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Human Resources Management Standards By Community Foundation of Canada, An IBPSA Resource
HUMAN RESOURCE MANAGEMENT STANDARDS
The discipline of Human Resources is one of the most important aspects of a company. If there is not good direction for the Staff then it is hard to achieve a common goal. It is important that a good HR Manual cover everything from minimum Legal Standards to Organizational Value Promotion. The following outline will give you direction on setting or tweaking your program. The intent of HR Management policies and standards is to create a workplace where: • It can be assured that minimum legal require ments are being met. • Best practices appropriate to the organization can be documented and implemented. • Management decisions and actions are con sistent. • Employees and the organization are protected from the pressures of expediency (conve nience). • The organizations values are promoted.
1. HR Management Policy Framework
a. HR Management policies are formalized and documented. Policies should include those issues that stipulate the work requirements and actions of employees. These policies should include: i. Employment Policies, Recruitment and Hiring ii. Non-Discrimination Clause iii. Age and Citizenship Requirements iv. Orientation and Training v. Probationary Period vi. Employee Performance and Evaluation vii. Work Schedules viii. Standards of Conduct ix. Customer and Team Practices, Service and Care (including handling complaints) x. Telephone Courtesy xi. Management and Employee Relations xii. Team Meetings, Teamwork, and Communica tion xiii. Employee Benefits
xiv. Health and Safety xv. Facility Policies and Practices xvi. Accidents and Emergencies b.HR Management policies comply with employment, workplace health and safety, and other requirements as applicable in the city, county, state, and country in which the organization operates. c.HR Management policies are reviewed on a regular basis and revised if necessary.
Adapted with permission from Community Foundations of Canada © hrcouncil.ca. All rights reserved, 2016.
2. Hiring Processes
a.A job description is completed for all positions. b.Recruitment is through an objective and consistent process. c.Selection criteria are established and documented. d.Letter of employment is given to all incoming employees. e.All new employees receive orientation as it relates to the position and the organization. f. Plans are maintained to address any potential key employee turnover.
3. Employee Management
a.Managers and Supervisors are provided with oppor tunities to develop their leadership skills. b.All employees have a work plan and performance objectives that identify the tasks/activities and expected results for future performance. c.The performance of each employee is fairly assessed, at least annually, at the end of the work plan or performance period.
4. Organizational Employment Standards
a.The organization is committed to providing a safe work environment. b.The organization is committed to supporting employee work/life balance. c.The organization ensures a work environment free of harassment. d. The organization is committed to promoting an inclusive workplace. e. The organization has established procedures and informed employees with regard to how to resolve conflicts within the organization.
5. Employee Training and Development
a. Every employee’s training and development needs are reviewed at least annually and a plan estab lished to address any gaps/de ciencies. b. During the development of the annual budget, consideration is given to including appropriate resources to fund employee training and develop ment.
6. HR Planning
needs resulting in a plan to address those needs. b. Critical positions in the organization are identi ed and succession plans are established to address any potential gaps.
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