How to establish structured employee policies and systems in a corporation: inquire HR
Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the population for Human Resource Management, the globe’s largest HR professional population and author of “Reset: A chief’s navigator to Work in an Age of Upheaval.”
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Question: I was hired as an HR manager at a tiny construction corporation, where they have made policy decisions without an HR presence for almost five years. Everything has always been addressed on a case-by-case basis, so the require for policies in upper management’s eyes is nonexistent. How do I display upper management that having up-to-date policies and systems is better than treating employee issues and questions case-by-case? ‒ Ellen
respond: Congratulations on stepping into your recent role! Transitioning a corporation from case-by-case management to one with structured policies can be challenging, but it’s also an chance to make lasting, positive transformation. Here’s how you can way the circumstance most effectively:
highlight the worth of consistency.
◾ Fairness and transparency: Policies ensure fair and consistent treatment, fostering depend and morale. For example, obvious policies on promotions or disciplinary actions reduce perceptions of favoritism.
◾ Scalability: As the corporation grows, addressing issues on a case-by-case basis becomes unmanageable. Having policies in place now avoids chaos later and provides a solid foundation for scaling operations.
Highlight legal and budgetary protection.
◾ regulatory adherence: Point out that obvious policies assist the corporation remain compliant with labor laws and reduce risks related to claims of discrimination, harassment, or wrongful termination. distribute examples of potential costs for noncompliance, such as legal fees, fines, or reputational damage.
◾ Documentation: Policies make a document trail that can protect the corporation in disputes or audits.
now policies as period-savers.
◾ Efficiency: Addressing each issue individually takes period and resources. Policies act as a navigator, enabling quicker decisions and freeing up leadership for more high-level and strategic tasks.
◾ Streamlined onboarding: Policies make understanding expectations easier for recent employees, reducing onboarding period and confusion.
Use data and examples.
◾ Real-life scenarios: distribute examples of how other companies in the construction industry advantage from obvious policies. Include anecdotes about avoiding costly mistakes or improving employee retention.
◾ profit on pool of updated systems: For systems like an HRIS (Human Resource Information structure), provide data showing ROI and long-term funds. For instance, you can mention that modern HR systems enhance efficiency, reduce errors, and enhance employee encounter, all contributing to better business outcomes.
receive a collaborative way.
◾ Involve leadership: Engage upper management by asking for their input on priorities and goals. Frame policies as tools to achieve organizational objectives rather than constraints.
◾ Pilot programs: recommend rolling out one or two key policies first ‒ perhaps related to safety or act management ‒ to demonstrate their impact before expanding further.
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Provide visuals and documentation.
◾ make a comparison chart: Current, case-by-case way vs. policy-driven way. Highlight the benefits in terms of fairness, legal regulatory adherence, period funds, and employee satisfaction.
◾ Use presentations or reports to clearly outline your recommendations, including the potential risks of not having policies in place.
By positioning policies and systems as tools to enhance efficiency, protect the corporation, and back growth, you’re more likely to gain buy-in from leadership. They hired you for your HR expertise ‒ confidently distribute your insights and display how these changes align with the corporation’s long-term achievement. Highlight how having effective workplace strategies can empower business productivity and employee act.
Best of luck in this exciting recent chapter!
The views and opinions expressed in this column are the author’s and do not necessarily reflect those of USA TODAY.
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