HR Policy Research Paper

HR Policy
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HR Policy
The human resources (HR) department in any organization often publishes a uniform set of rules by which every staff member working in that organization has to adhere to. The human resources policies usually cover when and how staff members are paid, company dress code, benefit eligibility, attendance expectations, and disciplinary policies. Business organizations need to have explicitly defined and written HR policies for setting out workplace standards which could be enforced consistently (Rao & Krishna, 2015). Human resources policies ensure that every member of staff follows the rules and that managers enforce them consistently. This helps in eliminating perceived favoritism and discriminatory treatment by demanding that a pre-established chain of punitive actions be followed in case of an infringement of a HR policy. This research paper provides a rationale for the substance and nature of four selected distinct Human Resources (HR) policies: dress code, code of conduct, benefits, and harassment.
Dress code HR policy
HR dress code policy is important considering that how employees in the company dress could have a direct impact on how they appear and how successful they are at their work tasks. The appearance of the company’s workers is a reflection of the company and its work environment. Workers are the face which the business organization shows to the public. The workers should present a professional, businesslike appearance to the company’s customers, visitors and clients. The HR dress code policy exemplifies the image the company wishes to portray (Zager, 2013). Having this policy is a good way for the company to ensure that its members of staff look professional to clients and customers, over and above helping to avoid claims of harassment and disciplinary problems. Workplace clothing has to be clean, neat and appropriate for the work task that is being carried out as well as for the setting wherein the work task is done (Deschenaux, 2012).
The HR dress code policy ensures that all employees wear clothing that is consistent with meeting the customer expectations. The attire should convey the company’s commitment to quality in its services and/or products. Furthermore, through the attire, the employee should be respectful of other workers and project a professional image. Other business-related reasons for executing attire guidelines in the place of work are: to foster a positive working environment and prevent distractions as a result of inappropriate or provocative attire; to create or present an identifiable or professional appearance for clients and the public; and to ensure safety while working (Brown, 2010). Specifying the kind of allowed eye wear, prohibiting dangling jewelry, and requiring workers to wear closed-toe shoes could lead to fewer injuries around the office and has to be included in an HR dress code policy.
All in all, the HR dress code policy spells out rules which have a sound basis in operating an efficient and safe place of work. Safety is a major area of primary concern. The firm could be held answerable for not requiring its staff members to wear safety glasses, shoes, helmets or any other special attire needed to protect them from accidents in the place of work (Deschenaux, 2012). Where issues of safety are involved, the company should have a policy in place and make sure that every worker is aware of the policy. Consequences for infringement of safety-related dress codes would also be specified.
Even if the day requires employees to wear casual clothing, they are expected to dress in an appropriate fashion; they should use good judgment in the clothing they choose. Clothing might vary by location, office, or department. Examples of appropriate business clothing for men include dress sweaters, collared dress shirts or polo-style shirts, socks, and trousers. For women, examples include sweaters or blouses, skirts, dresses, and slacks. Examples of attires that are not appropriate include sundresses; shorts, exercise wear, lycra, sweatpants, leggings; jogging suits, sweatshirts or T-shirts; short skirts; athletic shoes, sneakers; and a top which leaves a bare midriff (Zager, 2013). The HR dress code policy also prohibits its staff members from wearing flip-flops, muscle shirts, tight-fitting clothes, short skirts, and jeans. The company has the flexibility of having a dress code which is business-related, promotes the image needs of the company, and comports with the wishes of clients. The dress code is gender neutral and does not get into particular types of clothes that would distinguish between males and females. The dress code is explained in the orientation to new hires, and in case the dress code is changed, every employee is informed of the changes. When drafting the dress code policy, input from employees is included and has to be approved by company’s board of directors. Furthermore, different cultures in the place of work are considered when drafting it.
Code of Conduct HR policy
The rationale of this code of conduct is essentially to help members of staff to know what is actually expected of them. The code is aimed at providing an understandable framework within which staff members are expected to conduct themselves and it specifies the company’s expectations and guiding principles for proper behavior in the workplace. The firm strives to sustain a work environment for its employees in which integrity, honesty and respect for fellow workers and the company’s clients/customers are continually reflected in personal behavior as well as standards of conduct (Lieber, 2010).
The code of conduct applies to everybody who works in the company. Good conduct helps in promoting good relations with clients and customers. It also helps in protecting an employee and his/her colleagues, for instance by not leaving people open to legal action or criticism. In essence, this HR code of conduct policy is provided to all employees so that they recognize what is expected of them and are treated in a fair way. Every worker is a trusted and valued employee and therefore it is critical that they recognize how significant it is to comply with the standards of conduct spelt out in the code of conduct bearing in mind that a breach of these standards can result in disciplinary action (Allen, 2014). Repeated violations or a serious violation can even result in dismissal from the company.
All in all, the HR code of conduct policy lists forbidden behaviors or actions, for instance bringing weapons to the place of work or the usage of threatening or obscene language, in addition to the penalty for participating in these actions. This code of conduct HR policy aligns with the company’s mission and culture, and State employment laws to set workplace standards. It is worth mentioning that the code of conduct is designed with consideration for the company’s values, the customers or clients the company works with, and the service the company provides. The code is driven by the fact that the work environment and reputation of the organization are based on the conducts and actions of the workers (Lieber, 2010). It gives emphasis to the usage of good judgment and provides guidelines for acceptable behavior. Furthermore, the code of conduct requires adherence to all rele...