Topic 1: Module 3: HR Policies and Procedures

HR-Policies
HRM policies and procedures are guidelines supervisors and managers use as a reference for managing staff. They state what
employees can and cannot do. They’re set by the owner or management, and these policies and procedures are governed by
national and local employment laws. https://smallbusiness.chron.com/key-human-resource-management-policies-procedures- 60802.html 
Generic policies and procedures probably don’t reflect an organization’s individual requirements or could be ambiguous or
out-of-date. HR policies and procedures establish and document an organization’s expectations, standards and
responsibilities. Clear procedures guide managers and employees through the practical application of policies. Well-
documented policies and procedures are also tangible evidence that an organization has taken reasonable steps to minimize
business risks and unlawful practice or behavior. https://ihraustralia.com/hr-consulting/hr-policies-procedures/ For a video discussion, watch this video
linked below: https://www.youtube.com/watch?v=fWsLBFN5-mg 

Employee Handbooks
A comprehensive HR policy and procedure manual/employee handbook should at least provide your organization with the
following policies and procedures: 
• Equal Employment Opportunity  • Code of conduct   • Gifts and favors  • Anti-harassment • Drug and alcohol 
• Occupational health and safety  • Anti-bullying  • Return to work • Grievance • Use of email, internet and social media 
• Leave provisions (including personal, bereavement/compassionate, annual, parental and long service leave) 
Steps in Designing HR Policy
1. Clear and specific, yet flexible enough to meet the changing conditions.
2. Compliance with all appropriate law and regulation.
3. Agreement with one another and reflection of an overall true and fair view approach to all employees.
4. Identify the purpose and objectives which the organization wish to attain regarding to its Human Resources department.
5. Analyze all the factors under which the organization’s HR policy will be operating.
6. Examining the possible alternatives in each area which the HR policy statement is necessary.
7. Implementation of the policy through the development of a procedure to support the policy.
8. Communication of the policy and procedures adapted to the entire organization.
9. Auditing the policy so as to reveal the necessary areas requiring change.
10. Continuous revaluation and revision of policy to meet the current needs of the organization.
11. Gain understanding of the corporate culture and its shared values.
12. Analyze existing policies: both written and unwritten existing policies.
13. Analyze external influences as HR policies are subject to the influence of many legislation, regulations and authorities, thus
the codes of practice issued by the professional institutions, should also be consulted.
14. Assess any areas where new policies are needed or existing policies are inadequate. 
15. Check with managers, preferably starting at the top, on their views about HR policies and where they think could be
improved.
16. Seek the view of employees about the HR policies, especially to the extend for which they are inherently fair and equitable
and are implemented fairly and consistently.
17. Seek the view of the union’s representatives.
18. Analyze the information retained in the previous steps and prepare the draft policies. https://www.yourarticlelibrary.com/human-
resource-development/hr-policies/hr- policies/99702 

Here is a sample employee handbook from Globe Telecom: https://www.globe.com.ph/content/dam/globe/brie/About-us/corporate- governance/documents/company-

policies/Code-of-Conduct.pdf