Human Resource Policy Statement - Assignment Example

OFFICE OF HUMAN RESOURCES PROCEDURES AND POLICIES MANUAL FOR PROFFESIONAL AND SUPPORT STAFF EMPLOYEES Human Resource Policy ment This human resources policy manual intends to familiarize you with all the company’s human resource policies. It is important for you to look carefully at each of the policies, which intend to address any questions related to your employment with the company. However, the policies presented in this manual do not address every single situation that you may have concerning employment. However, the policies provide the relevant guidelines for four of the critical issues addressed in our human resource policies. Diversity Policy The company is committed to demonstrating continued commitment to the different principles that govern diversity in the workplace. The company intends to foster remarkable cultures that celebrate diversity. In order to achieve the company’s commitment to promoting diversity, the company has the following objectives. Promoting fairness in the selection and recruitment process by ensuring that candidates get positions based on merits Ensuring that the company hires individuals from diverse backgrounds and gives consideration to marginalized communities Focusing on providing a remarkably inclusive workplace, which enables each of the employees to utilize skills and competencies and participate in innovation and creativity for the benefit of the company (Bond & Haynes, 2014). Relying on an effective performance management system in order to promote the diversity of skills among employees Ensuring that all employees have a chance of expressing their views without any form of prejudice Ensuring that any case of discrimination of bullying is addressed with immediate effect Ensuring that all the employees receive training on the value of diversity so that they are able to celebrate their differences Ensuring that all the laws and legislation concerning diversity are integrated into the company’s operating procedures (Knotter, 2011). Developing an effective workplace program, that promotes inclusion Assessing the level of diversity in the workplace Promoting equity and diversity in all leadership positions (Pitts, 2009). In addition, the company exhibits its commitment to diversity in its promotional strategies. Notably, all the employees who have the relevant qualifications for the promotion are eligible to apply. The selection process will have its basis of merit in accordance with the equal employment opportunity and diversity policies. In order to ensure that none of the staff members is disadvantaged, the teams responsible for the promotion give consideration to none traditional patterns of achievement that are evident in any member of the staff regardless of the gender, ethical backgrounds, or disability. In addition, the company will consider a proper assessment of an individual’s achievement relative to opportunity (Armache, 2012). Therefore, applicants should always include their achievements and inform the team so that fairness and diversity can be promoted. Human Development Policy The company is committed to ensuring that all the employees receive further training and education in order to improve their competencies. The company appreciates the qualifications of each employee, but has in place a program for training all the new employees. Every employee must undertake the training program in order to understand how the company operates as well as gain new skills required for the specific job responsibilities The company operates in unique ways and wants all the employees to understand the basic operations that define the company’s business. In addition, the company also offers training programs for each team. The training programs for different teams are suited to fit their job description. Usually, the training needs of each group are identified from the group assessments that take place after every six months (Ciolan, Stȋngu, & Marin, 2014). In accordance with the company’s performance management system, each employee must successfully undertake the individual and group assessments that take place after every six months. The performance assessments help to identify the training needs of both individuals and groups. Notably, undertaking training programs is mandatory and not optional. The company recognizes that all the employees require empowerment through different training programs in an effort to improve their performance (Sîrbu & Alexandrescu, 2014). Most importantly, training programs empower employees in a way that increases the job satisfaction Employees who need to undertake further education need to notify the company and apply for funds from the career’s department. The department cannot pay for each individual’s advancement of education High performers identified through the performance assessment systems may qualify for scholarships in order to advance their knowledge and skills. All the employees should ensure a smooth communication with the company in order to ensure that there is a proper schedule of the further education courses and job responsibilities All employees qualifying for promotions will be required to undertake certain training courses depending on the new responsibilities (McGuire & Jørgensen, 2011). Remuneration, Rewards, and Benefit Policy The company recognizes the value of compensating employees in accordance with their performance and competencies as highlighted below. The company exhibits its commitment to ensuring that all the full-time and part-time employees receive a deserving salary package for their services There are different remuneration schemes for full-time and part-time employees Upon employment, each employee is issued with the remuneration scheme that applies to the job category The human resource team gives consideration to salary increments on an annual basis Individuals who qualify for promotions, receive a new compensation package that matches their new position The company undertakes a rigorous performance assessment process that recognizes and rewards top performers The top performers identified in each assessment qualify for recognition and rewards depending on the company’s reward systems The company has different reward systems that promote creativity and innovation, as well as remarkable performance in the workplace Employees who come up with new ideas that prove to be noble and viable benefit from the reward schemes Employees are subject to a probation period after hiring in which they do not receive the full salary package Usually, the probation period allows for proper training and orientation before the individual can resume the responsibilities fully Part-time workers qualify for overtime wages when they exceed the number of hours stated I their contracts Part-time employees who exhibit outstanding performance are highly rewarded in accordance with the company’s reward schemes Employees who work overtime during the weekends and holiday are subject to rewarding overtime wages in appreciation for their work The company expects commitment from each employee and has a penalty system for part-time employees who do not meet their shift requirements The company will offer regular benefits to employee who lose their jobs because of shortage of work at the company Female employees qualify for maternity and parental benefits The company will also offer health insurance to both full-time and part-time employees Full-time employees also qualify for pension plans that depend on the job category The company is committed to the ministry of labor minimum wage limits (Tsymbalyuk, 2013) Employment Termination Policy Although the company focuses on retaining talent within the organization, there are unavoidable circumstances that prompt the termination of the employment contract. During the hiring process, every employee is informed of the at-will employment contract The employer may choose to terminate the contract of employment if the employees do not meet the job requirements (Mansfield, 2014). Falsification of application information may also call for the termination of the employment contract Employees who do not comply with the diversity policy and indulge in different forms of harassment may be fired as well Excessive absenteeism without the employer’s consent can prompt the employer to terminate the contract Misuse of the organizational funds and resources, as well as theft in the workplace, will lead to termination of the contract (Duncan & Hill, 2014). References Armache, J. (2012). Diversity in the Workplace: Benefits and Challenges. Journal of International Diversity, 2012(1), 59-75. Bond, M. A., & Haynes, M. C. (2014). Workplace Diversity: A Social-Ecological Framework and Policy Implications. Social Issues & Policy Review, 8(1), 167-201. doi:10.1111/sipr.12005 Ciolan, L., Stȋngu, M., & Marin, E. (2014). The human factor: training and professional development as a policy tool. Transylvanian Review of Administrative Sciences, (43E), 48-67. Duncan, M., & Hill, J. (2014). Termination Documentation. Business Communication Quarterly, 77(3), 297-311. doi:10.1177/2329490614538806. Knotter, S. (2011). Diversity Research and Policy : A Multidisciplinary Exploration. Amsterdam: Amsterdam University Press. Mansfield, J. (2014). Termination benefits policy: Does your company need one?. Governance Directions, 66(6), 361-363. McGuire, D., & Jørgensen, K. M. (2011). Human Resource Development : Theory and Practice. Los Angeles: Sage Publications, Ltd. Pitts, D. (2009). Diversity Management, Job Satisfaction, and Performance: Evidence from U.S. Federal Agencies. Public Administration Review, 69(2), 328-338. Sîrbu, J., & Alexandrescu, R. (2014). Human resources policy -- importance and applicability. Quality - Access to Success, 23-31. Tsymbalyuk, S. A. (2013). The study of workers perception of the compensation policy as a fair. (English). Modern Research of Social Problems, (2 (14), 279. Read More