Hr Policy Manual

Topics: Occupational safety and health, Employment, Human resource management Pages: 12 (1637 words) Published: January 17, 2012
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HR Policy Manual


HR Policy Manual

This Human Resources Policy Manual is provided as a central reference for all managers, supervisors and employees and applies to staff across all locations where the Company carries out its work.

The specific policies that follow promote the philosophy of with regard to standards of excellence; terms of employment; employee development; and employee services.

It may is necessary to change these policies from time to time to reflect changes in the workforce, employment trends, economic conditions and UK and European legislation. However, any changes in policy will be consistent with the Company’s approach to:

• Employing talented individuals whose creativity and imagination will support and contribute to achieving the Company’s business objectives; • Communicating Company standards and expectations in all aspects of employment including performance; • Valuing diversity, and assure equal employment opportunity and a workplace where relationships are based on mutual respect; • Treating all staff, workers, contractors and customers in a professional, non-discriminatory manner; • providing safe, effective working conditions, and;

• providing competitive terms and conditions in our workplace market

Any Policy changes will be fully consulted on and communicated to all staff through normal communication channels. This Policy Manual will also be updated as necessary.

This Policy Manual should be read in conjunction with the Company Staff Handbook.

**Chairman / Managing Director / Chief Executive



Section 1 – Employing Staff: Employing staff fairly and expertly, ensuring they are properly inducted, and ensuring they are aware of the required standards of business conduct including use of email and the internet.7

1.Recruitment and Selection8



3.Application Form8

4.Selection Methods10

5.Relevant Checks11

6.Probationary Period12

7.Recruitment Monitoring12

8.Exit Interviews12

2.Induction Policy and Checklist14

1.General Policy Statement14


3.The Company’s Commitment14


5.Benefits of Induction15

6.Induction Checklist16

7.First Day of Employment16

8.Induction Programmes16

9.Completing the Induction Process18

10.Induction Programme For New Staff19

3.Standards of Business Conduct24


2.Standard of Conduct Required by the Company25

4.Internet and Email Usage Policy and Guidelines28





5Good Practice31

6Legitimate Access to Prohibited Material32

7Remote Users32


9Penalties for Improper Use33

Section 2 – Managing Employee Performance: Setting Objectives, Assessing and Managing Employee Performance including Absences, Misconduct and Capability Issues34

5.Performance Appraisal Policy35

1.Appraisal Policy35

2.Core Principles of the Appraisal Policy35

3.Performance Appraisal Implementation36

4.The Appraisal Discussion36

5.Training and Monitoring37

6.Performance Appraisal & Personal Development Plan Pro Forma38

6.Controlling Absence Policy43


2.Overview of Procedural Stages43


5.Procedures Check List46

6.Return to Work Interview Form49

7.Disciplinary Procedure51




4.Procedure for Formal Investigation52


6.Letter of Warning55


8.Capability Procedure57




4.Long-Term/Persistent Illness...

References: should normally be made in writing or email, but those received by telephone will be accepted, provided that a note of the conversation is recorded and placed on file.
3.8 All candidates will be asked to declare on the application form whether they have ever been convicted of any criminal offence which cannot be regarded as ‘spent’ in terms of the Rehabilitation of Offenders Act 1974.
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