Call: +44 (0) 7828 769 044
Development of HR Policies and Procedures
2154
page-template-default,page,page-id-2154,bridge-core-2.9.3,qodef-qi--no-touch,qi-addons-for-elementor-1.6.3,qode-page-transition-enabled,ajax_fade,page_not_loaded,,qode_grid_1300,footer_responsive_adv,hide_top_bar_on_mobile_header,qode-theme-ver-27.7,qode-theme-bridge,qode_header_in_grid,elementor-default,elementor-kit-2941,elementor-page elementor-page-2154
 

Development of HR Policies and Procedures

Development of HR Policies and Procedures

Once the policies and procedures are up to date, we can then update them as soon as legislation changes. The policies can be bought as a template for companies to update themselves or we can tailor them to the culture and structure of your company. We have years of experience in writing Company Handbooks which bring all of these policies, procedures etc together in one volume. We visit you at your business premises, conduct an interview with you to find out exactly what your Company rules are, and then write your bespoke Company Handbook in jargon free plain English.
Contact Us

HR policies should flow from HR strategies, and complement HR procedures:

An HR strategy is a statement or framework determining how HR can support business or organisational objectives, focusing on longer-term people issues and macro-concerns about structure, values, commitment and matching resources to future need.

HR policies provide general and practical advice and guidance for managers and staff on a range of employment issues. HR procedures support and supplement HR policies where appropriate by giving a step-by-step account of specific arrangements that apply in particular circumstances

Which HR policies should be introduced?

It’s difficult to identify a comprehensive list of HR policies that employers should introduce since, as noted above, HR policy needs often vary widely between organisations. For example, a travel and subsistence policy might be helpful in a company where many staff need to travel as part of their work duties, whereas such a policy might be irrelevant to many other companies.

Some employers develop policies grouped into broad subject areas such as reward, L&D and so on. Others prefer simply to arrange policies in handbooks or on intranets in plain alphabetical order, regardless of the subject matter.

One potential approach is to consider the type of policies that may be relevant to each organisation during the course of the employment life cycle: beginning employment, during employment and leaving employment.