Personnel Policy
Personnel policy denotes the overall course of personnel service, representing a set of standards or a series of laws and norms in the area of personnel work that must be realized and formulated in a certain manner. The aim of personnel policies is to ensure an effective mix of procedures for adjusting and preserving the number and quality of personnel in compliance with the needs of an organization, the criteria of existing law, and the state of the labor market. Personnel policies are not necessarily well-marked and articulated in the context of a text. Regardless of the degree of speech, it exists in every business.
Recruitment
Recruitment is the process of identifying the most suitable and trained employees from among candidates for a vacancy. The basic rules of recruiting imply seven stages. The main ones are carrying out a performance analysis, determination of search methods for candidates, attraction of the best and the most suitable candidates, and an analysis of summaries and personal data. Conducting of interview and carrying out of selection interview, as well as decision-making, are the other duties.
Approaches to Personnel Selection
There are several approaches to personnel selection. They are:
1. Comprehensive assessment center methodology: Implies conductions or tests, discussions, situation analysis, and so forth.
2. The STAR approach: Used for detection of a behavioral response.
3. The "CASE-interview" approach: Makes it possible to comprehensively assess skills and individual personality traits, values, and behaviors of a candidate.
Working Hours
Depending on a specific position, as well as on the legislation, the length of the office hours of the office staff cannot exceed 9 hours. The duration of the working week is also defined by law and is 5 working days (from Monday to Friday) and 2 days off (Saturday and Sunday). In the organizations where the introduction of a five-day working week is inappropriate for working conditions, a six-day working week with one day off can be established. The length of the lunch break also depends on the specifics of the work, but this aspect is also directly related to the legislation. If employees have the opportunity to dine within the organization in which they work (that is, there is a kitchen there), then they would need, on average, 1-1.5 hours. If employees need to leave the place where they work, they can be given about 2 hours.
Equality in Employment
All kinds of decisions concerning employment have to be made excluding any prejudice about race, sex, religion, and so forth. It means that all employees without exclusion can be hired and promoted on the career ladder, as well and trained and benefited. It should also be noted that HR-manager is always the only one that is responsible for following these "rules" of an absolute equality.
Annual Leave and Sick Leave
The right to get paid annual leave is provided by law. The right to get a leave, as well as to a sick leave in case of illness, must always be obtainable by all citizens that are in labor relations with a certain organization for which they work. The average vacation in the United States, for example, is 14 days per year. In European countries, this figure is 25-42 days a year. With hospital sheets, everything is different. An accountant of each company must have strict instructions, suggesting several options for providing a sick list to employees. A lot also depends on the decision of an employee himself. "Sick days" are usually paid by an employer in the amount of 50% to 100%. The number of hospital days is determined by the treating physician.
Promotion on the Career ladder
Promotion on the career ladder is a reward, a kind of approval, recognition of a certain employee's achievements in the form of an award in order to motivate his or her desire to work even better and more efficiently. Hard and productive work must always be rewarded. First, one needs to create an order to encourage employees, where the type of gratitude is indicated. In order for the order to have legal effect, it is necessary to enter the requisites of the company and employees. Also, the order includes the position of the employee, the length of his work in the company, the evaluation of production activities, as well as the motive, basis, and type of encouragement. For the single specific positive labor results achieved for the production of the employee, gratitude is announced with a one-time issuance of the premium. The size of the premium should not be less than 20% of employees' earnings for the period of work during which the output of said products was provided.
Labor Discipline
The violation of labor discipline is considered to be an unlawful act or omission of an employee in the presence of his guilt in any form, which resulted in non-fulfillment or improper performance of his labor obligations established by the employment contract. Labor discipline is the totality of the established by an enterprise certain rules that regulate the corresponding order of work and are mandatory for all employees. Compliance with these rules ensures proper performance of their employment duties, determined by the employment contract, and subsequently the normal operation of the enterprise. The rules of the internal labor regulations stipulate, in particular, that all employees must timely arrive at work and observe the established working time, rationally use it to increase labor productivity, etc. Violation of labor discipline is considered an unlawful action or inaction of an employee in the presence of his or her guilt in any form that caused the non-fulfillment or improper performance of his labor duties, established by the employment contract.
