The Disruptive HR

Ask any HR and they would tell you that employee discipline, particularly adhering to set policies and procedures, is the most challenging part of their work. What some people fail to realize is that, there are ways these can be avoided, or, at least, the headache lessened. So let's start with the most important one. What Should We Include In Our Code of Conduct? For some HR, the easy answer would be to get a copy off the internet, or from colleagues who have already done their own. What happens, however, is that, the organization is left with a Code of Conduct that may sound foreign to both HR and to the employees. So what's the best way to go about this, and what should we include? What are the common behavioral problems that you encounter in your company that can be addressed by a disciplinary action? Start with those since your Code of Conduct and grievance process should help in preventing or correcting these behaviors. What are your company values? Your "non-

One of the major activity that an HR Professional has to spearhead in a company is the completion and issuance of the Employee Handbook. Most of the time, this happens when the company is just starting. The question now is, what should be included in the Employee Handbook? In coming up with the Employee Handbook, an HR Professional has to keep in mind that the handbook should contain the basic things that could influence the company’s day-to-day operations. This can be done by preparing an outline of what these “basic things” are, some of which could be: Company Details (Name, Founding Date, Milestones, History/ Timeline, Mission/ Vision, Culture and Philosophy) Founders and their profile. You can also choose to include the board of directors Names of the Division Heads and/ or Company Managers as well as a short profile Description of the company’s main products and services Basic Office Procedures (Payroll Procedures, Separation/Resignation Procedures, New Hire Procedures, Wo