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الموضوع: خطوات عملية لانشاء ادارة الموارد البشرية EN

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    خطوات عملية لانشاء ادارة الموارد البشرية EN

    [LTR]How Do I Set Up A New Human Resource Department?


    If you were given the task of setting up a new Human Resource Department in a small company where would you begin? Such a task would be extremely daunting, but not impossible, if you follow a few tips. To begin, you need to answer some basic questions:

    • Why do you want to set one up?
    • What’s changed to make you or the organization believe that an HR department is needed now?
    • What do you want the HR department to do? How will this function contribute to the success and bottom-line of the organization? Will it add value?

    In other words, before you begin the task, you need to have a clear definition of the mission and goals of the department and secondly, what role you will play as “head” of the HR function. Once you have clear direction, there are some key “audit” issues that you need to focus on.
    Do you have personnel files on all your employees? Are they current? Do you have all the legally required documentation? Do you have items in the files that don’t belong there?
    Do you have policies and procedures? Are they up-to-date? Are they followed?
    Do you have an employee handbook? Do you have the right language in it? Have you inadvertently created a contract between you and your employees?
    Do you have policies dealing with sexual harassment, workers’ compensation, safety, benefits, discipline, etc.?
    Are you in compliance with state regulations?
    Do you have a working knowledge of the law? Do you have all the required postings, forms, and documentation required by the respective governmental agencies? Are all the managers aware of their legal responsibilities and liabilities?
    Are you recruiting and selecting the right people? Are you aware of the talent and skills needed to move your organization forward? Do you know where to find these people? Are you recruiting in a cost effective manner? Are your managers trained in interviewing techniques?
    What kind of compensation plan do you have? Is it meeting the organization’s needs? Is it motivating your employees? Is it competitive and fair?
    How about your benefits? Are you getting the best coverage for your people at a price the employees and the organization can afford? Is your total compensation attractive enough to retain existing people and be an incentive to new people?
    What’s it like working at your company? Are people productive and motivated? Are you looking at the indicators of a productive and motivated workforce (absenteeism, tardiness, turnover, grievances, high workers’compensation rates, poor quality, missed deliveries, and poor productivity)?
    What about your training? Are manager’s and employee’s skills current? Is training a “way-of-life”? Are you growing your people or do you have to go to the outside every time you need someone with a specialization? Are supervisors effectively managing their employees?
    Are managers and employees kept informed? Do they know what’s going on? Is the grapevine the main source of communication? What are the sources of communication?
    As you begin the process, get some professional help, whether through networking with peers, other organizations, or outside expertise. It is a big task, but one that is critical to the organization.

    When Is An HR Department Necessary?


    How many employees should a company have before there is a need for an HR Department? As companies grow, there is a need to administer the HR function, but that doesn't necessitate an HR Department. In fact, 30 years experience has shown that until the company has at least 50 employees, that "department" -- really a function -- can consist of or be handled by one person.
    Between outsourcing such things as payroll and the initial writing of an employee handbook, and with the plethora of software for HR today, one person should be able to develop and administer the function.
    Of course, there are variations to this theme. In some companies where recruiting has been a major activity, there may well be a need to have an HR administrator or recruiter. But in most small companies an Office Manager can suffice.
    STEPS TO ESTABLISH HR DEPT


