These documents provide them the details regarding the company policies and implementation procedures to be followed. The HR policies and procedures manual and employee handbook should be prepared with utmost objectivity and comprehensibly so as to make the documents standard and consistent in approach, as well as free from any complexity or overlap.
This is essential to negate any sort of differential treatment with the company, and ensure a smooth and conflict-free working within the organization. Organizations can hire an HR Consulting Firms for the preparation both or either of the HR policies and procedures manual and the employee handbook. An HR Consultant can assist the organization in:. Include your email address to get a message when this question is answered.
A human resource manual will be used primarily for employee management and for acclimating employees to a new workplace. In rare cases, however, you manual will be called upon in legal proceedings, so be sure that you follow all the policies and procedures outlined in the manual and that the manual itself is clear, thorough, and fair.
Helpful 0 Not Helpful 0. Always ask for advice when writing a human resource manual. Because the document will be shared by many people, you want to make sure that a variety of opinions and perspectives are included, as this will lead to greater satisfaction with employee policies.
Be as comprehensive as possible. Although you don't want to make your document unreadable in length or detail, it is always better to have guidelines for a specific problem or procedure than to leave employees wondering about what to do. Do not use emphatic terms like "always," "never," or "necessarily.
Helpful 2 Not Helpful 0. You Might Also Like How to. How to. Co-authors: 8. Updated: September 16, Categories: Business Writing Administrative Careers. Thanks to all authors for creating a page that has been read 64, times.
More reader stories Hide reader stories. Did this article help you? Other triggers for updating your employee handbook and HR manual include:. Updating the HR manual and employee handbook as soon as these changes are announced can cut down on confusion and make the transition to new leadership smoother. This also applies when your company expands into new regions, to help you stay compliant in every jurisdiction where your company operates.
Is your company implementing a remote working policy? Allowing employees to bring their dogs to the office? Converting a conference room to a lactation space for nursing employees? Updating the HR manual before any new process takes effect can help managers prepare to answer employee questions accurately and oversee the new programs consistently.
Updating the employee handbook as new programs roll out can cut down on the number of questions employees have for managers, too. Download our free magazine: The Insperity guide to leadership and management. Learn how Insperity can help your business. This field is for validation purposes and should be left unchanged. Discover how we can improve your business.
Subscribe When you are ready to subscribe click here. Download Article Explore this Article Steps. Tips and Warnings. Things You'll Need. Related Articles. Determine the audience of your manual. If you are writing an employee handbook, focus more on day-to-day workplace operations and general employee policies.
If you are writing a document for management or a general policy statement, aim to be more thorough and exact than helpful. Review all organizational policies. This includes policies regarding hiring, termination, compensation, promotions, dress code, complaint procedures, sick days, vacations, etc. Begin your guide by dividing the document into several policy categories, for example "workplace behavior," "termination," "sexual harassment," etc. Write an organizational policy for each category.
State the position of your organization regarding the given topic, the proper procedures for management and employees to take in each situation, and the reasons why. Include a section detailing important procedures. This includes procedures for dealing with complaints or grievances, outlining specific methods employees should use to express problems with the workplace or management, etc.
Include a section detailing policies for exceptional circumstances. Examples include workplace emergencies, family deaths, etc. Add an introduction to your manual after you have already laid out all your policies.
Describe your organization's approach to human resources in general and how the policies within the manual adhere to this philosophy.
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