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An HR policy and procedure document is an active, “living” resource without which businesses would struggle to ensure balance and productivity in the workplace.
This is the view of HR and people management specialists at Accsys, a member of the Business Connexion Group (BCX) and a national supplier of people management software and hardware solutions within the HR, payroll and time and attendance space.
Formal policy and procedure documents contain the rules and regulations governing people in business. They are dynamic reference guides that set out and explain what the company’s policies are and the steps that need to be taken to ensure compliance. They also outline disciplinary procedures and enforcement.
While in an ideal work environment, all management and staff would have common goals and objectives, it is a reality that documented processes are integral to HR management strategy and businesses wishing to compete across any industry or sector today.
It is the dynamism of the HR policy framework that makes it important. The information should not be simply drafted, saved and then left to stagnate warns management at Accsys – it must be constantly reviewed and revised.
To help ensure that the organisation runs to optimum levels of efficiency, documents can be centralised and made accessible from a central repository. Information is exchanged with each worker and this data is continuously developed to support the growth of a business.
One of the main objectives is to keep this information relevant says Teryl Schroenn, CEO at Accsys.
“This document is critical to management and entrenched to the culture of the company. It must be reinforced from the top down in order to keep the human resource component of the business on track. It is about the company maintaining direction and not losing focus,” says Schroenn.
These documents are very important in helping to ensure that everyone in the organisation is aware of changes to policy that are applied as the business grows or expands.
According to executive management it is a waste of time to try to apply policies that are out of date or are contrary to the culture or direction of the business.
Schroenn says the role of management in a business is not only to oversee and ratify HR policy, it is to thoroughly understand the details in order to pass on the knowledge accurately to staff.
“This means that decision makers have to consistently review the information and understand updates and developments. This clarity and dedication to consistency will give the policy framework even greater meaning and value when applied,” Schroenn concludes.
The South African market is keeping up with innovation and global best practices that impact on HR development. To focused, established service providers like Accsys, it bodes well for the country’s socio-economic growth.