    The first step is to determine what the expectations are of the manager who realized the necessity of HR function.
    After that, determine the compliance issues which pertain to your company. The most basic of these have to do with wages and hours of work, classification of employees, leaves of absence including maternity leaves, harassment, and others.
    Then, determine whether or not you need to have an employee handbook or other formal policies and procedures manual to cover everything from establishing the company as an at-will employer to benefits. If a handbook already exists, be certain that it is in compliance with state regulations and that the policies and the way they are written are in the best interests of the company.
    Are all the basic policies included? These can be thought of as grouped into conditions of employment, benefits, and disciplinary processes. Is there a balance between stated corporate and employee rights and obligations?
    Take a look at existing employee files or, if no files exist, gathering all the papers into coherent personnel files. Minimally, you should have an Application for Employment form or resume, , any insurance forms that the employee may have signed, and performance appraisals.
    Who takes care of payroll? There used to be an ongoing fight between HR and accounting as to who gets payroll.. So make sure of this point to have a clear picture on this.
    One person should be responsible for new employee orientation. In order to inform new employees of their benefits and the policies of the company, you will very simply have to be the expert in benefits and policies of the company.
    HR has an information function that you should think through. Changes in policies, changes in benefits, even changes in laws must be communicated to all employees. Major changes may call for training such as in harassment a few years back. Therefore, HR becomes a kind of pass-through in the information cycle.
    To summarize the steps to set up an HR DEPT, the following things should kept in mind.
    1) Recruitment and selection (i.e. job descriptions, selection tools, background checks, offers)
    2) Compensation (i.e. methods, consistency, market)
    3) Employee relations (i.e. labor agreements, performance management, disciplinary procedures, employee recognition)
    4) Mandated benefits (i.e. social security, , worker's compensation, )
    5) Optional group benefits (i.e. insurance, time off benefits, flexible benefits, retirement plans, employee assistance programs, perks)
    6) Payroll (i.e. internal vs. external options, compliance)
    7) Recordkeeping (i.e. HRIS, personnel files, confidential records, other forms)
    [IMG]file:///C:/Users/Delta/AppData/Local/Temp/msohtmlclip1/01/clip_image001.gif[/IMG]Training and development (i.e. new employee orientation, staff development, technical and safety, leadership, tuition reimbursement, career planning)
    9) Employee communications (i.e. handbook, newsletter, recognition programs, announcements, electronic communication)
    10) Internal communications (i.e. policies and procedures, management development, management reporting)


    Once you have carefully evaluated each of these areas, you are ready to put together your strategic human resources business plan. This will help you map out exactly what you need to do and how it impacts the bottom line, plus when you will need to do it. With a good grasp on this plan, you are ready to sell it to management

    HERE ARE SOME USEFUL GUIDELINES TO SET UP HR DEPARTMENT.

    STAGE 1

    Review the current practices/policies [ if any]
    Audit all hr activities that are performed [ even the crude format]

    HERE ARE THE CORE HR KRAs [ key result areas]


    KRA 1 : Recruitment/Selection
    KRA 2 : Workforce Planning and Diversity
    KRA 3 : Performance Management
    KRA 4 : Reward Management
    KRA 5 : Workplace Management and Relations
    KRA 6 : A Safe and Healthy Workplace
    KRA 7 : Building Capabilities and Organisational Learning
    KRA 8 : Effective HR Management Systems, Support and Monitoring


    STAGE 2
    · Understand the organization
    · Understand the organization structure
    · Understand the organization systems
    · Understand the organization politics/influential people
    · Understand the organization/individual roles
    · Understand the organization/positions
    · Understand the individual job descriptions
    · Understand the job/ job specifications etc…

    STAGE 3
    · Discuss the values/beliefs with senior management/CEO and the need for HR department.
    · Discuss the expectations from HR department -short/medium/long term.
    · Discuss with CEO, the organization's corporate objectives/strategies and how HR can contribute to the corporate objectives.
    · Discuss / seek consensus on organization structure / management process.
    · Discuss the current organization culture with senior management.
    · Discuss with CEO/senior management the core activities/competences and business drivers of the organization.

    TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED THESE INFORMATIONS TO START YOUR WORK ON HR DEPT.
    GET A COPY OF CORPORATE PLAN, WHICH OUTLINES THE COMPANY'S

    · VISION
    · MISSION
    · CORPORATE OBJECTIVES
    · CORPORATE STRATEGIES
    etc…

    HR dept. is a support unit and hence must work closely with other depts.


    STAGE 4

    Even though there is currently no HR department, there are a number of HR activities are being carried out now.

    YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING CARRIED OUT / BY WHOM.
    TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A QUICK HR AUDIT OF THE PRESENT SITUATION.

