Robust Policies and Procedures
When an organisation finds itself in difficulties regarding employment matters, one of the most common contributing factors is the lack of quality human resource policies and associated procedures. A robust yet easy to understand series of policies and procedures is essential for formalising an organisation’s staff management. They should extend beyond the intranet page and be a meaningful part of any organisation’s culture. Without them, staff and managers cannot gauge their success or measure their performance, either culturally or legally.
Human Resource (HR) policies are either governance or operational policies. To ensure they remain appropriate and equitable, governance policies should be endorsed and periodically reviewed by the organisation’s governing body – the business owner/s, the members’ elected board or management committee members of not-for-profit organisations, or a shareholder-elected board. Examples of HR governance policy are a Delegations policy which authorises what decisions the management team may make on behalf of the governance body, and a Diversity and Equal Opportunity policy which ensures compliance with the law in recruiting staff.
Operational policies are those that the organisation’s management team develops, endorses and reviews. These policies tend to be more “process” focused. An example of an HR operational policy is one that deals with the process of reimbursing work-related expenses incurred by a staff member.
Creating good policies and procedures requires particular skills and knowledge, as does policy and procedure revision (for example, amending policy when industrial relations and employment laws change). Policy writing is also time consuming, and when time is money it can be worthwhile engaging an experienced person to write and review your organisational policies and procedures.
Faileen has extensive experience in the development, revision and implementation of best-practice HR policies and procedures – contact Faileen James to support you in this difficult management area.