13 - 17 Jan 2025
London (UK)
Hotel : Landmark Office Space - Oxford Street
Cost : 5250 € Euro
Any organization needs certain guidelines to run smoothly. Guidelines are the morals, ethics, protocols, and procedures to follow to achieve the goals of the organization. These guidelines are called HR Policies and Procedures.
Every organization must consider all the small and big aspects of running a business and for that, they must have a specialist team of management and people from different departments in the organization.
How do HR Policies and Procedures benefit an organization Policies and Procedures simply provide guidelines on how what can and what cannot be done in an organization.
It defines and formulates the performance engagement and productivity of employees. It plays a major role in deck decision-making policies that are not government-enforced laws/ regulations however, their foundation touches the laws.
This Training course will empower you to create HR Policies and Procedures. Policies are defined as the goals, morals, objectives, benefits, disciplines, and compliance at the workplace. Whereas Procedures are defined as the way things must take place; the protocol to follow to perform a task or activity.
By the end of the HR Policies and Procedures Course, the participants of this course will be able to:
Define Policies and Procedures
Differentiate between Policies and Procedures
Explain the importance of Policies and Procedures
Abide by the Code of Conduct, the acceptable behavior standards
Build and understand the SOP (Standard Operating Procedures)
Define the roles and responsibilities of employees in various departments
Justify how the Policies and Procedures help employees safeguard their self-respect
Give equal opportunities to all employees
Manage employees in different departments by best serving their individual goals and aspirations
Help align personal goals to organizational goals for a mutual win-win, preventing despair
Learn to bridge the communication gap between the management and the employees
Reframe policies to match the current needs of another workforce pre-emptively
Create a conducive environment for employee happiness
Set examples by rewarding the right behaviors to reinforce concurrence
Learn and understand the guidelines set for the employees, supervisors, and managers
Know all the policies and comply with all the laws and regulations of the organization
Policies and procedures will help employees to have real-time expectations from the organization
Have a better understanding of the guidelines and would be able to make appropriate decisions in unanticipated circumstances
Have clarity on what action must take place in a situation under what policy
Be well informed of the consequences of each action
Set policies and Procedures that would help the employees to work rapidly and confidently
Have a better understanding of corporate culture and values
Know your rights leading to empowerment
Leaders and Managers
HR personnel
Line Managers
Policymakers
OD Consultants
Independent consultants
Individuals
corporate professionals managing people in the business
Day 1:
Introduction of Policies and Procedures
What is Policy and its Procedures?
Difference between Policies and Procedures
Benefits of Policies and Procedures
Importance of Policies and Procedures
Types of Policies
Recruiting and hiring Policies
Code of Conduct and Sexual Harassment Policies
Safety and Health Administration Policies
Disciplinary and Termination Policies
Drug and Alcohol Policy
Leave Policy
Privacy Policy (etc.)
Day 2:
Identifying areas where HR Policies are required
Compensation and Benefits
Employee Relations
Health and Safety
Training and Development
Maternity, Parental, and Adoption Leaves
Privacy (Data, etc.)
Performance Management
Code of Conduct
Discrimination and Harassment
Recruitment
Effectively making the HR Policies
Targeting the values and morals of the organization
Making specific and clear HR policies
HR Policies should be within the government-approved framework
Consider the global regulations in case of presence across the globe
Making employee-oriented policies
Clearly define policies for permanent and contract employees
Day 3
Developing Policies
Identify the need for new policies
Identifying the gaps that affect the decisions in a department
Ensuring the organization follows the law
Anticipating the achievements of the policies
Anticipate impediments and ways to address them
Policies should be easy to implement
Consulting the senior management
Developing Procedures
Defining and understanding the processes and aligning procedures
Building the process
Making SOPs (Standard Operating Procedures)
Using Flowcharts and other tools/ formats
Developing effective and detailed procedures
Considering all the aspects of the process
Day 4
Drafting the Policy
Language should be simple and positive
Avoiding Jargons
Policies should be flexible and unbiased
Specify to whom does the policy apply to/ who is excluded
Policies should communicate the purpose
Share the references for the policies
Must have the date the policies come into effect
Updated dates in case of amends made
Reviewing the Policies
Taking feedback from the people involved in the process of making the Policies and procedures
Testing the policies on a group of employees and managers before implementing them at an organizational level
Analyze if the policies achieve the desired goals
Day 5
Evaluating the regulatory impact of policies
Involve a qualified legal professional for feedback
Review and study the likes of your organization to prevent any gaps/ flaws
Keep abreast with changing laws and implications that might impact your policies and employees in the long run
Facilitate audits to assess the relevance of policies in the changing environment
Keep employees informed about any amends/updates to prevent distrust