Growth is an exciting time, but with growth comes new challenges — for instance, people management for HR managers.
To ensure consistency in your leadership, HR policies and procedures are vital. More so, they’re one of the factors (78%) crucial to attracting and retaining talent.
However, it’ll be difficult to keep them in order without smart HR automatization.
Interested to learn how you can automate the HR documentation that complements your organization’s policies?
Then please stick around. In this blog post, we’ll discuss the main HR policies and how you can automate the documentation affecting the company framework.
So, let’s begin.
Role of an HR manager in a company
First, it’s important that everybody understands that no formal organization can run smoothly without human resources management. An HR manager like you leads the department responsible for this.
Let’s take a look at some of your most important roles.
- You’re responsible for recruitment and talent acquisition.
When the company needs it, it’s your responsibility to post job advertisements. And develop the interview processes, and ultimately, onboard. That means after actively seeking out qualified candidates who fit the organization’s requirements, it’s also your role to orient new hires about the company culture. And give them the resources they need to succeed in their position.
- You’re in charge of maintaining positive relationships between employees and the company.
A big part of an HR manager’s job is serving as a mediator. It can include anything from resolving coworker conflicts to handling complaints about working conditions. In short, you act as the bridge between employees and the company.
- You ensure employee development and training.
In addition, another responsibility for an HR manager is to oversee employee development and training programs. As part of strategizing HR management, you ensure smart investment in training programs for employees’ professional development. Employee training can help develop skills. So that employees perform better and master their roles sooner.
- You implement a performance management system.
Likewise to planning development and training, you should also be responsible for employee performance management. This includes setting performance goals with employees. And providing feedback on progress towards those goals. And managing performance reviews.
- You develop and implement company-wide HR policies and procedures.
HR managers are responsible for developing and implementing policies within a company. This means setting clear guidelines on human resources management applicable to an employee lifecycle (time they are hired until they exit the organization). Also, having company-wide HR policies and procedures ensures that your company operates within compliance with workplace laws and regulations.
Note: From here on, let’s talk more about company HR policies.
In a nutshell, HR policies and procedures structure how a company hires, manages, and terminates its employees. However, let us be clear here that these are two different concepts.
While the HR policies definition is more of a formal document, HR procedures are the step-by-step processes that must be followed.
For many HR managers, it’s key to ensure consistency in decision-making and keeping employee treatment fair.
So, what HR policies do you develop?
List of main HR policies a company should have
Your focus should be on setting up policies that organize and protect the company and its employees. Here are the HR policies every company should have in place.
A recruitment policy isn’t just about hiring the best talent. It also describes how your company decided to grow. The policy’s purpose is to make sure the hiring process is consistent, fair, and compliant with laws and regulations. Ideally, it should include the following:
- Process for determining the specific skills and qualifications required for a particular job
- the procedures for evaluating and interviewing candidates
- A non-discrimination guide that you don’t discriminate against any candidate based on their race, gender, religion, sexual orientation, age, or disability status.
- Information on how long a background check stays on file with your company and what happens if they’re rejected.
- Describe the types of drug tests your company conducts like urine analysis
After recruitment, the selection comes next. A selection policy sets standards for choosing the most qualified candidate. This includes the metrics on weighing interview results and making an offer that’s competitive and attractive.
An onboarding policy identifies how new employees are welcomed and integrated into the organization. Its objective is to ensure a smooth transition for new employees including how to introduce them to the company culture. The policy should also include the documentation that needs to be completed before someone starts working like employment contracts and NDAs.
Learning and development policy
A learning and development policy outline how the company will help employees expand their professional capabilities. It ultimately serves as a reference guide for both employers and employees when developing strategies for career growth.
Employee assessment policy
This is an important policy to ensure that all employees are held accountable for their roles. An employee assessment policy specifies the criteria used to evaluate employee performance. Also, note that the requirements should be consistent throughout all departments and positions to ensure that every employee is evaluated fairly.
Employee rewarding policy
Employee recognition is important for any company. It describes how the company rewards and recognizes employees for their contributions and performance. Positive work environments can further be strengthened by a well-structured employee reward policy.
A termination policy clarifies the offboarding process. The policy clarifies what will happen if an employee needs to be let go from the company and lets both sides know what to expect. A good termination policy saves the company from potential legal issues and ensures that terminations are handled professionally.
Here are the other HR policies your employee handbook should contain
Anti-discrimination or harassment policy
This policy prohibits harassment of any kind in the workplace. It should define what constitutes harassment and list examples of prohibited behavior, such as unwelcome comments or jokes based on protected characteristics like race or sex. This policy should also include a complaint procedure for employees who believe they have been harassed.
Employee discipline policy
There are consequences for violating company rules. This policy list examples of misconduct that could result in discipline, such as attendance problems or insubordination. Also, it should outline the disciplinary process — from verbal warnings to termination.
Workplace safety policy
A company’s safety policy should outline how to report workplace safety concerns and its commitment to keeping a safe workplace. Also included in this policy should be information on evacuation procedures and first aid training.
Social media policy
Since social media is so big in our lives — companies should have a social media policy. In the policy, you should define what’s acceptable and inappropriate behavior on social media, including what the consequences are.
Drug and alcohol policy
A drug and alcohol policy should outline the company’s stance on drugs and alcohol and the consequences for violating it. This policy can include information about how the company will test for drugs.
An employee-leave policy specifies the circumstances under which an employee may take time off from work. However, it also specifies how much notice the employees need to give. This policy covers topics like maternity/paternity leave, sick leave, and vacation days.
Now, we go to the part on how to apply HR automatization regarding HR policies and procedures. One efficient way is to use HR contract management software — the solution on how to automate HR processes.
Please check the details below.
Avokaado as an HR tool
Yes, Avokaado CLM (Contract Lifecycle Management) manages contracts. HR managers like you can use this tool to streamline documentations that affects HR policies and procedures.
Here are some ways you can use Avokaado:
Avokaado is a convenient platform to help streamline the onboarding policy. You don’t need to spend hours creating employment contracts, non-disclosure agreements, or other HR documents from scratch — Avokaaado provides ready-made HR templates ensuring that new hires receive their documents quickly and efficiently.
Ensure policy compliance
Avokaado CLM can ensure compliance by enabling HR managers (and your legal team if needed) to review and approve contracts before they are signed — that’s ensuring contracts align with legal requirements.
Avokaado CLM provides a centralized repository for HR-related contracts providing employees with easy access to their contracts and other HR-related documents. That’s an increase in transparency.
Protect confidential information
Sensitive information includes employee data and confidential business information written within contracts. Avokaado’s permission-based usage reduces the risk of unauthorized access.
Prevent contract-related lawsuits
Avokaado software can help HR departments manage important contract dates like renewals, extensions, and terminations. By keeping track of all contractual obligations, you help the company avoid contract-related legal disputes.
Are your HR policies and procedures efficient?
HR managers are responsible for developing and implementing HR policies and procedures that help keep the company running smoothly and efficiently.
So, how would you implement a new HR policy?
Luckily, with the right software — like Avokaado — HR departments can leverage the power of automation to streamline processes and make sure the policies are implemented promptly.
So if you’re looking for ways to upgrade your HR processes, Avokaado is here to help. Get in touch with us today and see how we can transform your HR department.
Upgrade your HR processes with Avokaado. Book a demo!