Human Resource Policy Project. Management Research Paper

Human Resource Policy Project
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Human Resource Policy Project
Abstract
Human resource policy is formal rules and guidelines used by businesses to hire, reward, train, and assess employees. A workforce policy manual is crucial to a company's operations. Communicating the company's policies keeps the employees well guided and informed. It protects the employees from unfair termination and the company of lawsuits that will adversely affect the image of the company. By uniformly and effectively implementing the human resource policy manual, there will be a productive, stable, and conducive working environment. Business owners who establish a comprehensive and sound rational resource management policy are better equipped to be successful over the long run than businesses that business owners who handle policy decisions as it arises. Failure to having a well-prepared plan leads to uninformed, inconsistent, and bad decisions that may destroy a business.
The human resource policy contains information on performance improvement, classifications of employees, equal employment opportunity policies, payroll deductions, and many more details on how a business should deal with its day to day activities. Offering employees with a human resource policy can improve their confidence, job satisfaction, morale, and engagement. It also guides them on what is expected of them from their employers. All business owners must adopt a human resource policy as it can help them protect their businesses against legal liabilities (Howlett, Pine, Cahill, Orakçıoğlu, & Fletcher, 2015). This project will address dress code, technology use, code of conduct, and harassment that should be included in every employee’s policy handbook of fifteen to twenty-five employees in the healthcare center.
Dress Code
In a world that is influenced by an interactive media system, the likelihood of people being judged on their dress code is increasing. Dress code can convey information regarding a person without having to meet them. People's dress code has been shown to convey attributes such as intelligence, competence, sociability, and character. Having a dress code or standard for workplace clothing can add uniformity, impartiality, and a professional image; but on the other hand, companies could also be tip-toeing a dangerous line that may lead to discrimination and various lawsuits. If firms do elect to have a dress code, they should implement an appropriate dress code so that their customers, patients, or visitors can quickly identify staff members. As an additional note to the healthcare companies, employees should wear name tags as well as a particular uniform so that the practice has a specific look and feel that correlates with the industry (Carlson, Zivnuska, Harris, Harris, & Carlson, 2016).
Healthcare Professionals and White Coats. Those who work in the healthcare industry are more often be seen wearing white coats. Surgeons dating back into the nineteenth century were the first to dawn them as an aseptic method, with healthcare employees adopting the uniform later in the 1950s. For a small healthcare center, there may be less formality in having employees dawn white service coats, but there should be considered by the staff manager. The manager of small health care of less than twenty-five employees could find the use of white uniforms for his or her staff based on aesthetics alone. Advocates of the white coat policy have long claimed that it makes it easier for patients to identify healthcare professionals (E Karch & Peters, 2017). The white coats lend an air of authority to medical workers that might not exist otherwise. The jackets may add elements of, trustworthiness, the perception of cleanliness, and professional appearance. Many corporations and firms see a link between workplace dress code and workplace benefits such as profitability. Also, studies have supplied evidence suggesting that workplace mode of dressing can influence employee self-perceptions of friendliness, creativity, authority, competence, and customer perception of quality.
Technology Use
The use of technology in the workplace usually falls into two categories: personal technology and work-related technology. With the growth of e-commerce and the application of technological advances for process improvement, companies are turning their attention to more advanced devices, complex machines, and networked products. From a Human Resources Management (HRM) perspective, it becomes a challenge for managers to separate the use of personal technology and work-related technology when formulating policies in an employee policy manual. On the one hand, HR managers may include performance management standards that are coupled with the use of job essential devices; and on the other hand, those same managers may draw up strict rules on the use of personal devices such as smartphones (O’Connor & Schmidt, 2018).
Positive Uses of Technology. Work-related technology and even personal technology may be more manageable for a small company with less than twenty-five employees. Larger companies may be able to benefit more from mobile technology use by accessing cloud computing and HR dashboards, but smaller firms still have access to mobile phone apps that are used by a wide range of professionals. For instance, if one were to look at a low healthcare center with fifteen to twenty-five employees, health care professionals would have access to a vast number of smartphone applications that help with health record maintenance, consulting, communication, patient management, and monitoring, and medical education and training. Also, technology has made it easier to monitor environmental conditions and employees. Small healthcare which allows its employees the benefit of smartphone use, may give their staff access to real-time medication inventories or supply levels.
Policy Manual Recommendation for Technology. Where more substantial companies may need to develop an elaborate plan for mobile technology regulation, a smaller business will want to have a flexible but well-stated policy on the use of personal technology in their employee handbooks. For healthcare, for instance, the manager would want to communicate reasonable standards that are reasonable, reflect the current needs of the employees, and align with the current industry environment. Since the benefits outweigh the risk in the healthcare industry, the same manager could utilize a smartphone policy that allows his or her employees to help customers connect to healthcare providers, drug purchasing channels, and ...