10 Must-have Human Resources Policies

Human resources policiesย protect the company and employee interests.ย Theyย cutย acrossย employee relationsย and welfare,ย safety andย healthย in the workplace, use of company equipment, andย soย manyย other elementsย thatย impact the business’s overallย productivity.ย 

To maintain standards across board andย preventย reputation damage, it is bestย practice for businesses toย haveย clearlyย defined human resources policies regardless of the organisationโ€™sย size.ย ย ย 

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Benefitsย of HR policies ย 

 

It provides a uniform structure

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Whetherย there areย changes in leadership orย theย workforce not, these human resources policies ensureย consistencyย and stabilityย in operational procedures.ย This provides a framework that helps with decision-making and contributes greatly to employeesโ€™ performance.ย 

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It creates a fair system ย 

 

Employees are ambassadors of their organisation, and as a result of this, they have an influence on corporate reputation.

With human resources policies, you canย provide a fair system, so employees do not perceive promotion, benefits, and compensation or disciplinary action as being biasedย towardsย a certain group, thus helping to improve employee retention.ย 

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Conflict managementย ย 

 

Conflictsย in the workplaceย are bound to happenย as people of different personalities, backgrounds, and work ethics are brought together to work for a common business purpose.

According to a 2016 journalย by theย European Center for Scienceย Educationย andย Research, conflict inย organisations is a necessary evil as they can sometimes stimulate innovation and change.ย 

However,ย conflicts are dysfunctional when managed improperly.ย ย Human resources policies help define strategies for effectiveย conflict resolution,ย so you can get rid ofย theย cause ofย theย disagreementย and restoreย unity.ย 

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It helps you remain compliantย 

 

Good human resources policies proactively help businesses stay on the right side of the law by ensuring compliance through the provisions outlined in theย policiesย created. Thatย way, theย rights ofย employeesย and the interest of the companyย are protected.ย ย 

 

Before creating work policies, human resources managers need to answer the following questions: ย 

  • ย Will the absence of this policy cause harm to the employee or expose the business to litigation?ย 
  • ย Have recent happenings in the company influenced the need to adopt a new policy or change existing ones?ย 
  • ย Will the policy resolve existing problems in the business?ย 
  • ย Is the policy mandatory under the laws of the country where the businessย is located?ย ย 
  • Is the policy critical to health and safety?ย 
  • How necessary is the policy for the day-to-day activities of the business?ย ย 
  • Is the policy related to the overall vision and objectives of the company?

ย Read:ย  6 strategies to building a strong company culture

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10 human resources policies to add to your employeeย handbookย 

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1.ย  Non-discrimination policy
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It is important that employees feel safe in the workspace.ย With a non-discrimination policy, you assure your staff thatย human rights will be exercised irrespectiveย of race, gender, beliefs, orientation,ย or other factors.ย 

It is not enough toย simplyย highlight the policy in the handbook but also to spell out procedures of enforcement and consequences forย violators.ย ย 

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2.ย  Anti-harassment policyย ย 

 

Harassment is one of those misconducts enshrined in the law and is punishable by the government.ย Your anti-harassment policy must:ย 

  • Clearly state that all forms of harassment (verbal, sexual, and physical) will not be toleratedย ย 
  • Include a procedure for reporting incidencesย 
  • Define consequencesย 

In addition to this, itโ€™s important thatย the human resources unit run intermittent trainingsย to instruct staff on acceptableย conduct in the workplace.ย 

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3.ย  ย Safety and health policy

 

Anย effective safety and health policyย isย crucial in guidingย working practices in theย organisationย toย make sureย youโ€™re creating a work environment that is safe and healthy for your staff.ย 

Thisย policyย should communicate howย employees operate machines, especially if you are in the manufacturing sector, safety gears, and guidelines to maintain safety during day-to-day activities.ย 

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4.ย  Leave policy ย 

 

All work and no restย makesย Jack very cranky indeed.ย Employeesโ€™ physical and mental wellbeingย impactsย their productivity, so your leave policy must give them provision to achieve work-life balance.ย 

The policy covers how many days each employee is entitled to rest, mode of leave request, approval or rejection procedure, and unacceptable absence at work.ย 

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Read: How to prevent HR software misuse

 

5.ย  Social media policy ย 

 

The world is becoming a global village with social media; leaving this area unattended is risky for its reputation.ย ย 

This policy should cover brand guidelines for interactions on social channels, the confidentiality clause of internal projects in the pipeline, and disciplinary actions forย violators.ย 

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6.ย  Internet and phone use policy ย 

 

WiFiย and internet facilities cost the business money, so it is necessary to maximise the funds for more productive output.

The internet policy needs to define inappropriate use of company resources e.g., using the business internet for personal projects.ย ย 

Phone policy is tricky as outrightly banning phone use during working hours can make your work environment seem rigid.

This policy should be based on the business typeย e.g.,ย manufacturing companies have a stricter phone policy due toย their work with machinery.ย 

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7.ย  Exit policy ย 

 

Work can be disrupted when there is no spelled out procedure for the exit of a staff. The exit policy explains the amount of notice an employee is to give the business upon resignation, actions that can lead to dismissal, and a feedback loop for theย business (exitย interview).ย ย ย 

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8.ย  Code of conduct policy ย 

 

This policy defines behaviour that are encouraged at work, unacceptable behaviour, reporting structure, and disciplinary actions.

It is best practice to have this policy in the handbook to proactively reduce conflicts and discourage wrong conduct that can impact the team’s productivity. ย 

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9.ย  Drug and alcohol policyย 

 

Drug andย alcohol policies varyย from oneย business to another:ย 

  • Determine if your business is open to the use of these substancesย 
  • Define designated areas if smoking/consuming alcoholย is allowedย 
  • Full disclosure to the human resources unit on medical conditions that may require medication dailyย 
  • Forย safety protocols inย manufacturing companies, if drug/alcohol use might impair the employee’s mind operating the machine.ย 

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10.ย  Remote working policyย 

 

This policy covers the expectation of the businessย for virtual work, howย the output ofย remote work is measured, available remoteย support, virtual communication channels, and how work should be done from home.ย 

Human resources managers should consider the following factors when creating remote work policies:ย 

  • Determine which job roles can be carried out from homeย 
  • Create communication channelsย 
  • Confidentialityย clause must be included in the work from home policyย 
  • Specified metrics for checking work done from homeย 
  • Create a defined work plan in collaboration with line managers for employees workingย from homeย 

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