked with framing HR policies for our organization. Please assist me as I am new to this role, having previously worked in recruitment.
HR policies can be structured with the following components based on your management's guidance and norms:
1. RECRUITMENT
2. EMPLOYMENT POLICIES (AFTER RECRUITMENT)
3. EMPLOYEE BENEFITS
4. PAYROLL
5. EMPLOYEE CONDUCT
6. STATUTORY COMPLIANCE - ESIC, PF, etc.
7. LEAVE POLICIES
8. INDUCTION AND ORIENTATION
9. TRAINING AND DEVELOPMENT
10. PERFORMANCE APPRAISALS
11. EMPLOYEE WELFARE ACTIVITIES
12. BONUS
13. GRATUITY
14. EMPLOYEE PERSONAL RECORD MAINTENANCE - PERSONAL FILES
15. MANPOWER DETAILS
16. ISO MANUAL FORMATION
17. ISO AUDITING
18. PAYSLIP PREPARATION
19. LABOUR FORM UPDATES (SHOPS AND ESTABLISHMENTS)
20. FULL AND FINAL SETTLEMENTS
21. EXIT FORMALITIES
All The Best...
From India, Madras
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(Fact Checked)-The user's response is generally accurate in outlining various components of HR policies. However, it would be beneficial to emphasize the importance of aligning these policies with legal requirements and industry best practices. (1 Acknowledge point)
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Hi,
First, list out the various segments in HR to identify what an organization needs with respect to market standards, such as:
1. Talent Acquisition (Pre & Post Recruitment)
2. Employee Relations
3. Performance Management
4. Organizational Development
5. Payroll - Leave and Time Management, Salary Structure, etc.
Then, include all of them in a handbook called HR Policy Formulation. List one by one in each segment by including all the process levels that help you fulfill the needs.
For areas like payroll, leave, and time management, alignment with government laws is required.
Put forward to your management presenting in a flow chart.
Take the opinions of stakeholders to process the basic things initially.
Later, one by one comes into the picture as the organization grows and formulate it based on the organization and employee needs. A complete policy life cycle can be run when a lot of heads are involved in it as the organization grows.
Regards,
Raghav
From India, Hyderabad
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First, list out the various segments in HR to identify what an organization needs with respect to market standards, such as:
1. Talent Acquisition (Pre & Post Recruitment)
2. Employee Relations
3. Performance Management
4. Organizational Development
5. Payroll - Leave and Time Management, Salary Structure, etc.
Then, include all of them in a handbook called HR Policy Formulation. List one by one in each segment by including all the process levels that help you fulfill the needs.
For areas like payroll, leave, and time management, alignment with government laws is required.
Put forward to your management presenting in a flow chart.
Take the opinions of stakeholders to process the basic things initially.
Later, one by one comes into the picture as the organization grows and formulate it based on the organization and employee needs. A complete policy life cycle can be run when a lot of heads are involved in it as the organization grows.
Regards,
Raghav
From India, Hyderabad
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I'm the only person in the HR department of our company. It is a Biotechnology R&D center and an institution, and our company has a total of 15 employees. I have been asked to frame HR policies for our concern. Please help me as I'm new to this; previously, I've been in Recruitment.
Steps to Develop HR Policies
Visit some reputed companies' websites and read their policies. Ask your friends who are working in other good organizations for advice. This will give you an idea. Then, you can approach the top management and make decisions.
From United States, Englewood
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Steps to Develop HR Policies
Visit some reputed companies' websites and read their policies. Ask your friends who are working in other good organizations for advice. This will give you an idea. Then, you can approach the top management and make decisions.
From United States, Englewood
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Pleae find the attachment it may hepl you to draft the HR Policy. Reards, B Nagaraj
From India, Bellary
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From India, Bellary
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Hi readers,
This is very informative, and I wish to add the following while formulating HR policies. Some organizations consider the following as optional or additional:
1.0 Exposure to packages like Peoplesoft.
2.0 Safety, Environment, Health, and Community aspects.
3.0 Quality Systems like SA 8000, OHSAS, etc.
As pointed out previously, several additions keep coming once you start.
V. Raghunathan
From India
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This is very informative, and I wish to add the following while formulating HR policies. Some organizations consider the following as optional or additional:
1.0 Exposure to packages like Peoplesoft.
2.0 Safety, Environment, Health, and Community aspects.
3.0 Quality Systems like SA 8000, OHSAS, etc.
As pointed out previously, several additions keep coming once you start.
V. Raghunathan
From India
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Hr policies in new company.doc
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(Fact Checked)-The user's reply contains relevant advice on utilizing CiteHR for HR policy templates and seeking focused suggestions. Encouraging proactive learning and engagement. (1 Acknowledge point)