本文的内容
1.0 执行概要2
2.0 前言3
3.0 好处和注意事项3
4.0 问题和对策4
5.0 重要因素4
6.0 建议指导6
7.0 考虑7
8.0 方法和考虑7
9.0 结论8
10.0 参考文献9
1.0 执行概要
人力资源政策手册为公司员工关系的和谐发展起到了重要的参考价值。每个策略是一个慎重的使用指南,有助于彼此间精神的理解和政策的管理。这个政策适用于受雇于公司或参与公司企业结构的所有人(补偿和非补偿)。
重要的是全体员工理解和支持这一政策。因此,我们努力做到我们应该做到的事情，包括政策指南的来源(如其他标准政策和立场以及政府要求或法律)。信息政策的实施将主要附属于程序管理。
坚持这种政策的人是为了促进公司的不断发展，取得卓越的成就，以及促进公司对就业方面,员工发展和员工服务的影响。这些政策和程序将定期审查,可以进行必要的和适当的修改,以反映公司的动态。修改将会传达到所有公司员工,新的或修订的政策将会赋予个人监督责任。
Table of Contents
1.0Executive summary 2
2.0 Introduction 3
3.0 Benefits and considerations 3
4.0 Problems and Countermeasures 4
5.0 Important factors 4
6.0 Suggested guidance 6
7.0 Consideration 7
8.0 Approaches and consideration 7
9.0 Conclusion 8
10.0 References 9
1.0 Executive summary
The Human Resource Policy Manual plays a key reference to all companies’ employee relations policies. Each policy is a guideline to be used with discretion, understanding, and management in the spirit in which the policy is written. It is intended for use by ALL individuals who are employed by a company or who participate within the bounds of company’s corporate structure (compensated and non-compensated).
It is important that all staff understand and support this policy. Therefore, every effort is made to include sources for certain policy guidelines (such as other standard policies and positions as well as government requirements or legislation). Information regarding policy implementation will be found in accompanying procedures from management.
The specific policies people adhere to are designed to promote the philosophy of company with regard to standards of excellence; terms of employment; employee development; and employee services. These policies and procedures will be reviewed on a regular basis and may be revised as necessary and appropriate to reflect the dynamics of the company. Changes will be communicated to all company employees, and new or revised policies will be distributed to individuals with supervisory responsibility.
Under no circumstances are the statements contained in these policies to be considered a contract of employment, an obligation, or guarantee on the part of company.
2.0 Introduction
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
Company seeks to provide all employees, with the most productive environment possible. Every employee can contribute to the quality of the work environment through good work habits, personal responsibility, respect for others, professional decorum, and cooperation with published procedures and programs. In addition, company expects all employees to cooperate in maintaining a quality work environment through the following initiatives.
3.0 Benefits and considerations
The importance of human resource management highlights is the result of market competition. Along with the socialist market economy fast development, the function of human resources management in enterprise management is also becoming increasingly important. Whether an enterprise can develop smoothly or not depends on the quality of the staff and the importance degree of human resources management in enterprise management (Torraco, 2005). Introducing the HR policies is not only helpful to satisfy enterprise management personnel requirements, improve individual and enterprise overall performance but also is the need of the development of enterprise and an important factor of enterprises’ core competitiveness.
Modern human resources management, human resource management department has been directly involved in the company strategic decision, deeply understand the company strategic intent, and other functional departments, coordinated together to achieve the company strategic objectives. In this new organization structure, human resources management plays a central role.
4.0 Problems and Countermeasures
HR policies allow an organization to be clear with employees on the nature of the organization, what they should expect from the organization, what the organization expects of them, how policies and procedures work, and what acceptable and unacceptable behavior is.
HR policies provide an organization with a mechanism to manage risk by staying up to date with current trends in employment standards and legislation. The policies must be framed in a manner that the companies vision & the human resource helping the company to achieve it or work towards it are at all levels benefited and at the same time not deviated from their main objective (Miles ,2006) .
5.0 Important factors
In the HR policy, the disciplinary, grievance, capability and redundancy are the basic factors.
The kind of disciplinary are time discipline, organization discipline; post discipline, coordination discipline; safety and health discipline and conduct discipline. The time discipline namely the worker in the work and rest time, attendance; The organization discipline namely the worker in obedience personnel deployment, and listen to command, keep a secret, accept supervision and aspects of the rules; The post discipline: that is the worker is in complete their labor tasks the job responsibilities, comply with the operating rules abide by the professional ethics of rules; The coordination discipline: namely the worker in the work process, post, between up and down the connection between the levels and fit the rules; The safety and health discipline: namely the worker in the labor safety and health, environmental protection rules and the conduct discipline: namely the worker in the clean and honest, love property, economize, cares about the collective aspects of the rules.
A grievance may arise from injustice or tyranny, and be a cause for rebellion or revolution.Everyone who is working in a company may have grievance, so in order to dispel the grievance the human resource management policy must include caring about the staffs’ psychology and trying best to improve the material benefits (Martell,2007).
Ability quality is the core of human resource management quality and the human resources management knowledge wisdom in the integrated embodiment. indicated The practice of human resource manager activities including content, range, implementation way are very wide and complicated, human resource managers want to perform in the human resources management work, must have the human resources management ability, organizational change ability, strategic management ability, knowledge management ability, communication ability and restoring force and so on many kinds of competency (Langbert,2001). Human resources management ability can be understood as the human resources management in human resources absorb, use, incentive, cultivating, preserved, and development of human resources activities shown by the professional technical ability. Human resources management ability is the most important and core ability, are the human resource managers doing good job the most basic ability, but also the requirements of the human resources management the important embodiment of the comprehensive quality. In addition, organizational change ability, strategic management ability, knowledge management ability help human resource managers to adapt to the change of environment inside and outside, make the human resource system and the whole enterprise strategy implementation of the consistent and international environment coordinated. Communication skills help human resource managers to have internal and external good communication, easy to work. Restoring force is to show from the frustration and disappointment in the ability to recover quickly. A strong restoring force human resource manager’s mentality is good, he can accept and face reality, can in time of peace prepare for war, and he can in the changing environment to make the right decision.
Redundancy is never far from the headlines and it is estimated that one in three of us are likely to experience it at some point in our working lives. Redundancy is not the same thing as resignation which comes from the employee voluntarily; it doesn’t mean sacking either, which usually involves a serious mistake on the part of the employee.
This would be if you have actually worked for your employer for at least two years. And there are certain ways of working out how much you’re entitled to. That’s a UK statutory redundancy pay and there would be a minimum figure for that and there are certain formulas that you can work out how much somebody is entitled (Sullytaglor, 2003). However, when we’re taking about other packages or looking at other organizations, which would actually have, for example, a policy where they offer a package that is above the UK statutory minimum.
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