Human Resources Policies and Guidelines Term Paper

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Human Resources Policies and Guidelines

Policies and Procedures

Recruitment and Selection Procedure

Policy Statement on Recruitment and Selection

The purpose of this recruitment and selection policy is to ensure compliance with UK laws on diversity and equal employment. It will assure that recruitment and selection polices are in alignment with organizational goals and vision. Equality and diversity are underlying components of this policy. This policy will assure that selection procedures are consistent and that they maintain a positive company image.

The Selection and Recruitment Process

The selection and recruitment process will follow a stepwise approach to the creation and fulfillment of any position that is needed within the company. The selection and recruitment manager will obtain permission from the president of the company before creating or filling any position.

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The first step will be to analyze the vacancy and the job position that is needed. A job description will be prepared and a recruitment pack will be prepared. An advertising and recruitment plan will be devised according to the nature of the position needed. Candidate responses will be managed and the top three will be selected for interview. References will be checked and a criminal background check will be conducted. If the results of these two activities are favorable, the candidate will be called in for an interview. The candidate will first interview with someone from the Human Resources department. If the results of the interview are favorable, the candidate will then interview with the person who will be their direct supervisor. The recommendations and results of these two interviews will be forwarded to the President of the company, who will give final approval to hire the candidate.

3.0 Duties and Responsibilities

TOPIC: Term Paper on Human Resources Policies and Guidelines Policies and Assignment

The duties and responsibilities of the human resources department in the recruitment and selection process will be limited to creating the job description, selecting possible candidates, conducting reference and background checks, conducting the first interview and making recommendation to upper management. Middle managers will assist in the hiring process by conducting a second interview and forwarding their recommendations to upper management. Upper manager will have final approval or rejection of any job candidate.

Rationale: The rationale for this selection and recruitment policy is to establish consistent guidelines and procedures. Having consistent policies and procedures in place can help to avoid claims of unfairness and injustice in the hiring process. These procedures assure that UK law and hiring regulations are followed. The main purpose of the recruitment and selection policies and procedures is to make certain that the laws are followed and that risk from tort is reduces.

Equality and Diversity Policy

The Call Center is committed to maintaining a work environment that is positive and supportive for all people. All staff are equally valued and respected. Diversity is valued and the company is committed to providing a fair and equitable workplace regardless of a person's race, creed, religion, color, nationality, or beliefs.

This policy mandates that all employees be treated with dignity and respect that enables them to reach their full potential within the company. No individual shall be discriminated against due to their age, disability, gender preference, marriage, civil partnership, pregnancy, maternity, race, religion, belief, sex or sexual orientation.

If an employee feels that they have been discriminated against, or they have witnessed discrimination against another, they should immediately report the incident to human resources. Human resources has a duty to investigate all cases of alleged discrimination within 24 hours. If a violation has occurred, appropriate disciplinary action will be taken, as appropriate to the severity of the violation. The company takes diversity seriously and any violations will not be tolerated in any way.

Rationale: This equality and discrimination policy is required by law. Having an effective equality and discrimination policy is necessary in order to avoid torts. These policies are difficult to write in a specific manner, or in a manner that covers all circumstances and situations. This policy is considered standard in every business. The policy outlines who is responsible for reporting and the potential consequences of breeches in this policy.

Contract for Employment

Parties to the Contract:

Name and address of Employer

Name and Address of Employee

Place and Physical Location of Employment

Date Employment Began:

Duration of Work: End Date:

Job Title: Normal Hours of Work:

Pay: ____Annually/Hourly/Monthly. Paid by check or Bank Transfer on the 1st day of the next time period worked.

Employment performance will be reviewed annually. Performance review does not guarantee a pay rise.

Holiday Entitlement: The employee will have the following days off with full pay. New Years, Good Friday, Christmas, Boxing Day

Absences: If you are unable to come to work for any reason, you or someone you know must inform the office by 10:00 AM that day. Failure to do so will subject you to disciplinary action.

Termination of Employment: If you wish to terminate your employment for any reason, you are required to give at least two weeks notice in writing to your direct supervisor. Failure to do so will result in forfeiture of any holiday pay, bonuses or other accrued compensation.

Signed on behalf of [Company/Organisation]:

Name: ____Job title: [Job title]

Signed by the employee: I agree to the terms and conditions of this contract, and acknowledge that I have received a copy.

Employee's signature

Rationale: This is a short employment contract. It has all of the necessary sections, but it could contain much more detail than could be provided in this short space (Roydens, 2011).

Disciplinary and Grievance Procedures

Having proper grievance and disciplinary procedures can help provide employees with a forum in which to air their complaints. Fair disciplinary procedures fail to isolate the following briefly outlines the company's disciplinary and grievance procedures.

1. Disciplinary Procedure

Disciplinary procedures will be divided into formal and informal sets. Informal procedures are in accordance with the company's open door policy. In this procedure, the employee will be provided the opportunity to provide input as to what they think should be done about a situation. The person against whom the complaint was launched will have considerable input into the formal disciplinary process.

The formal disciplinary process will be invoked if the informal disciplinary process does not resolve the issue, or if the complaint against the employee involved safety, company property, or a violation of the equality and diversity policy. The first violation of company policies will lead to a written warning and counseling by the human resources department. A second violation of serious nation will lead to a second warning and a warning that a third violation could mean termination or other disciplinary action. If the employee violates company policy a third time, a formal hearing will be scheduled that will include three human resources personnel, the person's direct manager, and the company president. The case will be presented by both sides and an appropriate action will be decided by the disciplinary panel.

2. Appeals

In the event that the complaint remains unresolved or the complainant is not satisfied with they outcome, they may appeal to the human resources department within 10 working days of the final decision. A hearing will be schedules with the same panel as the first hearing. The employee has a right to be accompanied by one other employee or a trade union representative.

3. Grievances

Any employee may bring a grievance against any other employee or their manager. The first step will be to try to resolve the issue between the two parties. A full investigation will be conducted to find the facts of the case. If the issue cannot be resolved between the two parties, than a hearing will be scheduled between the parties the director of human resources and the president of the company. The case will be heard and appropriate actions will be taken as the circumstances warrant.

Rationale: This disciplinary and grievance procedure uses the three strikes and you are out philosophy. The procedures give each party a chance to resolve the issues long before the formal hearing procedure is invoked. The employee has an appeals process in case they are not in agreement with the decisions that are made about them.

Part 2: Case Studies

Case 1 -- Pamela

There are several issues involved in his case. First, regarding the question of regrading her post to a grade 7, as she feels that it is "work of equal value," the final answer might have to be answered by an independent job evaluator (Inbrief, 2011). However, at first glance, it is difficult to consider a job in the it department as equal to one in the engineering department. Engineering involves the design process and requires specialized training that is different from that which is required in the it department. Therefore, it would not appear likely that the two jobs would be determined to be "work of equal value" because they are two entirely different departments. However, it might be noted that if the case were found to have insufficient material factors, then the collective bargaining agreement would… [END OF PREVIEW] . . . READ MORE

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How to Cite "Human Resources Policies and Guidelines" Term Paper in a Bibliography:

APA Style

Human Resources Policies and Guidelines.  (2011, January 21).  Retrieved September 18, 2021, from

MLA Format

"Human Resources Policies and Guidelines."  21 January 2011.  Web.  18 September 2021. <>.

Chicago Style

"Human Resources Policies and Guidelines."  January 21, 2011.  Accessed September 18, 2021.