Employee handbooks are the first step in creating an easy to understand review of the organization’s policy, procedures, and mission. A thorough handbook is the best way to ensure all employees know and understand what is expected not only of themselves, but of management.
A proper, well put together employee handbook iterates each of an organizations policies and procedures in terms that every employee, at every level of the organization, can understand; this translates to a uniform understanding of the fundamentals of an organization. When all employees are identical in their knowledge and understanding of the mission and values the operations have a more identifiable branding and positioning.
Another reason for an organization to not only have an employee handbook, but have an effective handbook is for every employee to have a written acknowledgement of its contents. Employee handbooks can also be used as a tool to protect an organization from employees that are dishonest about knowing the company’s policies. When all of an organization’s procedures and policies are clearly written out, and written acknowledgement is required, then an organization has the means to protect itself should an employee not adhere to one of the written policies. The same works in the opposing case where if an employee is reprimanded or punished, but followed the policies and procedures properly then they are protected.
In essence, an employee handbook is a useful, irreplaceable tool that is beneficial for both employee and employer. It protects each side from procedures not being followed and sets clear guidelines from how each individual is to perform and conduct themselves in the business environment. Also, it creates a clear identity of what the organization wishes to become and the values that the organization holds in the highest regard and what it finds important to help create a sense of unity among employees.
However, the employee handbook is not to be mistaken with the employment manual. The employee handbook is a simpler tool that’s intended audience is the employee. Written in a plainer and less complex form so that it is easy to understand and digest. The employment manual gives each policy with its entire procedure structure, it is much more complex. The employee manual is intended to only be used when needing the steps to follow a policy that is perhaps uncommonly used. Go to the employment manual link from our services to learn more.
Along with the employee handbook, the employment manual is a tool that outlines policies and procedures, but there are vast differences that make up the two. To learn more about an employee handbook, go to the link on our services page.
An employment manual differs from an employee handbook in many ways; it is more complex, more detailed, and often times only used when trying to complete uncommon tasks that require explicit and detailed instruction. Since the employment manual normally has specified directions for more complex tasks and duties that require tremendous amounts of detail.
Employment manuals are a great way for a business to guide new employees in completing tasks that will one day become second nature, as well as guide experienced employees in completing the same tasks if they require a refreshment of their knowledge. These employment manuals protect the employer from any employees underperforming or not completing tasks properly. Also, it means that if an employee completes a task improperly or incompletely then the organization can go back to the employment manual.
In the employment manual is also the policies that employees are meant to conduct themselves with. Aside from the employee handbook, the employment manual is meant to provide the legal vocabulary that is used to protect the employer from misconduct. The employment manual should be something that is created by human resource professionals and in some cases some legal review is suggested to be sure that there are no missed items or scenarios.
The Workforce Consultants are human resource professionals that can help any business create their own employment manual and provide the requirements needed to protect your business. Please contact us today to learn more about how we can help your business create an employment manual that will gives your employees the tools they need to be successful and to guard your business from missed policy execution.
Human Resources Policies and Procedures
Human resources policies and procedures are used as guidelines when human resource professionals are trying to implement new aspects to the organization. The purpose of having human resources policies and procedures is to set out how human resources professionals can implement the organization’s values and personality into each of the policies. These types of police and procedures are meant to help human resource professionals in creating effective and equitable policies for the rest of the organization.
Human resource policies and procedures can cover a variety of different topics ranging from recruitment, promotion, compensation, all the way to training. Depending on the organization and their values they may choose to include certain aspects into each individual policy, so when designing human resource policies and procedures it is imperative that the organization set out how human resource professionals are meant to create future policies and procedures for the rest of the company and include the company’s identity and values into them.
In short, human resource policies and procedures are set out by an organization to pave the way from how human resource professionals create future policies that reflect the company and what they stand for in terms of employment practices.
Some reasons why human resource policies and procedures are important to have would include that it keeps the organization consistent with the treatment of its employees, making sure that it is fair and equitable at all times. With this also comes the outcome of having management have predictable decision making and consequences.
Finally, these human resource policies and procedures protect the organizations and the employees from any mistreatment or wrongful claims. Due to the nature of the policies and procedures set out by human resource professionals they are meant to be fair to both sides of the employment agreement and thus have the best intention for both employee and employer.