HR Policy Manual Research Paper

2584 Words11 Pages
Human Resources Policy Research Paper
Liberty University
Rebecca Craighead

Abstract All companies must develop, identify, and utilize appropriate human resource policies. These policies are a vital part of running any business. However, it is imperative that each company understands that their human resource functions must be created to meet the unique needs of that company and therefore cannot be lumped together into one tactic. Each company is different based on their size and the nature of their business which requires applicable human resource tactics based on the needs of each individual company. This paper is written to discuss the important aspects of a human resource policy for a small business of 15 to 20 employees.
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(Richards, 2014) These processes also offer a more cost friendly option because it will result in reduced costs in the area of turnover, new employee recruitment, candidate selection, employee hiring, and productivity procedures. (Gómez-Mejía, Balkin, & Cardy, 2012) Even after the selection and hiring of staff members, the company still must ensure appropriate action is taken when it comes to employee transfers, promotions and maintaining secure and confidential records of such procedures. Human resource records, also known as personnel files, are a great tool to have when ensuring appropriate transfer and promotions decisions are being made. Personnel records should be made for every employee in order to store information such as performance evaluations, pay changes, disciplinary actions and trainings. (Gómez-Mejía, Balkin, & Cardy, 2012) Employee processes help to create a strong workforce, improve performance, and reduce expenses which makes these processes a very important part of human resource policy because they necessitate compliance with both employment laws and regulations. When human resource laws are violated by a company, the organization can incur serious financial liabilities as well as issues with public relations both of which negatively impact the company. (Gómez-Mejía, Balkin, & Cardy, 2012)
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