Sample HR Management Paper on Human Resources Policy Manual Table of Contents

Human Resources Policy Manual Table of Contents

 

Table of Contents

  1. Employment
  2. Recruiting and Hiring
  3. Employee Training and Development
  4. Performance Management
  5. Disciplinary Procedures
  6. Termination Policies

 

  1. Compensation
  2. Wage and Salary Administration
  3. Benefits Administration
  4. Job Evaluation

 

III. Accountability

  1. Attendance Policies
  2. Conflict of Interest
  3. Code of Conduct
  4. Harassment and Discrimination Policies

 

  1. Benefits
  2. Health Insurance
  3. Retirement Benefits
  4. Other Benefits

 

  1. Workplace Safety
  2. Safety Training
  3. Emergency Procedures

 

Justification

  1. Employment
  2. Recruiting and Hiring: It is essential to have a policy that outlines how to recruit and hire new employees, as it allows the organization to ensure that they are hiring qualified individuals who meet the necessary criteria. The policy can also help protect the organization from any potential legal issues.
  3. Employee Training and Development: Organizations need to set expectations for how employees should be trained and developed to ensure they are adequately prepared to perform their duties. The policy should include how training is conducted, the topics covered, and how employees are evaluated on their performance (Armstrong & Taylor, 2023).
  4. Performance Management: In the context of Kashyap & Chaudhary (2019), performance management is an essential part of any organization, as it allows employers to measure employee performance and identify any areas of improvement. The policy should cover how performance is evaluated, feedback is given, and performance improvement plans are implemented.
  5. Disciplinary Procedures: A policy on disciplinary procedures is necessary to ensure that employees are held accountable for their actions and that any potential issues are addressed fairly and consistently. The policy should outline the disciplinary process, the consequences of misconduct, and the appeals process.
  6. Termination Policies: Termination policies are necessary to ensure that employees who can no longer perform their job duties or have violated company policies are handled appropriately. The policy should outline the criteria for termination, the notification process, and the appeal process.
  7. Compensation
  8. Wage and Salary Administration: A wage and salary administration policy is necessary to ensure that employees are fairly compensated for their work. The policy should include information on how wages and salaries are determined, how bonuses and raises are administered, and how payroll is processed.
  9. Benefits Administration: Benefits administration is an essential part of any organization, as it allows employers to offer employees a range of benefits to meet their needs. The policy should cover how benefits are offered, how employees can select their help, and how the costs of benefits are managed.
  10. Job Evaluation: Job evaluation is an integral part of any organization, as it helps to ensure that employees are adequately compensated for their work. According to Lee et al. (2020), the policy should include information on how job duties are evaluated, how salaries are determined, and how jobs are classified.

III. Accountability

  1. Attendance Policies: Attendance policies are necessary to ensure that employees are held accountable for their attendance and that any potential issues are addressed promptly (Dessler et al., 2015). The policy should include information on how absences are recorded, how tardiness is handled, and the consequences of excessive absences.
  2. Conflict of Interest: Conflict of interest policies are essential to ensure that employees are not engaging in activities that could benefit them financially or otherwise. The policy should outline the types of activities considered a conflict of interest, the consequences of engaging in such activities, and how conflicts of interest should be reported.
  3. Code of Conduct: Having a code of conduct is important to ensure that employees are aware of the expectations of their behavior. The policy should outline the types of behavior expected of employees, the consequences of violating the code of conduct, and how violations should be reported (Lester et al., 2020).
  4. Harassment and Discrimination Policies: Policies on harassment and discrimination are necessary to ensure that employees are treated fairly and respectfully. The policy should include information on reporting any incidents of discrimination or harassment, how investigations are conducted, and the consequences of engaging in such activities.
  5. Benefits
  6. Health Insurance – The policy outlines the company’s policies and procedures for providing health insurance to employees, including eligibility, enrollment, and cost-sharing.

Justification: Health insurance is a significant benefit that can attract and retain qualified employees and ensure compliance with legal requirements.

  1. Retirement Benefits – The policy outlines the company’s policies and procedures for employee retirement benefits, including eligibility, enrollment, and contribution limits.

Justification: Retirement benefits are essential in providing employees with long-term financial security and meeting legal requirements.

  1. Other Benefits – The policy outlines the company’s policies and procedures for providing other benefits to employees, including life insurance, disability insurance, and educational assistance.

Justification: Other benefits can be significant in attracting and retaining qualified employees and ensuring compliance with legal requirements.

  1. Workplace Safety
  2. Safety Training: Safety training is essential to ensure that employees are aware of the safety protocols in place at the organization (Delgado et al., 2020). The policy should include information on how safety training is conducted, what topics are covered, and how employees are evaluated on their knowledge.
  3. Emergency Procedures: Emergency procedures are necessary to ensure that employees are prepared for emergencies. The policy should include information on how to respond to an emergency, evacuation procedures, and how the organization will respond.

 

 

References

Armstrong, M., & Taylor, S. (2023). Armstrong’s Handbook of Human Resource Management Practice: A Guide to the Theory and Practice of People Management. Kogan Page Publishers.

Delgado, D., Wyss Quintana, F., Perez, G., Sosa Liprandi, A., Ponte-Negretti, C., Mendoza, I., & Baranchuk, A. (2020). Personal safety during the COVID-19 pandemic: realities and perspectives of healthcare workers in Latin America. International Journal of Environmental Research and Public Health, 17(8), 2798.

Dessler, G., Cole, N. D., & Chhinzer, N. (2015). Management of human resources: The essentials. London: Pearson.

Kashyap, V., & Chaudhary, R. (2019). Linking employer brand image and work engagement: modeling organizational identification and trust in the organization as mediators. South Asian Journal of Human Resources Management, 6(2), 177-201.

Lee, H. W., Pak, J., Kim, S., & Li, L. Z. (2019). Effects of human resource management systems on employee proactivity and group innovation. Journal of Management, 45(2), 819-846.

Lester, J. N., Cho, Y., & Lochmiller, C. R. (2020). Learning to do qualitative data analysis: A starting point. Human Resource Development Review, 19(1), 94-106.