    AFTER you gather all the informations and summarized, you should sit down with your boss [ CEO] and discuss and prioritize the items, as follows:

    · URGENT / IMPORTANT
    · URGENT/ NOT IMPORTANT
    · NOT URGENT/ IMPORTANT
    · NOT URGENT / NOT IMPORTANT , BUT NEEDED DOWN THE LINE.


    STAGE 5

    Please REVIEW the HR MANUAL , as listed below.
    Pick points out of it , as per your need, based on your discussion / audit results.


    You may want to start up with

    · HR department OBJECTIVES.
    · HR DEPARTMENT STRATEGIES
    · Draft on Recruitment / Selection Procedure /PROCESS
    · Draft on organization / structure
    · Draft on jobs' analyses/ job descriptions/ job specifications/competences
    · Draft on payroll / compensation / administration
    · Appointment /confirmation / Termination / resignation /PROCEDURES/PROCESS
    · Induction program
    · Orientation program
    · Employee communications
    · Training & development of the employees
    · Performance Appraisals / management

    Once you have the preliminary draft ready, you can start with your EMPLOYEE HANDBOOK
    [LIST PROVIDED BELOW]

    STAGE 6

    REVIEW THE HRM PROCESSES, MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.

    HRM PROCESSES
    · HR AUDITING
    · HR BUDGETING
    · Strategic HRM Planning
    · HR Strategies and Policies.
    · HR and change management.
    · Competency-based HR
    · Knowledge management
    JOB DEVELOPMENT
    · Job analysis
    · Job Role
    · Job Description.
    · Job specifications
    · Job enrichment
    · Job rotation
    RECRUITMENT/SELECTION
    · Recruitment
    · Selection
    · Induction
    · Orientation

    ORGANIZATIONAL BEHAVIOR PROGRAMS
    · Employee engagement
    · Motivation
    · Organization culture
    · Organization development
    ORGANIZATION
    · Org. designing
    · Org. structuring
    · Org. development
    · Job / role structuring
    HUMAN RESOURCING
    · HR planning
    · Manpower planning
    · Succession planning
    · Talent management
    PERFORMANCE MANAGEMENT
    · Performance appraisals
    · Performance managing the processes.
    HR DEVELOPMENT
    · Org. learning
    · Training
    · Education
    · Development
    · Training evaluation
    · E-learning
    · Management development
    · Career planning /development.
    REWARD MANAGEMENT
    · Job evaluation
    · Managing reward process
    · Administration of rewards
    · Benefits
    EMPLOYEE RELATIONS
    · Organization communications
    · Employee communications.
    · Staff amenities
    HEALTH AND SAFETY.
    · OHS


    HUMAN RESOURCE INFORMATION SYSTEM.


    STAGE 7

    REVIEW THE HRM SYSTEMS , MAKE A NOTE OF WHAT YOU THINK ARE IMPORTANT FOR THE COMPANY AND THE PRIORITY ONES.

    HR SYSTEMS
    · HR strategic planning system
    · Human resource planning system
    · Manpower planning system
    · Job profiling system
    · Recruitment &selection system
    · Performance appraisal system
    · Performance management system
    · People development systems
    · Career planning and development system
    · Succession planning system
    · Job enrichment system
    · Compensation planning and packaging system.


    AFTER STAGE 1,2,3,4,5,6,7 MAKE A REPORT
    · What is the current situation
    · What kind of HR DEPARTMENT is required.
    · What you think are your priorities
    · What is your action plan
    · What is time schedule.

    MAKE A TEMPORARY HR DEPARTMENT
    · ONE HR MANAGER [YOURSELF]
    · ONE TRAINING MANAGER
    · ONE SALARY ADMINISTRATION MANAGER
    · ONE RECRUITMENT /SELECTION MANAGER

    DISCUSS THIS WITH THE SENIOR MANAGEMENT, SEEK THEIR APPROVAL/ BLESSINGS /SUPPORT

    · TO IMPLEMENT YOUR PLAN.
    · To win confidence/trust, you need to show credibility/functional knowledge level.
    · Initially, please do not rush with too many things. Take one thing at a time and do a thorough job. Everything must be done right at the first time.


