human resources will provide critical updates

Typical examples of practice across organisations of differing sizes include: Organisations often develop formal HR policies as they increase in size – although there is no set formula to help organisations determine the point in their development at which they need to employ people professionals. For smaller organisations, a desire to develop a more formal and consistent approach that will meet their needs as they grow.To comply with head office/parent-company guidance to keep up with competitors – for example, reward policies may be reviewed in order to attract or retain employees when operating in a different international market.To follow the latest developments in effective people management.To reflect and comply with existing or new legislation and case law.Organisations introduce or review specific HR policies for a range of reasons including: For example, in the UK a written health and safety policy is required for any organisation with five or more employees, while there are also important legislative provisions surrounding the setting out of formal disciplinary and grievance procedures.Įven where a policy or procedure isn't specifically required by law, employers often find it helpful to have a policy in place to provide clear guidance that reflects the legal framework for handling the issue in question and it also helps employees to be clear about the organisation’s stance on a particular subject. They can help avoid involvement with employment tribunal claims too, by providing guidance for managers that reflects regulations.Ĭertain HR policies and procedures may be specifically needed to comply with the law.

HR policies can also improve the speed of decision-making by ensuring that clear guidance is readily available to cover a range of issues. Introducing these policies can support the attitudes and behaviours needed for sustainable performance, creating mutual benefits for employees and organisations. They can have an impact on employee motivation, organisation reputation and the ability to attract and retain talent. HR policies play an important role in supporting cultures of trust, fairness and inclusion by outlining the responsibilities of both employer and employee in the employment relationship. HR policies should flow from HR strategies and complement HR procedures. HR procedures support and supplement HR policies where appropriate by giving a step-by-step account of specific arrangements that apply in particular circumstances (for example, setting time limits within which meetings must take place). HR policies provide general and practical advice and guidance for managers and staff on a range of employment issues. Read our Strategic human resource management factsheet.

Over and above offering guidance on individual and organisational responsibilities, HR policies should support the wider strategy through adopting a tailored approach that reflects the size and unique culture of the organisation.Īn 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. Links between HR policies, procedures and strategy

However, no matter how well any policy is written, it’s their effective communication and implementation, particularly by line managers, that’s crucial in ensuring their effectiveness. They play a key role in supporting fairness and consistency across an organisation, as well as potentially helping to protect the organisation against legal claims. They include a description of principles, rights and responsibilities for managers and employees. HR policies are a written source of guidance on how a wide range of issues should be handled within an organisation.

Human resources will provide critical updates