Responsible employers know that they must follow certain HR policies and procedures that are essential for their business. Remember that the employees are the biggest expense for your business. Thus, you need to get most from this expensive and valuable resource.
It is your duty as a manager to ensure everything is done correctly. UK HR policies are not only appropriate and legal, but they fit the purpose. In small enterprises, policies and procedures are at the bottom of priorities, or they do not feature at all.
In most businesses, it is the responsibility of employees to have a payroll, secretarial, and office management roles and other duties. This explains why HR function is usually limited to dealing with leavers and starters. A lot of businesses do not know where to start and the right HR procedures and policies they should have to be legally compliant. The following are some HR policies and procedures, which each business should follow.
Job specifications and personal profiles
It is important to ensure that you get the recruitment process correct. In this way, you can hire the right person for the job. This means that you should have written job specifications that adequately describe the job roles. Moreover, you should have a personal profile. The document should describe qualities, experiences, and qualifications to carry out the job as required.
Contracts of employment
Law needs certain conditions and terms of employment in writing. They should be given to employees in two weeks of commencement of their employment. These include main terms and conditions of the employment like paid holidays, collective agreements, payment of overtime, and much more. This document is very important as it directs your employees to other important procedures and policies, which they need to be aware of.
The right policy ought to set out the standards and expectations of work, attitude, and behavior of all new entrants. It should be part of the induction process. The majority of new employees are usually put under the probationary period. This offers you adequate time to assess and offer you additional training.
This is linked to the management of probationary periods. In the real world, it is part of the extension of the policy. It offers a transparent and clear means of dealing with capability or performance issues. It is linked to your dismissal and disciplinary policy since some cases may be of unacceptable performance.