    PREPARING A HR MANUAL IS IMPORTANT. NOT ALL THAT IS LISTED HERE MAY BE NECESSARY AT FIRST.
    DISCUSSING WITH SENIOR MANAGEMENT AND IDENTIFY THE PRIORITY ONES AND WORK ON THEM.

    HR MANAGEMENT MANUAL

    Human Resources Policies, Procedures and Forms

    Table of Contents

    ADMINISTRATION
    ADM.101 Personnel Records Activities
    1.0 Employee Information
    2.0 HR Personnel Records
    3.0 Contents of Personnel Files
    4.0 Employee's Personnel Records Review
    5.0 Management Review of Personnel Files
    6.0 Company Release Of Employee Information
    7.0 Record Retention and Long-Term Storage
    8.0 Record Destruction

    Forms
    Ex1 Personnel Records Access Log
    Ex2 HR Records Retention Periods

    ADM.102 Form Development Activities
    1.0 Form Development and Format
    2.0 Authorization and Printing
    3.0 Form Numbering and Placement
    4.0 Forms Index and Manual

    Forms
    Ex1 Form Printing Request

    ADM.103 Document Control Activities
    1.0 Document Distribution
    2.0 Document Revision
    3.0 Document
    4.0 Temporary Changes

    Forms
    Ex1 Request For Document Change (RDC)


    ADM. 104 Mail & Express Services Activities
    1.0 General Mail Usage
    2.0 Addressing Mail
    3.0 Express Mail
    4.0 Overnight Packages
    5.0 Additional Information Resources

    Forms
    Ex1 Outgoing Mail Register

    ADM. 105 Telephone Answering Activities
    1.0 Answering Techniques and Etiquette
    2.0 Answering and Directing Calls
    3.0 Taking Messages
    4.0 Telephone User's Guide

    Forms
    Ex1 Important Message

    ADM.106 Property & Access Control Activities
    1.0 Background Checks
    2.0 Physical Access Controls
    3.0 Key Controls
    4.0 Proprietary Information Controls
    5.0 Collection Of Access Controls
    6.0 Visitors & Guests

    Forms
    Ex1 Key Issue Policy
    Ex2 Visitor Log

    ADM.107 Separation Activities
    1.0 Resignations
    2.0 Involuntary Terminations And Layoffs
    3.0 Terminations For Cause
    4.0 Termination Meeting
    5.0 Additional Information Resources

    Forms
    Ex1 Exit Interview Checklist
    Ex2 Exit References Authorization

    ADM.108 Workplace Rules & Guidelines Activities
    1.0 Alcohol And Drugs
    2.0 Breaks And Lunch Time
    3.0 Company Property
    4.0 Grievances And Complaints
    5.0 Inclement Weather
    6.0 Parking
    7.0 Personal Telephone Calls
    8.0 Smoking
    9.0 Solicitations
    10.0 Suggestions
    11.0 Visitors

    Forms
    Ex1 Suggestion Form


    ADM.109 Human Resources Reports Activities
    1.0 Preparation Guidelines
    2.0 Occupational Health & Safety Reports
    3.0 Equal Opportunity Reports
    4.0 Training Plan
    5.0 Hiring Status Report
    6.0 Compensation Summary

    Forms
    EX1 Human Resource Reporting Summary
    EX2 HR Hiring Status Report

    ADM.110 Dress Code Activities
    1.0 Dress Code
    1.1 Business Attire
    1.2 Business Casual Attire
    1.3 Casual Attire
    1.4 Uniformed Attire
    1.5 Safety Attire
    1.6 Formal Attire
    1.7 Inappropriate Attire
    1.8 Business Situations
    1.9 Recreation & Parties
    2.0 Dinners & Receptions
    3.0 Personal Hygiene
    4.0 Disciplinary Action

