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    ATS
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    Interview Evaluation
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    Create your own talent repository 📁
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    Career Page Integration
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    Learn more
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    Loans & Advances
    Make loan policies effective & keep track of finances – all automated
    Expense Management
    From business expenses to reimbursements – manage all at one place
    Compensation
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    Employee Finances
    Keep your business on a legal footing with easy automation of your people finances
    Time Tracking
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    PTO
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    Benefit Administration
    Enable effective benefits plans to make your people feel valued
    Final Settlement
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    Travel & Official Duty
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    Tax Declaration
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    Learn more
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    Probation
    Retain top talent through defined workflow evaluations – Make smart decisions
    End of Service
    Resignation requests, approvals, assets handling & accounts – All in one place
    Asset Management
    Easily track assets allocated to individuales – All hassle free
    Employee Record
    Safe, centralized & organized employee data – Easy record management 📃
    Dynamic & Conditional Workflow
    Delegate work, make permission cycles as you want – design intuitive workflows
    Access Control
    Make sure that the right people can access, view & edit the data
    Delegate & Consent
    Delegate approval/rejection activities or ask for consents to manage workflows
    No code Customization
    Implemet policies & customize dashboard without using a single line of code
    People & Data Visibility
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    Let’s be sure about all that information you’ve been collecting works for you – Powerful insights & reports.
    Learn more
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    Visual Graphs
    Make stretagic decisions by visualizing the most important trends & reports
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    Localization
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    Learn more  
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    Performance
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    Learn more
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    Create multiple individual goals as per your criteria & evaluate them
    Set-up Appraisal Attributes
    Identify your team’s potential through technical & behavioral assessments
    Formulate a Review Cycle Group
    Make feedbacks & reviews meaningful for your employees
    Review Cycle
    Make multiple performance review cycles with customizable time periods
    Objective Assignment
    Achieve high performance by assigning objectives that make an impact
    Subordinate Evaluation Process
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    360 Evaluation
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    Learn more
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    Build effective learning pathways for your people.
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HR

How Do You Draft A HR Policy – Drafting HR Policy?

user
September 15, 2021
Reading Time: 3 minutes

Hr policy making is no doubt a decisive part of any organization .It is going to affect all its stakeholders in one way or the other. Comprehensive hr policies and procedures are crucial to ensure clarity and consistency throughout your company in terms of HR practices. They help to increase employees’ confidence in the HR function and, therefore, in their company.

Contents hide
1 1. Involve your key stakeholders from the beginning
2 2. Begin with Why:
3 3. Seek for your topics and categorize:
4 4. Select a clear title:
5 5. Utilize a template:
6 6. Be clear and to the point:

1. Involve your key stakeholders from the beginning

To increase acceptance and commitment, we strongly suggest co-creating your policies together with your key stakeholders. Identify who they are and what kind 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. Moreover, the communication department ensures to check alignment with company culture and figure out a premium way to communicate about 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 more clear, coherent, and attainable to the worker.

Focus group with human capital from all over the organization: what are their stereotype questions regarding the human resource practices in a firm, what is not understandable to them, which HR rules can be clarified in different ways.So make a clear HR plan that clarifies all doubts.

Work with a draft to transparently show that their feedback matters and keep them in the circle during the whole drafting hr policy process is done.

2. Begin with Why:

Remember WHY you are crafting 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 initial step of the policy.

3. Seek for your topics and categorize:

Since there are numerous HR topics you can craft a policy about, it might be worthy of determining your top priorities. Go for human resource plan that suits your organization. The following questions can surely help you to decide which policies need to get your attention first:

  • What kind of topics invokes the most queries from the business setup?
  • Where do you have thought of (potential) compliance glitches?
  • Which HR rules and practices are not known in your organization?
  • The unions have inquiries normally about which HR practices, procedures, and programs?

4. Select a clear title:

It may define itself, though a clear title is important for the employee to understand the policy quickly. Make sure you use the same terms and statements in the policy and your other HR documents, daily HR practice, etc…

5. Utilize a template:

A firm structure for HR Policy crafting could be:

  • Some general hr policy making may include information such as: Who is the Policy Owner, Purpose & Scope of the Policy, Field of Application, Key Principles (e.g., what is the target of the Policy), Status & Review.
  • Details of the policy
  • Roles and Authority
  • Relevant Documentation

6. Be clear and to the point:

HR policy making is not the most exciting document to be gone through and interesting to read, so you need to inquire from yourself the following questions while writing and reviewing the policy:

  • Can what you have written be explained in only one go?
  • Does the worker find relevant answers to their frequently asked questions?
  • Is all the information in the text really necessary and relevant?
  • Is it written in an easy-to-read style?

In this era companies who do not have hr policy making culture are going to face an impact in terms of turnover. Once it get started you cannot stop its ailment.


Draft A HR PolicyHRHR Policy Making

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