What are the basics of Human Resource Management? Recruitment & selection, performance management, learning & development, succession planning, compensation and benefits, Human Resources Information Systems, and HR data and analytics are considered cornerstones of effective HRM.

10 Basic Employee Training Principles

• #1 – Train Every Day.
• #2 – Create Learning Objectives.
• #3 – Address Skills Gaps.
• #4 – Deliver a Consistent Message.
• #5 – Blend Learning Methodologies.
• #6 – Create Custom Learning Paths.
• #7 – Evaluate Comprehension.
• #8 – Streamline Administration.

The field of human resources management is greatly influenced and shaped by state and federal employment legislation. Indeed, regulations and laws govern all aspects of human resource management, including recruitment, placement, development, and compensation areas.

In general HR Polices should respect human dignity and personal integrity, ensure fair treatment for all, irrespective of caste, creed, or colour, and offer reasonable social and economic security to employees. Policies do not include detailed statements describing specifically how the policy is to be implemented.

HR Policies – 6 Important Types: Originated, Appealed, Imposed, General, Specific and Written Policies and Implied Policies.

The following three important HR policy types to consider may also appear in the employee handbook for employee reference.

• Conduct Policies. HR policies that address employee conduct define “appropriate workplace behavior” for employees.
• Safety Policies.
• Disciplinary and Termination Policies.

Here are some examples of common workplace policies that could assist your workplace:

• code of conduct.
• recruitment policy.
• internet and email policy.
• mobile phone policy.
• non-smoking policy.
• drug and alcohol policy.
• health and safety policy.
• anti-discrimination and harassment policy.

Workplace Policies:

• At-will employment.
• Anti-harassment and non-discrimination.
• Employment classifications.
• Leave and time off benefits.
• Meal and break periods.
• Timekeeping and pay.
• Safety and health.
• Employee conduct, attendance and punctuality.

How to Develop Policies and Procedures

1. Identify need. Policies can be developed:
2. Identify who will take lead responsibility.
3. Gather information.
4. Draft policy.
5. Consult with appropriate stakeholders.
6. Finalise / approve policy.
7. Consider whether procedures are required.
8. Implement.

These are agenda building, formulation, adoption, implementation, evaluation, and termination.

According to Master Control, a standard operating procedure (SOP) template is a document used to describe an SOP in a company. Usually, it is written in a step-by-step format highlighting various aspects that make the company distinct and unique from the rest.

Howlett and Ramesh’s model identifies five stages: agenda setting, policy formulation, adoption (or decision making), implementation and evaluation. Let us briefly examine each of these stages.

Issue Identification and Agenda Building. The first step of the policy process involves issues being turned into agenda items for policymaking bodies.

“’Agenda setting,’ that is, deciding what is to be decided, is the first critical step in the policymaking process.” Think of all the conditions that existed for many years that remained “non- issues,” that is, they were not identified as problems for governments’ consid- eration.

Policies provide guidance, consistency, accountability, efficiency, and clarity on how an organization operates. This offers members of the co-operatives guidelines and principles to follow.

Policies and procedures are an essential part of any organization. Together, policies and procedures provide a roadmap for day-to-day operations. They ensure compliance with laws and regulations, give guidance for decision-making, and streamline internal processes.

A policy is a set of general guidelines that outline the organization’s plan for tackling an issue. A procedure explains a specific action plan for carrying out a policy. Procedures tells employees how to deal with a situation and when.