    HIRING PROCEDURES

    HRG.101 Employee Hiring Activities
    1.0 Needs Analysis
    2.0 Personnel Requisition
    3.0 Job Posting & Screening
    4.0 Interviewing
    5.0 Pre-Employment Screening & Testing
    6.0 Background Investigation
    7.0 Hiring And Employee Offers
    8.0 Motor Vehicle And Equipment Operation
    9.0 Applicant Files
    10.0 Additional Information Resources

    Forms
    Ex1 Personnel Requisition
    Ex2 Offer Letter
    Ex3 Personnel Change Notice
    Ex4 New Employee Hiring Checklist
    Ex5 Employment Eligibility Verification .
    Ex6 Employee’s Withholding Allowance Certificate.

    HRG102 Job Descriptions Activities
    1.0 Job Description Preparation
    2.0 Format And Content
    2.1 Job Title
    2.2 Effective Date
    2.3 Department
    2.4 Summary Of Functions
    2.5 Essential Duties And Responsibilities
    2.6 Organizational Relationships
    2.7 Qualifications
    2.8 Physical Demands
    2.9 Work Environment
    3.0 Job Description Approval & Distribution

    Forms
    Ex1 Job Description Format

    HRG103 Employment Applications Activities
    1.0 Application For Employment
    2.0 Application Information
    2.1 Personal Information
    2.2 Employment Interest
    2.3 Education & Training
    2.4 Employment History
    2.5 Military Service Record
    2.6 References
    3.0 Compliance Information

    Forms
    Ex1 Employment Application
    Ex2 Employment Application Supplement

    HRG104 Interviewing Applicants Activities
    1.0 Interviewing Objectives
    2.0 Resume Examination
    3.0 Telephone Interviews
    4.0 E-Mail Interviews
    5.0 In-Person Interviews

    Forms
    Ex1 Employment Interview Questions
    Ex2 Interview Form

    HRG105 Background Investigations Activities
    1.0 Background And Hiring
    2.0 Investigative Consumer Reporting
    3.0 Employee Reference Checks
    4.0 Motor Vehicle Record (MVR) Inquiry

    Forms
    Ex1 Employee Investigation Checklist
    Ex2 Employee Background Authorization
    Ex3 New References Authorization
    Ex4 Reference Check Survey




    Compensation Procedures

    COM101 Payroll Activities
    1.0 Payroll Records
    2.0 Timesheets
    3.0 Payroll Deductions
    3.1 Worker's Compensation Insurance
    3.2 Social Security & Medicare
    3.3 State Income Tax
    3.4 Earnings Tax
    3.5 Tax Withholding Payments
    4.0 Payroll Adjustments
    4.1 Advances
    4.2 Garnishments
    5.0 Paychecks
    5.1 Direct Deposit
    5.2 Lost Paychecks
    5.3 Final Paychecks
    6.0 Vacation Pay
    7.0 Additional Information Resources

    Forms
    Ex1 Monthly Time Sheet
    Ex2 Central Govt. Tax Calendar
    Ex3 Electronic Funds Transfer Authorization

    COM102 Paid & Unpaid Leave Activities

    1.0 Paid Time Off
    2.0 Unpaid Time Off
    3.0 Absence Request And Notification
    4.0 Holidays
    5.0 Vacation Eligibility
    5.1 Vacation Schedules
    5.2 Vacation Over Holidays
    6.0 Additional Information Resources

    Forms
    Ex1 Absence Request Form

    COM103 Insurance Benefits Activities
    1.0 Life Insurance
    2.0 Long Term Disability Insurance
    3.0 Social Security
    4.0 Workers' Compensation
    5.0 Wage Continuation
    6.0 Unemployment Compensation
    7.0 Health Insurance
    8.0 Additional Information Resources

    COM104 Healthcare Benefits Activities

    1.0 Cost And Premiums
    2.0 Eligibility
    3.0 Enrollment
    4.0 Coverage
    5.0 Filing A Claim
    6.0 Termination And Conversion Of Coverage
    7.0 Additional Information Resources

