Values
- Improve the decision-making processes.
- Educate clients and potential customers about what the company is about and clarify the identity of the company.
- Are primary recruiting and retention tools.
- Facilitate behavior change.
- Act as the heart of the corporate culture.
- Act as a workplace game changer.
- Lead to the growth of whole the person.
- Lead to greater onboarding success.
- Improve engagement.
- Increase self-awareness.
Competencies Framework
- Ensures that organization-funded training and professional development activities are cost-effective, goal-oriented and productive.
- Enables employees to achieve a high level of competence in an efficient manner
Records the employee’s acquisition of the skills, knowledge, safety and other procedures relating to each task. - Reduces cost overruns caused by poor performance or miscommunication of job expectations.
- Improves communication between employee and management.
- Increases internal employee mobility, providing the organization with greater ability scale and flex as needed.
- Establishes a framework for constructive feedback by management at scheduled training and performance appraisal intervals.
- Clarifies job standards for performance appraisals.
- Outlines employee development and promotional paths within the organization.
- Sets clear performance expectations for employees, enabling them to make better decisions and work more effectively.
- Gives employees insight into the overall strategy of their team, department, and organization, leading to greater engagement and motivation.
- Enables employees to be more proactive beyond their individual roles, by learning additional competencies that are valued by the organization.
- Provides clear direction for learning new job skills.
- Offers a reference resource for day-to-day requirements.
- Increases the potential for job satisfaction.
- Provides a mechanism for the recognition of employees’ abilities.
- Ensures that individual professional development and training milestones are recorded and acknowledged by the organization.
- Enables employees to achieve a high level of competence in an efficient manner.
- Records the employee’s acquisition of the skills, knowledge, safety and other procedures relating to each task.
Job Analysis
- Provides First Hand Job-Related Information.
- Helps in Creating Right Job-Employee Fit.
- Helps in Establishing Effective Hiring Practices.
- Guides through Performance Evaluation and Appraisal Processes.
- Helps in Analyzing Training & Development Needs.
- Helps in Deciding Compensation Package for a Specific Job.
Job Description
- Helps writing job ads and interview questions.
- Develops new employee orientation.
- Creates training and development specific to the needs of the job.
- Determines compensation and other rewards.
- Manages performance.
Job Evaluation
- Reduces inequalities in salary structure.
- Optimizes specialization.
- Helps in selection of employees.
- Creates Harmonious relationship between employees and manager.
- Maintains standardization.
- Determines the relative value of new jobs.
Grading Structure
- Ensures equal pay.
- Avoids discrimination.
- Creates performance-based system.
- Simplifies pay decisions.
Pay Scale
- Gives the company a system to pay employees consistently.
- Gives the company an opportunity to offer a little more money to get an employee with a stronger background.
- Budgets effectively the labor costs.
- Gives companies a better ability to compare with competing organizations.
Pay Structure
- Provides a salary range to narrow your audience instead of offer a flat rate.
- Saves the time spent in screening out the candidates that the company cannot afford their pay.
- Limits the bargaining power of candidates in discussing their packages.
- Increases the level of pay transparency.
Organization Structure
- Facilitates attainment of objectives through proper coordination of all activities.
- Keeps the conflicts between individuals over jurisdiction to a minimum.
- Eliminates overlapping and duplication of work.
- Decreases likelihood of “runarounds”.
- Facilitates promotions of personnel.
- Aids in wage and salary administration.
- Makes communication is easier at all levels of organizational hierarchy.
- Provides a sound basis for effective planning.
- Results in increased cooperation and a sense of pride among members of the organization.
- Encourages creativity.
- Shows clear reporting structure.
- Helps new employees.
- Helps to manage workload.
- Makes planning easier.
Compensation Policies
- Establishes a sound base for creating job offers professionally.
- Sets employees’ expectations realistically and clearly.
- Defines what the company expects from its employees.
- Clarifies intricate issues that directly affect employees’ careers.
- Provides timely maintenance to company’s systems.
- Regulates and unifies company’s stand concerning sensitive labor issues.
- Keeps employees fairly and competitively compensated.
- Promotes and protects employees’ perception for distributive and procedural justice.
- Links employees’ performance with organizational objectives.
- Rewards and recognize employees’ performance.
- Increases employees’ retention and commitment to the organization.
Benefits Policies
- Increases employees’ rational and emotional engagement.
- Develops employees’ skills.
- Provides employees with fair treatment.
- Encourages employees to exert more efforts.
- Strengthens the bond between the organization from one side and the employees and their families from another side.
- Supports employees when they are in need.
- Plays a significant part in the “Employee Value Proposition” theme.
- Increases employees’ intention to stay.
- Keeps the workforce as stable as possible.
- Decreases employment turnover.
- Keeps workforce healthy, happy, and satisfied.
- Eliminates symptoms of absenteeism, malingering, and tardiness.
- Increases organizational attractiveness for talent across targeted segments.
- Cares for employees’ spiritual needs.
Employee Handbook
- Proves that the employer’s policies are consistent with current employment laws and as evidence of the company’s legitimate employment practices.
- Sets and meets employee expectations.
- Gets employees to behave in a certain way.
- Treats employees consistently.
- “Sells” the benefits the company offers.
- Helps to enforce company policies and gives the employer a basis for employee performance and conduct counseling.
- Gives employees a sense of being a part of something larger.
- Keeps everyone informed about the rules of the workplace.
- Orients employees to the company’s business and values.
- Allows the employer to etch out certain rights it would not otherwise have in dealing with employees and to make certain disclaimers regarding the
- Defines the legal relationship between the employer and the employee.
- Serves as a reference guide for both the employee and the employer, thereby eliminating common misunderstandings and unreasonable employment expectations.
- Informs employees about benefits.
- Summarizes procedures for taking medical leave and requesting accommodation.
- Includes policies against sexual harassment and other forms of discrimination.
- States the employer’s rules and standards.
- Acts as a communication tool in which the employer may state employment expectations and consequences for not meeting those expectations.
- Defines the employment relationship.