Comprehensive hr policies and procedures are critical to certify clarity and equilibrium throughout your organization regarding human resource practices. Moreover, it can help increase employees’ confidence in the HR function and HR policy, therefore, in their company.
Involve your key stakeholders in HR Policy Making
It is strongly recommended regarding hr policy making to co-create your policies with your important stakeholders. It helps in acceptance & creating confidence. Identify who they are and what sort of input you need from them. For instance, senior managers in a company reflect the culture and values in their effective hr policies; they validate the existing rules and make suggestions for new rules. The legal department proceeds to verify compliance with applicable legislation.
Your HR plan in this regard is of great importance.Moreover, the communication department ensures to check alignment with company culture and sort out an effective and productive way to communicate the policies. The employee representatives ensure what kind of information they are looking for, what kind of format works for them, and discuss how the policy can help make designed HR policies and procedures crystal clear, approachable and understandable to the worker.
Focus & initiate groups with human capital from all over the organization. Gather questions related to the HR practices in the organization, what is not clear to them, which can interpret HR rules in different techniques. Work with an order to clearly show that their reviews matter. While drafting the procedure keep them in loop. Involving stakeholders in SEITH Culture is usually missing in Human Resource Plan . It is usually missed out while drafting hr policies in Pakistan.
Begin with Why
It is a must to know WHY you are writing this particular policy. what’s in it for the company. What are the employee’s needs? What are the needs of HR and make sure this is made clear from the emergence of the policy?
Recognize your topics and place them in order
Since numerous human resource topics you can craft a policy about; it might be important to identify your priorities. The following questionnaire can help you to decide which policies need to get your attention first:
- What kind of topics invokes the most queries from the business enterprise?
- Where do you think to have observance problems?
- Which HR rules and practices are the minima known in an organization?
- The unions have questions particularly regarding which HR practices and the programs?
Opt for a clear title
It may define itself, but a clear title is important for the employee to understand the policy quickly. Ensure that you intend to use the same terminology in the policy and your other HR documents, daily HR practice, etc.
Use an impression
A firm and a robust structure for a hr policies making may include
Some common Policy Information: Who is the Policy Owner, Purpose & Scope of the Policy, Field of Application, Key Principles (e.g. what is the aim of the Policy), Status & Review
- Policy Details.
- Roles and Responsibilities.
- Related Documents.
Be clear and concise
A policy is not the most exciting document to go through; inquire yourself about the following questions while writing down and going through your policy and protocols:
- Does the worker find a to-the-point reply to their routinely asked questions?
- Are all the details in the text really necessary and relevant?
- Is it written in an easy-to-read style?