    Forms
    Ex1 Benefits Enrollment/Change Form

    COM105 Employee Retirement Income Security Activities
    1.0 Plan Administration
    1.1 Investment Policy Statement
    1.2 Fidelity Bond
    1.3 Fiduciary Liability Insurance
    1.4 Employer Matching
    1.5 In-Service Loans And Withdrawals
    2.0 Employee Participation
    3.0 Notice Procedures
    3.1 Initial Notice
    3.2 Annual Notices
    4.0 Additional Information Resources

    COM106 Consolidated Budget Reconciliation Activities
    1.0 Plan Administration
    2.0 Qualifying Events
    3.0 Notice Procedure
    4.0 Benefits Protection
    6.0 Enforcement
    7.0 Additional Information Resources

    Development Procedures

    DEV101 Development Management Activities
    1.0 Development Planning
    2.0 Training Effectiveness
    3.0 Training Records
    4.0 Training Courses
    5.0 Performance Evaluations
    6.0 Additional Information Resources

    Forms
    Ex1 Training Plan

    DEV102 Training Reimbursement Activities
    1.0 Eligibility
    2.0 Approved Programs
    3.0 Reimbursement


    Forms
    Ex 1 Request For Training

    DEV103 Computer User & Staff Training Activities
    1.0 MIS Training And Certification
    2.0 MIS/LAN User Training
    3.0 E-Mail Training
    4.0 Software Applications

    DEV104 Internet & E-Mail Acceptable Use Activities
    1.0 Acceptable Use
    2.0 Inappropriate Use
    3.0 Internet And E-Mail Etiquette
    4.0 Security
    5.0 User Compliance
    6.0 Additional Information Resources


    Forms
    Ex1 Computer And Internet Usage Policy

    DEV105 Performance Appraisals Activities
    1.0 Performance Appraisal Guidelines
    2.0 Appraisal Preparation
    3.0 Appraisal Discussion
    4.0 Salary Adjustments
    5.0 Appraisal Conclusion
    6.0 Additional Information Resources

    Forms
    Ex1 Self Appraisal Form
    Ex2 Performance Appraisal Form

    DEV106 Employee Discipline Activities
    1.0 Introduction To Misconduct
    2.0 Responses To Misconduct
    2.1 Verbal Warning
    2.2 Written Warning
    2.3 Suspension
    2.4 Termination
    3.0 Serious Misconduct
    4.0 Very Serious Misconduct
    5.0 Inexcusable Misconduct
    6.0 Misconduct Investigations


    Forms
    Ex1 Disciplinary Notice

    Compliance Procedures

    CMP101 Workplace Safety Activities
    1.0 Worksite Analysis
    2.0 Hazard Prevention And Control
    2.1 Safe Work Procedures
    2.2 Protective Equipment
    2.3 Fire Prevention
    3.0 Hazard Communication Program
    4.0 Medical Emergencies
    5.0 Workplace Safety Training
    6.0 Reporting And Record Keeping
    7.0 Additional Information Resources

    Forms
    Ex1 Safety Suggestion Sheet
    Ex2 Workplace Safety Self-Inspection Checklist
    Ex3 Workplace Safety Action Plan
    Ex4 Workplace Safety Rules
    Ex5 Index of Hazardous Chemicals
    Doc Material Safety Data Sheet
    Doc Injuries and Illness Log
    Doc Summary of Injuries and Illness
    Doc Injuries and Illness Incident Report
    Doc Instructions for OSHA Forms

    CMP102 People With Disabilities Activities

    1.0 Background
    2.0 Who Is Covered?
    3.0 Employment Issues
    4.0 Public Accommodations
    5.0 Enforcement Of The Act
    6.0 Additional Information Resources

    CMP103 Annual And Medical Leave Activities

    1.0 Reasons For Taking Leave
    2.0 Advance Notice And Medical Certification
    3.0 Job Benefits And Protection
    4.0 Unlawful Acts
    5.0 Enforcement
    6.0 Employer Notices
    7.0 Additional Information Resources


    Forms
    Ex 1 Certification Of Healthcare Provider
    Ex 2 Employer Response To Employee Request

