How Do You Develop A HR Policy

Key Takeaways

[Music] hello there and welcome back my name is Cynthia the communication and events manager at corporate Staffing services and I am joined by paminus and we're going to be speaking about how you can develop a HR policy uh caribou and I wanted you to start us off by telling us the importance of a HR policy in any organization so a HR policy is a very important document and for these three reasons number once it governs the relationship between an employer and an employee so think about it like a constitution that's like the same way the Republic of Kenya you have our constitution that's the work of the HR policy so apart from governing the relationship between the employer and the employee the HR policy it also outrides some aspect of the labor laws that the employer and the employee need to be compliant so remember again apart from there's a third party to the relationship between the employer and the employee and the third party is the government so the government has come up with the labor laws that we need to adhere to and it's for both parties it's not only applicable to the employer it's also not just applicable to the employee so a HR policy then what you can do you can pick on the important aspects or the things that you feel that you need to emphasize and have them in your HR policy yeah the other thing that is important in a HR policy is that a HR policy is also able to communicate the management or leadership wishes for example when it comes to the Employment Act the employment access an employee is supposed to work six days in a week and take a rest one day so it doesn't say that you are on Monday Tuesday or Wednesday or Thursday so management can say for us we work from Monday up to Friday we don't work on Saturday or they can say also in terms of reporting hours as we report at eight we leave at five so there are some aspects which are left now to the employer and then the employer is able to have them documented in a HR policy so in a nutshell I would say that's the work of the HR policy number one to govern the relationship between the employer and the employee number two to outline some aspects of the rebelos and number three is to be able to communicate the management wishes and also when you're talking about the labor laws the low events there are some aspects of the HR policy that the law requires you to have for example if you have a certain number of staff you're supposed to have a sexual harassment policy I think it's 20 or 25 employees that's something I can confirm then there's also the occupational safety and health so as you can see there are some key requirements yeah that indeed you may not have all the other areas of HR policy but if you have this number of Staff you must ensure that you have a sexual harassment policy and then also in terms of safety yeah so factors that you've mentioned considered how do you develop now a HR policy so I'll I'll look I'll share with you the best practices what do you need to look at now when you're coming up in the HR policy number one the first thing you need to adhere to is the labor laws why because your HR policy cannot go Contra to the levels for example the minimum leave days as of today is 21 days so you can't give your staff 16 days if it's maternity you find it's 90 calendar days you can't say now you you as you'll be going 60 because they're very hard working paternity you know the loop also provides so the thing you can do is when it comes to the labor laws the much you can do is enhanced so for example and you I'm sure you've seen this with other companies so where is the low the annual leave a minimum of 21 days some companies do 30 days so so long as it's a benefit to the employee and you're not going against the law you can have that in your HR policy you can enhance yeah so that's number one to pay attention to the labor laws number two is to look at management wishes so like I said different organizations I mean there's a way they would want to run their company and that is why it helps to customize your HR policy as opposed to going online and picking a draft and you know launching it as your own HR policy yeah so management wishes like I said time reporting Time dress code some transport how do we deal with allow allowance if you are sick how do you communicate all those kind of things now so they convert it from one organization to to another the third thing is what I would call best practices in the industry or sector because you also can't go Contra you can go opposite what your peers are doing because you're in compensation for talent you know in the same sector I'll give you an example if it comes to ngos most ngos they don't know how concility yeah so you'd imagine now if you have a HR policy that says oh Saturdays are working day for us you report at nine you leave at 4 pm you're going to lose out on talent because people who worked in the ngu space they expect either to work until Friday and sometimes they find especially for international ngos they lack even Friday half day yeah so it's to look at the best practices and ensure that you're more or less fitting in with your industry or sector and the last one to consider is obviously the employee wishes and if they're unionizable the trade Union Yes because these are key parties to to the relationship so it will be good also to factor there um their their input get to here what are they looking for what are their suggestions yeah so that way if you look at those four things you'll be good to go yeah because most people just copy and paste yeah yeah it's a bit sad because it's such an important document and nowadays it's a risk because again just like you were discussing on the employment contract whatever you put there is binding and it's you it's not the employee who developed the policy it is you so I found scenarios where someone a HR came they got the HR policy they just changed the name so instead of this company they put corporate stuff in and then they start signed so again at the time of exit when there's a fight you know that's when we get to know people's True Colors someone goes to the hijab police and say oh one of the benefit is you're supposed to do a BCD yeah but you didn't give me the company when does when did you start doing that they've never done that but it's in the HR policy it's silent yeah so you have to when if it's such a it's if it's in such a document you don't have an option yeah yeah the other instance is where you find things like disciplinary process differently and as I mean the real and SMU would handle disciplinary process it's a bit different from government it's also very different from a multinational well the outcome should be the same in the sense that you want to take this employee through a due process however you find it's it's very different yeah there are many things you can do to arrive at the same goal but if you are not careful if you just copy your friend you may end up losing yeah yeah so leading me to ask how now can CSS help employers avoid these mistakes so how we engage employers number one is to meet with them one-on-one get to understand their pain points for example why why do you want to come up in the HR policy yeah what are you trying to cure then from there is to advise them based on your size based on your industry sector this is what you've seen work you know this is what you need to have this is how your table of content you look like yes yeah and then from there then we develop a policy for them and the way we go about it is by segment you sent to using there you tell you okay review this does it make sense yeah you put a tick then we move to the next the next until we are done and then when you are done uh we launch it now to the entire organization or to the management so this will involve some form of training you know to bring the team up to speed yeah and then from there we launch it because the HR policy is is can only be varied if the employee has signed and say alone they consent to this and they actually they understand the cons the content and the consent to this yeah it's as simple as that so if you're watching this video and uh you're thinking about either upgrading your current HR policy or you don't want an expert to have a look at it then please reach out and we'll be able to be of assistance yeah yeah thank you so much for your time and thank you for watching and following up what prominence has said we have left a link with more information in the description box where you can find out more about this service and find out how you can reach out to us thank you and we'll see you in the next video [Music]