Important Hr Policies And Procedures
Deciding which important HR policies and procedures to hold is usually done by copying a generic list. The right set depends on what your people actually do.
A care or disability provider needs professional boundaries, restrictive practices, incident reporting and child or vulnerable person safeguarding well before it needs an expenses policy.
A retail or hospitality business needs pay and rostering clarity, young worker supervision, cash handling and customer aggression.
A field services business needs lone working, driver safety, fatigue and site induction.
An office-based professional services firm needs conduct, conflicts of interest, privacy and information handling above most of the rest.
The common core is small. Conduct, safety, EEO and harassment, privacy, and complaints. Everything after that should follow your own risk assessment rather than a template.
Safe Work Australia covers risk-based duties. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s HR policy templates and risk management system.
The Importance Of HR Management Policies And Procedures
Businesses deploy policies and procedures to provide their employees with insights into how to conduct themselves, whom to contact in case of emergency, how to perform their tasks, etc. Organisations from all industries are required to deploy HR policies by law, and failing to do so can increase non-compliance costs. Human resource management policies and […]
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