    CMP104 Drug Free Workplace Activities

    1.0 General
    2.0 Prohibitions
    3.0 Authorized Use Of Prescription Medicine
    4.0 Drug Awareness Program
    5.0 Disciplinary Actions
    6.0 Additional Information Resources

    CMP105 Health Insurance Portability And Accountability Activities

    1.0 Management
    1.1 Privacy Standards
    2.0 Medical Records Maintenance
    3.0 Medical Records Access
    4.0 Additional Information Resources


    Forms
    Ex1 HIPAA Authorization Form

    CMP106 Harassment & Discrimination Activities

    1.0 Unacceptable Behavior
    2.0 Complaint
    3.0 Corrective Measures
    4.0 Enforcement
    5.0 Additional Information Resources

    Job Descriptions Tab


    WRITING JOB DESCRIPTIONS

    · INTRODUCTION
    · PURPOSE
    · SCOPE

    WRITTEN COMMUNICATION
    Non-discriminatory language
    Active voice
    Action verbs Plain English

    FORMAT AND CONTENT
    Effective Date
    Department
    Summary Of Functions
    Essential Duties And Responsibilities
    Grouping Several Tasks Into A Single Responsibility
    Responsibility Statements
    Delegated Responsibilities
    Organizational Relationships
    Reporting Relationships
    The Organization’s Environment
    Qualifications
    Mandatory Requirements
    Key Selection Criteria
    Physical Demands
    Work Environment
    Job Performance
    Job Descriptions
    Reasonable Accommodation
    Accessibility

    Employee Handbook

    SECTION 1 INTRODUCTION
    1.0 The Company Philosophy
    1.1 The Company Mission
    1.2 Equal Employment Opportunity Policy and Affirmative Action Plan
    1.3 Employment-At-Will
    1.4 Sexual Harassment
    1.5 Safety
    1.5.1 Safety Rules
    1.5.2 Hazardous Wastes
    1.5.3 Reporting Injuries and Accidents
    1.6 Drug Free Workplace
    1.6.1 Prohibitions
    1.6.2 Drug Awareness Program
    1.6.3 Disciplinary Actions

    SECTION 2 EMPLOYMENT
    2.0 Personnel Administration
    2.1 HR Personnel Records
    2.1.1 Contents of Personnel Files
    2.1.2 Employee Information
    2.1.3 Employee's Request for Review of Personnel Records
    2.1.4 Management Review of Personnel Files
    2.2 Service
    2.2.1 Employee Categories
    2.2.2 Job Posting Procedures
    2.2.3 Employment of Relatives
    2.2.4 Employment of Minors
    2.2.5 Promotions
    2.2.6 Transfer of Employees
    2.2.7 Separation of Employment
    2.2.8 Work force Reductions
    2.2.9 Probationary Period
    2.2.10 Extra Income
    2.3 Process Improvement
    2.3.1 Employee-Management Forums
    2.3.2 Employee Suggestion Program


    SECTION 3 COMPENSATION & BENEFITS
    3.0 Benefit Eligibility
    3.1 Payroll Information
    3.1.1 Time Records
    3.1.2 Pay Periods
    3.1.3 Salary Compensation for Partial Pay Period
    3.1.4 Pay Rate Schedule – Hourly Paid Employees
    3.1.5 Payroll Deductions
    3.1.6 Overtime
    3.1.7 Payroll Errors
    3.1.8 Garnishment of Employee Wages
    3.1.9 Authorized Check Pickup
    3.1.10 Pay at Time of Separation
    3.2 Attendance & Leave
    3.2.1 Medical Leave Policy
    3.2.2 Sick Leave Credit Limit
    3.2.3 Sick Leave Policy – Usage
    3.2.4 Medical, Dental and Optical Appointments
    3.2.5 Exhaustion of Accumulated Sick Leave
    3.2.6 Pallbearer, Funeral, Emergency Leave
    3.2.7 Civic Leave or Jury Duty
    3.2.8 Voting
    3.2.9 Military Leave
    3.2.10 Maternity Leave
    3.2.11 Parental Leave
    3.2.12 Leave of Absence
    3.3 Insurance
    3.3.1 Hospitalization and Medical Insurance
    3.3.2 Continuation of Group Health Insurance
    3.3.3 Life Insurance
    3.3.4 Long Term Disability Insurance
    3.3.5 Social Security
    3.3.6 Workers' Compensation
    3.3.7 Unemployment Compensation
    3.4 Savings Plan
    3.5 Break Room
    3.6 Employee Discounts
    3.7 Educational Assistance