Types of Disciplinary Sanctions
For committing a disciplinary offense, which means, failure to perform or improper performance by an employee due to his or her fault of the duties assigned to him or her, his or her employer has the right to apply the following types of disciplinary sanctions:
- A remark
- A reprimand
- Dismissal on appropriate groundsThe law, charters, and regulations on discipline for certain categories of workers may also provide for other types of disciplinary action. It is not allowed to impose disciplinary sanctions not provided for by federal laws, charters, and discipline provisions.
Leaves at Work
The order of giving leaves at work is determined by the schedule, which usually starts in January. When drawing up schedules, the interests of production, the personal interests of employees, and the possibilities for their rest are taken into account. Development and approval of the schedule are traditionally staffed. It is not excluded that in small enterprises and entrepreneurs, the schedule of holidays is made up by the accounting department. Any schedule can be approved by a company owner in agreement with the elected body of the primary trade union organization, another body authorized by the labor collective. If an employee has unused vacation days for past years, then in the schedule for the current year, it is necessary to provide a period for their provision.The schedule is brought to the attention of all employees. The specific period for granting annual leave within the limits established by the schedule is agreed between an employee and an employer, for which it is obliged in writing to notify the employee about the start date of the holiday no later than 2 weeks before the deadline set by the schedule.
Motivation of Personnel
Motivation is an incentive, an excuse for any action, and an active state of an employee, prompting him or her to take actions aimed at meeting individual or group needs. Motivation of personnel is carried out through management methods. They are: administrative, economic, psychological. Personnel motivation policy should also determine the level and necessity of incentives, which means more perfect are the social and labor relations, the higher is the organizational culture and the quality of the personnel of the enterprise, the less becomes the need for additional stimulation of labor. External stimulation by positive and negative methods is only one aspect of motivation. More effective is motivation that comes from the person himself or herself as a desire to work with high returns and interest in the results of his or her work. It is this human condition that is the true motivation. The main goal of the motivation policy is the creation of constant interest among all categories of employees, not only in the conscientious performance of established job functions but also in providing additional, that is, unplanned by the employer, labor results. Additionally, they imply ensuring the high functionality of the motivation mechanism by rejecting a wide range of used tools and complex methods of distributing basic and additional payments between employees. In addition, they are ensuring the confidentiality of information about the specific size of the basic earnings and most types of additional payments to specific employees.
Observing Labor Discipline
During working hours, employees are obliged to observe the labor discipline established by the company's management. In the rules of the labor schedule, their employer can fix not only measures of encouragement and recovery from employees but also other issues of regulation of labor relations. In particular, these are the issues of using mobile devices for personal needs. Thus, in the rules of internal labor regulations, an organization can set limits on the number of telephone conversations, their duration during working hours. The types of work that cannot be used with a mobile phone can also be specified. For non-compliance with the rules in the company, an employee can be fined.
Protection of Access Regime
The organization of protection of the access regime should ensure that the company is visited only by those employees in which managers are really interested, and their data, reconciled with the documents, is beyond doubt. Some functions of personal protection can be assigned to the secretary. To identify the facts of unauthorized entry into the office, the head can personally seal it, carry out other actions that provide control. During the period when the main working personnel leaves the workplace, the head might include a code lock on the entrance door of an office, the method of opening of which is known only to a narrow circle of specific persons, or an electrical call that is managed at the workplace. When appearing in the office and before leaving work, visual inspection of the premises is necessary. Particular attention should be paid to the selection of the head offices, secretaries, and security premises. It is desirable that, firstly, they are not on the first and last floors and located between those premises that are controlled by the security service, and secondly, in the neighborhood with them, should not be other organizations.
Smoking at Work
The issue of an employer's ability to ban smoking at work is controversial. The law directly follows an employee's right to smoke in specially designated places, and the employer is directly responsible for creating such places. As for the time for smoking, it can be specifically set by the employer for such breaks or any other rest breaks. The time of rest is considered as a period during which employees are free from the performance of their duties and which they can use at their own discretion. Nevertheless, the law does not prohibit smoking completely, and if desired, any top-manager has the right to allow smoking at work, but only in certain or equipped places and only provided that he or she is the owner of the premises and, accordingly, the adjacent territory.
