Assignment Objectives: Understand the components of the employee handbook. Devel

Question

Assignment Objectives:

Understand the components of the employee handbook.  

Develop succession plans.

Purpose: This assignment will help you understand how organizations HRIS to develop succession plans and the importance of the employee handbook to the HR professional.     

Assignment Description:

Part I: You are one of the HR Managers for Fin & Associates. The firm is working on developing an employee handbook and has assigned different managers to work on different sections of the handbook. You were tasked with creating and developing the recruitment and selection section of the employee handbook. The HR Director has asked that you conduct research, and draft this section of the handbook, being certain to include:

A statement of nondiscrimination;

The firm’s policy on policy on Equal Employment Opportunity;

The firm’s policy on the internal applicant process;

The policy on the external applicant process;

The policy on selecting new employees; and

A nepotism statement.

Part II: The HR Director has once again given you the task of working on another important project. One of the Vice Presidents of HR will be retiring in eight months.  The HR Director would like you to create and develop a succession plan to be implemented to replace this vice president. As part of the succession plan, you are to:

Create appropriate recommendations for the HR Director on the process of searching for and selecting a new vice president of HR. You must include a rationale for each recommendation.

Identify and analyze the competitive advantages gained through this job and filling the impending vacancy.

Points: 40

Explanation / Answer

EMPLOYEE HANDBOOK

An employee handbook is a manual that is given to the employees. It consists of the policies and procedures of the organization. The purpose of the handbook is to educate employees regarding the policies that affect the work, pay and other benefits of the organization.

RECRUITMENT AND SELECTION

CONTENTS

The Non-discrimination policy help not to discriminate employees on the basis of religion, color, creed, gender, national origin, marital status, sexual orientation etc.

Policy brief and Purpose

The purpose of Non discriminate policy is to identify the right talents irrespective of possible discrimination factors like religion, creed, gender, sexual orientation, marital status, national origin etc. This helps the firm to establish an inclusive and welcoming environment to all the employees and other external stakeholders.

Scope

This policy ensures not to discriminate employees and to take necessary actions against discrimination in all the stages of recruitment, compensation and pay structure, promotions and upgradations, terminations and other stages of employment where a potential candidate and employee will not be subjected to discriminations on the basis of age, race, gender, national origin, disability etc.

Policy brief and purpose

The equal opportunity policy expresses the company’s commitment to promote equality and conduct its business according to principles of social justice, respect and freedom of expression when dealing with diversity in the workplace.

Scope

The equal opportunities policy applies to all prospective or current employees of the company, as well as contractors and visitors, who are vulnerable to discriminatory treatment due to certain individual characteristics.

Policy elements

Discrimination can refer to different forms of diversity including gender, sexual orientation, ethnicity, religion, age, disability, medical history, marital status.

Policy brief and purpose

The internal applicant process policy helps the company to fill the positions from the existing employees who possess the required skills and qualifications. The policy enables the employees to upgrade themselves and get promoted.

Scope

This policy applies to all the departments and employees of the organization.

Accountability

The department heads are responsible for identifying the shortage of employees, the skills and experience required for each position.

Human Resources of the company is accountable for filling the open positions of various departments.

POLICY ELEMENTS

Transfer

Moving an employee to a new position, department or location at the same level within the organization.

Promotion

Moving an employee to a new position, department or location at a higher level within the organization.

Demotion

Moving an employee to a new position, department or location at a lower level in the organization.

PROCESS

The hiring team shall identify open positions in each department with the help of department heads.

They shall determine whether to fill the position from within the organization (internally) or externally.

If the decision to fill the position is through internal recruitment, the supervisor of the open position shall consider employees within the departments who meets the requirements of the open position or by reorganizing the work of the department.

If the supervisor couldn’t find a suitable employee within the department, he/she shall consult their immediate supervisor to find a suitable employee within the division or organization. If no suitable employees could be found internally, the supervisor shall report it to the human resource department to recruit an external candidate for the open position.

Policy brief and purpose

This policy is intended to attract and select external job applicants. The policy ensures an effective hiring process for the recruiters.

Scope of the policy

This policy is applicable to all employees who are involved in the recruitment process of the organization.

Policy elements and process

5. NEPOSTISM STATEMENT

Policy brief and purpose

The purpose of nepotism policy is to prevent friends and relatives from working in the same company and departments. It prevents favoritism towards the candidates who are related to the employees.

Any personal employee relationship covered by the policy regardless of the position shall not be allowed to be part of the organization, as it is perceived to create disruption in the work environment.

Scope of the policy

This policy is applicable to recruitment, promotion and transfer of employees.

Procedure

If any case of nepotism is found in the organization, it shall be immediately reported to the head of human resources and the organization. It shall be corrected immediately by transferring one of the employees to another department or division to prevent potential conflicts.

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