    SECTION 4 EMPLOYEE RESPONSIBILITIES
    4.1 Work Schedules
    4.1.1 Working Hours
    4.1.2 Salary Employees
    4.1.3 Hourly Employees
    4.1.4 Clean Work-Place
    4.2 Legal & Ethical Conduct
    4.2.1 Ethical Standards
    4.2.2 Conflicts of Interest
    4.2.3 Personal Conduct
    4.2.4 Confidentiality
    4.2.5 Bribes, Kickbacks and Illegal Payments
    4.2.6 Patents and Copyrights
    4.3 Misconduct
    4.3.1 Serious Misconduct
    4.3.2 Very Serious Misconduct
    4.3.3 Inexcusable Misconduct
    4.3.3 Misconduct Investigations
    4.4 Transportation & Travel
    4.4.1 Company Owned Vehicles
    4.4.2 Personal Vehicles
    4.4.3 Living Expense Allowance
    4.4.4 Other Travel Expenses
    4.4.5 Expense Records
    4.4.6 Travel Advances
    4.4.7 Expense Reimbursement – Third Party
    4.4.8 Expense Policies – Violations
    4.4.9 Company Credit Cards
    4.5 Appearance & Belongings
    4.5.1 Personal Appearance
    4.5.2 Business Attire
    4.5.3 Casual Attire
    4.5.4 Inappropriate Attire
    4.5.5 Personal Belongings
    4.5.6 Alcohol and Drugs
    4.5.7 Medication
    4.5.8 Smoking Policy
    4.6 Equipment & Facilities
    4.6.1 Parking
    4.6.2 Telephone Use
    4.6.3 Motor Vehicle and Workplace Equipment Operation
    4.6.4 Safety Equipment
    4.6.5 Company Tools
    4.6.6 Waste Prevention
    4.6.7 Solicitation and/or Distribution
    4.6.8 Security
    4.6.9 Bulletin Board

    EMPLOYEE HANDBOOK FORMS

    a) Acknowledgement Of Receipt And Understanding
    b) Statement Of Legal And Ethical Business Conduct
    c) Drug-Free Workplace Policy Employee Acknowledgement
    d) Job Related Accident

    HR MANUAL
    · HR MANUAL is the total guidelines for the managers in the organization on the subject of HUMAN RESOURCE.
    · The real work of managing people [human resource] is the responsibility of the line managers. The HR department acts as a coordinator / advisory body to the line managers, in addition to, its own administrative work.
    · Employee handbook is a major element of the HR manual. It is part of the HR MANUAL.
    · The copy of HR MANUAL [ including the employee handbook] is given to the managers only.
    · The copy of the EMPLOYEE handbook is given to the employees.
    · The TOTAL HR MANUAL development is a never ending assignment. It needs updating every six months.
    · At the initial stage, it could take up to six months at least to complete the manual/ handbook for a full time person, even if you employ an outside expert.
    Once you have formed the HR manual list, you should sit with your boss
    · Analyse the list
    · Set the priority [ 1st. lot, 2nd. lot, 3rd. lot etc ]
    · Discuss the need for HO material, to uniform the approach
    · Discuss the need for local expert
    · Etc…
    Your priorities could be
    · Personnel records
    · Various forms required
    · Access control
    · Workplace rules
    · Employee hiring
    · Job descriptions
    · Employment applications
    · Interviewing applicants
    · Payroll administration
    · Training [ induction / orientation/development]
    · Employee handbook[/LTR]

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