In the following piece, Professor of Bada Business, Mrs. Samriti Grover highlights the role of HR policies in managing a company’s human resource. Also, you will understand what is necessary to incorporate in these policies and how they can greatly influence the performance of the organization.

Key Note #1: Importance of HR Policies

Policies and procedures regarding human resources are critical because they create order and allow the company to follow its statutory requirements. Well crafted HR policies provide value addition to the organization and its employees. Some of the noted features of these policies are:

Employee Benefits:

HR policies make sure that employees are provided with all the benefits relative to their inputs.

Solving Employee Grievances:

In case of problems or grievances from employees, HR policies help in dealing with them in a systematic manner.

Attracting Talent:

The existence of well-defined and transparent HR policies make the organization a preferred employer, which improves the recruitment of skilled and talented workers.

Reducing Misbehavior:

HR policies can also help curb undesirable behavior by employees through integration of policies.

Accurate Employee Training:

Defined HR policies facilitate training and development programs.

Adequate Salary Structure:

Employees in the organization having clearly defined salary structures promotes equity and fairness of the employees within the organization.

Keeping Order And Control In The Workplace: HR directives help control and discipline the company by setting rules and expectations.

Rest Breaks: Employees are guaranteed, as per HR policy, their entitled holidays and breaks within the time frame stated.

Termination Policies: Policies under HR aid in the swift and efficient release of employees who may be a risk to the company’s wellbeing.

Key Note #2: Primary Policies Under HR In A Company

Without these fundamental HR policies, any company faces challenges in its day to day operations or in creating a healthy working environment. These policies are:

Attendance Policy:

Defines the daily routine, the expected attendance, and how leaves are handled by/with the employee. Primary aims of the policy:

Ensure employees report punctually to the organization.

Minimize absenteeism while maximizing productivity rates.

Recognize and reward good attendance.

Manage attendance problems with the help of HR.

Leave Policy:

Ensures that employees can take leaves when they need to without access limitations. This policy manages employee relations and fulfills legislative requirements. Key advantages reported include:

Provides adequate time off from work for the employees.

Does not penalize employees on health-related leaves by deducting from their salaries.

Key Note #3: Categories Of Leave

It is important to understand the various categories of leaves to have a comprehensive leave framework. Examples include, but are not limited to:

Casual Leave:

For unforeseen and immediate needs. Generally capped at 3 days.

Earned Leave:

Employees accrue leave which can be taken in the following year. Unused leave may also be paid upon resignation.

Sick Leave:

Employees may take a sick leave for an illness, and after a certain period, a doctor’s certificate may be necessary.

Maternity & Paternity Leave:

New parents are given paid leave—women for six months, men for fifteen days.

Leave Without Pay:

For employees who have no remaining leaves.

Compensatory Off:

Granted when employees are required to work on weekends or holidays.

Key Note #4: Health / Medical Policy

Employees are well taken care of when an organization has a good health or medical policy in place. This could extend to one’s family, include premiums paid with the company for medical insurance coverage, as well as constant checking up on one’s health. This policy aids in employee retention since they feel cared for by the employer.

Important Points #5: Recruitment Policy

A recruitment policy describes how recruiting is done, specifying the procedures which are systematic in nature. Noteworthy aspects that need to be covered in such a policy include:

A detailed process of selection

Clearly defined terms of administration

Conditions for the engagement of casual employees or consultants

Statements of responsibilities and relevant conditions of employment

Procedure for bringing out offer letters

An employee exit strategy of how the employee may be separated from the organization if the need arises

Important Points #6: Code of Conduct Policy

A code of conduct is one of the policies that determined how employee behavior is expected. Consider the following aspects of company’s code of conduct policies:

Company ethos and mission

Prohibited acts like alcohol consumption and stealing

Rules regarding the use of the organization’s internet and information security

Anti-discrimination and anti-harassment policies

Breach of trust by employees who have access to sensitive information

Dress code policies

Receiving gifts or being entertained

Policies on lunch and tea breaks

Sanctions regarding breaches of policies on harassment in the workplace

Establishing trust with employees by appreciating their contributions

The bigger the company grows, the more profound the impact of effective Human Resource policies. Well defined policies enhance employee’s sense of security and mitigate ambiguities. Some principles of utmost importance while defining Human Resource policies are:

Target Company Values: Policies of HR should aim towards the fundamental values of the company because it shows employees that their needs are important.

Clarity and Specificity: Policies of HR should aim towards making the vague to avoid misunderstanding and strife within the workplace.

Employee First: Policies should aim towards the safety, protectiveness, and assistance of the employee while allowing some rigidity for the organization.

Legal Restrictions: There should be no violation of Governmental policies so as to avoid complications later.

Conclusion

Absence of well-crafted policies also hinders compliance with regulations, which results in dissatisfied employees, high employee turnover, and low productivity. In a balanced and effectively structured organization, human resources and policies become vital. Regular changes and reviews should be carried out and the policies adapted to meet the business needs as it develops.