HR LEC4

8/6/2019 HR LEC4

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HUMAN RESOURCES MANAGEMENT POLICIES AND PROCEDURES

8/6/2019 HR LEC4


At the end of the lesson, you should be able to:

1. Recognize and describe the difference between the HR policies

and HR procedures utilized by employers.

2. Identify the steps managers use to develop HR management

policies and procedures.

3. Understand the importance of seeking legal counsel and/or review

prior to implementing HR policies and procedures.

4. Recognize and appreciate the role advanced technology is

currently playing, and will continue to play, in the process of HR-related policy and procedure development.

5. Recognize the most significant reasons why HR managers must

develop, implement, and maintain effective HR recordkeeping

systems.

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HR POLICIES AND PROCEDURES ACTIVITIES

POLICY AND PROCEDURE DEVELOPMENT

Some examples of the policies to be designed:

� Employee selection criteria

� The accumulation and use of employees¶ vacation time

� Dress and uniform code

� Attendance and tardiness

� Performance evaluation

� Termination

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These procedures would likely to

address a variety of issuesrelated to the policies you

developed, such as:

1. Who is responsible for selecting employees?2. How is employee vacation time accrued and recorded?

3. What are the penalties for dress code violations?

4. Who will record employee absences and tardiness?

5. How frequently will employee performance reviews beundertaken? Who will do them?

6. What written documentation will be required in cases of

employee termination?

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HR POLICIES ± A course of action

selected from alternatives and designed

to guide future decision making.

HR PROCEDURES ± The methods or

steps used to effectively develop and

apply HR policies.

It is important to remember that, to be effective, HR policies must be supported by procedures that,

when followed, ensure fast and consistent

application of the policy.

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HR POLICY AND PROCEDURE RELATIONSHIP

Policies: What We Will Do Procedures: How We Will Do It

1. Select employees 1. Use standardized application

forms.

2. Grant employees paid vacation 2. Record accrued and recorded.

3. Implement employee dress codes 3. Impose consistent penalties for

noncompliance.

4. Monitor attendance and tardiness 4. Record employee arrival and

departure times daily.

5. Conduct performance evaluations 5. Schedule annual employee

reviews and designate thereviewers.

6. Terminate employees 6. Develop standards for

documenting (in writing)

employee terminations.

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HR POLICY AND PROCEDURE DEVELOPMENT AREAS AND

ACTIVITIES

Assigned Area/Activity Requires Policies and

Procedures Related To

1. Staffing the Organization Operational planning and need analysis

RecruitingInterviewing

Selecting

2 . Developing the Staff Employee orientation

Training

Employee development andcareer planning

Managing and implementing

organizational change

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HR POLICY AND PROCEDURE DEVELOPMENT AREAS AND

ACTIVITIES

Assigned Area/Activity Requires Policies and

Procedures Related To

3. Motivating Staff Job design

Employee evaluationCompensation

Employee benefits

Employee recognition

4. Maintaining Staff Employee health

Employee safetyEmployee-related

organizational communications

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Staffing the Organization

The recruitment and selection of employees is probably the

area the most hospitality managers think when they consider

the work of the HR department or the HR manager.

Prior to recruiting and selectingemployees, however, the HR

manager must carefully assess

the operation¶s needs.

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Developing Staff

After new employees are selected, orienting these newemployees to the organization becomes an important HR

function.

Even experienced employees who

need little or virtually no skill trainingwill still need to learn much about

their new employer. Information

about items such as organizational

rules, regulations, and goals of theorganization, department, and work

unit will need to be communicated.

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Motivating Staff ±

The task of motivating employees to

do their best is one of the most stuffed

talked about, and debated of all

HR-related topics.

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Two factors that are commonly agreed to affect worker

motivation:

1. Ability to do a job

2. Willingness to do a job

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Motivational Theorists and

their Theories

1. Abraham Maslow Needs Hierarchy

2. Douglas McGregor Theory X and Theory Y

3. Frederick Herzberg Motivation / Hygiene Theory

4.D

avid McClellandT

hree-Need ( A

chievement,affiliation, and power) Theory

5. Victor Vroom Expectancy Theory

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Maintaining Staff ±

Even the best teams require regular maintenance and care.

Policies and procedures related

to the maintenance of employeesinclude those that help encourage

quality workers to stay with the

organization.

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Employee Assistance Program ±

The term used to describe a variety

of employer-initiated efforts to assist

employees in the areas of family

concerns, legal issues, financialmatters, and health maintenance.

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Six-Step Policy and Procedure Development Process

Step Rationale

1. Identify the HR issue to be addressed Policies and procedures

typically are developed to

address an important issue,

developed to address an

important issue, establish astandard, or solve an

identifiable problem.

2. Consider on-site factors affecting

implementation Internal factors directly

affecting the development

of the policy or procedures

are considered next.

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3. Consider off-site factors affecting

implementation Off-site factors that may need tobe considered in the policy and

procedure development process

include overriding chain of

franchise policies, local labor-

related legislation, and competitor policies.

4. Draft policy and procedures and

submit for (legal) review After a policy and the procedures

required to implement it have been

drafted. It is always a good idea tohave the draft examined by a

qualified legal expert. This step is

important in helping to reduce

potential litigation directly related to

the policy.

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5. Develop related documentation

and recordkeeping requirements After a legal review has been

undertaken and completed,managers will develop the

recordkeeping procedures needed to

ensure the consistent application of

the policy, as well as the ability to

prove it has indeed been appliedconsistently.

6. Communicate finalized policy and

procedures to affected parties HR policies and procedures that have

not been adequately communicated

to those affected are difficult or mayeven be impossible to enforce. The

final step in policy development and

implementation is the policy¶s clear

and timely communication to all

affected parties, as well as thedocumentation of that communication.

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HR LEC4

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