Human Resources Policy Research Paper
All companies must develop, identify, and utilize appropriate human resource policies. These policies are a vital part of running any business. However, it is imperative that each company understands that their human resource functions must be created to meet the unique needs of that company and therefore cannot be lumped together into one tactic. Each company is different based on their size and the nature of their business which requires applicable human resource tactics based on the needs of each individual company. This paper is written to discuss the important aspects of a human resource policy for a small business of 15 to 20 employees. The aspects discussed will include employee relations and separation, employment processes and employee compensation and benefits. In order to properly explain the need for policies in these areas of human resource management, each topic will be describe in depth and rationale will be discussed as well in regards to laws and regulations associated with this area of business. A small business can create a structure that is suitable for long-term success and sustainability through developing effective human resource policies.
Human Resources Policy Research Paper
Human resource policies are defined as official rules and measures that state how specific issues should be handled within the company which also includes employee rights and responsibilities that are tied to employment law. (Grace, 2014) In the textbook, human resource policies are stated to be usually listed in the employee handbook. The employee handbook is a vital part of human resources management and in order to be effective, the handbook must set the tone for the organization’s overall employee relations policy by informing both employees and managers of both the employment policies recognized by the company as well as the procedures. (Gómez-Mejía, Balkin, & Cardy, 2012) While an employee handbook is generally more beneficial to larger companies, smaller companies can also reap the benefits of having an employee handbook however, it is less common for smaller companies to incorporate such a safeguard because issues such as lack of resources or staff. (Fragouli, 2014)
Smaller companies must be proactive in addressing the topic of human resource policies because it could largely impact their business. In 1 Peter 1-9 (ESV) the Bible tell us, “Therefore, preparing your minds for action,, and being sober-minded, set your hope fully on the grace that will be brought to you at the revelation of Jesus Christ.” This relates because if a small business wants to prepare for a bigger future they must be proactive and a beneficial way of doing so would be the execution of efficient human resource policies and planning goals. It is vital that the small business ensures their policies and goals are on track with the goal of growing their business. (Moldovan & Moldovan, 2013) Many benefits can be accomplished through setting concise human resource policies such as ensuring employees and supervisors alike are aware of the company vision as well as they develop a structure for measuring the desired goals and ensure compliance with employment regulations and laws. (Demo, Neiva, Nunes, & Rozzett, 2012) Employment Processes
Recruitment and selection procedures, employment offers, employee position transfers or promotions, and human records are all a part of employment processes. Ensuring these processes are covered under human resource policies is crucial to ensuring a successful and profitable company. The first stage in employment processes is the area of recruitment, selection and employment offers. (Gómez-Mejía, Balkin, & Cardy, 2012) One of the most common mistakes made by small businesses during this process is hiring the wrong applicants. (Jacoby, 2014) By ensuring the small business follows...
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