Hi all
This is my first post. I hope i'll get a guidance from you guys.
In my company firewall policy for employees regarding net use need to be created.. And me as a hr (Fresher) asked to create one standard policy regarding this. Anybody have idea regarding this.
From India, Surat
3This is my first post. I hope i'll get a guidance from you guys.
In my company firewall policy for employees regarding net use need to be created.. And me as a hr (Fresher) asked to create one standard policy regarding this. Anybody have idea regarding this.
From India, Surat
Dear Soniya,
Welcome on Citehr. First of all try to get the actual requirements of your management what they actually want. After getting the ideas regarding requirements, just go through your company’s environment. Then prepare a rough manual of policy and show it to the management.
From India, Surat
Welcome on Citehr. First of all try to get the actual requirements of your management what they actually want. After getting the ideas regarding requirements, just go through your company’s environment. Then prepare a rough manual of policy and show it to the management.
From India, Surat
Hi Sonia,
This is my first post as a reply in citehr discussion.
There was a discussion on it to formulate a policy which requires a series of steps to follow. It may be useful to create any policy in organization. It was a below:
These are the general steps of formulating the HR Policies
# Identify the important policy issues for your organization.
Working with the members of your organization responsible for policy development, make a list of the policy issues you need to address. Consider:
* current laws
* funder requirements
* any collective agreements that affect your organization
# Ask yourselves these questions about each potential policy:
* Does the size of our workforce justify having a policy about this issue?
* What do we hope to accomplish with this policy? What are the outcomes?
* Will this policy foster something our organization believes in? (for example, if an organization has a "family first" philosophy, it might want to have family-positive policies, such as flexible work hours)
# Collect information.
Collect information on past practices in your organization. Research policy models in organizations similar to yours.
# Draft the policy.
Write a first draft. Include the following content:
* Policy name
* Effective date of the policy and date of any revisions
* Approval status (At this stage, the status is "DRAFT.")
* References (List other policies and documents related to this policy.)
* Purpose of the policy (what it is intended to promote or achieve)
* Main policy statement
* Definitions of any key concepts or terms used in the policy
* Eligibility or scope (what groups of employees are covered by the policy)
* Positions in the organization responsible for implementing and monitoring the policy
* Procedures for carrying out the policy, written in numbered steps.
Include the following formatting to help the reader navigate:
* Section names and numbers
* Page numbers and total number of pages (Example: "Page 6 of 8.")
* Headers and footers.
# Circulate and revise the policy.
Give a copy of the draft to each key member of your organization involved in policy development.
Discuss and agree upon revisions. Prepare the final draft.
# Get approvals needed to put policy into effect.
If your Board is responsible for giving the final approval it is often done with a formal, recorded motion. The motion can include a date in the future when the Board wishes to review the policy again.
From India, Valsad
This is my first post as a reply in citehr discussion.
There was a discussion on it to formulate a policy which requires a series of steps to follow. It may be useful to create any policy in organization. It was a below:
These are the general steps of formulating the HR Policies
# Identify the important policy issues for your organization.
Working with the members of your organization responsible for policy development, make a list of the policy issues you need to address. Consider:
* current laws
* funder requirements
* any collective agreements that affect your organization
# Ask yourselves these questions about each potential policy:
* Does the size of our workforce justify having a policy about this issue?
* What do we hope to accomplish with this policy? What are the outcomes?
* Will this policy foster something our organization believes in? (for example, if an organization has a "family first" philosophy, it might want to have family-positive policies, such as flexible work hours)
# Collect information.
Collect information on past practices in your organization. Research policy models in organizations similar to yours.
# Draft the policy.
Write a first draft. Include the following content:
* Policy name
* Effective date of the policy and date of any revisions
* Approval status (At this stage, the status is "DRAFT.")
* References (List other policies and documents related to this policy.)
* Purpose of the policy (what it is intended to promote or achieve)
* Main policy statement
* Definitions of any key concepts or terms used in the policy
* Eligibility or scope (what groups of employees are covered by the policy)
* Positions in the organization responsible for implementing and monitoring the policy
* Procedures for carrying out the policy, written in numbered steps.
Include the following formatting to help the reader navigate:
* Section names and numbers
* Page numbers and total number of pages (Example: "Page 6 of 8.")
* Headers and footers.
# Circulate and revise the policy.
Give a copy of the draft to each key member of your organization involved in policy development.
Discuss and agree upon revisions. Prepare the final draft.
# Get approvals needed to put policy into effect.
If your Board is responsible for giving the final approval it is often done with a formal, recorded motion. The motion can include a date in the future when the Board wishes to review the policy again.
From India, Valsad
Greetings Vineeta,
Your first reply itself is quite comprehensive and has covered a lot of aspects that needs to be taken care while drafting a policy document. You have also added finer aspects that needs to be addressed under each category. Congratulations. Looking forward for such replies from you.
Regards
From India, Madras
Your first reply itself is quite comprehensive and has covered a lot of aspects that needs to be taken care while drafting a policy document. You have also added finer aspects that needs to be addressed under each category. Congratulations. Looking forward for such replies from you.
Regards
From India, Madras
It's nice to see that people are sharing a lot , i would like to welcome Ms.Soniya to citeHR and it was really a nice illustrated reply from Vineeeta on the first reply , it's really impressive . Thanks to her too .
the suggestion of other members is really interesting .
you need to check the various aspects and issues generally people have in hanling the internet : use or misuse . create and Provide clear documentation for each rule and network object will defining it well, so that even fresher member can understand .
few tips I got from IBM site for you:
Make sure the policy development team has been very thorough in defining what employees can and cannot do. The team should consider all internal areas, not just Internet access. For example, if only HR employees can access the payroll system, this should be defined in the Acceptable Use policy. Should all employees have access to production systems?
You also need to check For Internet access, are there any sites employees cannot access? Any technologies they cannot use, such as Napster, streaming media, ICQ, Yahoo Messenger, social media sites,FTP, Telnet, etc.?
Policies also need to be reviewed on a periodic basis to ensure they are still representative of what is in place. Most companies review their security policies on an annual basis and update the information as necessary.
Sorry for the lack of time to give you better response as of now , will surely upload the document later
Hope the suggestions will work for you .
Regards
Arvi
From India, Gurgaon
the suggestion of other members is really interesting .
you need to check the various aspects and issues generally people have in hanling the internet : use or misuse . create and Provide clear documentation for each rule and network object will defining it well, so that even fresher member can understand .
few tips I got from IBM site for you:
Make sure the policy development team has been very thorough in defining what employees can and cannot do. The team should consider all internal areas, not just Internet access. For example, if only HR employees can access the payroll system, this should be defined in the Acceptable Use policy. Should all employees have access to production systems?
You also need to check For Internet access, are there any sites employees cannot access? Any technologies they cannot use, such as Napster, streaming media, ICQ, Yahoo Messenger, social media sites,FTP, Telnet, etc.?
Policies also need to be reviewed on a periodic basis to ensure they are still representative of what is in place. Most companies review their security policies on an annual basis and update the information as necessary.
Sorry for the lack of time to give you better response as of now , will surely upload the document later
Hope the suggestions will work for you .
Regards
Arvi
From India, Gurgaon
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