Course Agenda

Who Would Benefit From This Course?
This course has been specifically designed to help HR professionals update, review or re-write their HR policies through examining what they have now and bringing it up-to-date with contemporary HR thinking and best practice. The course will be a combination of discussions and projects concerning specific policies and content of HR handbooks. You are invited to bring your policies and handbooks to the course for review. All such documents and information will be handled in strict confidence.

How Will You Benefit From This Course?
You will learn:
• The reasons for having a policy
• What comprises a policy
• The design and layout of a policy
• Responsibilities for policy documents
• The latest in HR policy thinking

On return to your organisation you will be able to:
• Design new workable HR policies
• Consult appropriately across all sections within your organisation
• Introduce the policies throughout your organisation
• Control policy implementation, updating and amending
• Bring your organisation up-to-date with best practice

You will receive examples of policy documents covering a wide range of topics as well as introductions and recommendations on helpful books and websites.

How is the course structured?
The course will be broken into three phases:
Phase One – An examination of the background to HR policy
Phase Two – Exploring the contents of policies and handbooks
Phase Three – Exercises and consultancy time during which you will:
                • Complete a set of exercises
                • Raise your own specific policy and handbook problems for help and
                  discussion

Course Outline

Course Timings: Registration will be at 08:00 on Day One with the course commencing at 08:30 and concluding at 14:30 with lunch. There will be two refreshment breaks at approximately 10:30 and 12:30 each day.

Phase One

• HR policy and where it fits into the organisation?
• The building blocks of HR and how they fit into policy preparation
• Using the Burke-Litwin HR policy model
• What is HR and what should it provide?
• Practical thinkers on HR policy and their ideas:
  - Burke-Litwin
  - Devanna
  - Boydell
  - Wilson
• Determining a definition for HRM
• Exploring the background to HR policy
• Defining modern HR management
• Corporate culture and what impact it has
• How up-to-date HR thinking is reflected in policy
• Analysis of the interaction of the support systems of business:
  - Social
  - Organisational
  - Financial
  - Technical
  - Human
• The effect of corporate culture on policy

Phase Two

• Contents of a basic policy document:
  - Suggestions for a document
  - Topics
  - Layout
  - Format – electronic/paper or both?
• An approach to policy building – methods and communications
• Control of the documents/systems
• Who administers the policy and how
• The role of supervisors and line managers
• Building upon your current HR policies
• How to shape your policy
• Who it is best to consult
• Designing a simple questionnaire to get helpful information from line managers
• When a policy is communicated:
  - Who has access and how should the document/ system be used
  - Control of updating
  - Inserting amendments
• Frequency of complete reviews
• Policy and handbook – one document or two? –
  Advantages and disadvantages of separating the policy and handbook
• Advantages and disadvantages of different media in communicating policies:
  - Document
  - Oral communication
  - Video
  - CD
  - Online intranet
• How to approach sensitive topics
• Sources of information
• Consulting line managers to win their ‘buy-in’
• Methods of control from HR
• What is the difference between HR strategy, HR policy and HR procedures?
• Ensuring that the policy remains in force

Phase Three

• Consideration of the policies in current HR thinking:
  - Accounting for people
  - New approaches to reporting methods concerning your organisation’s
    intellectual capital
  - Human Capital Management (HCM)
  - Corporate Social Responsibility (CSR)
  - Corporate Governance
  - Talent management in the ‘talent war’
  - Turnover and retention
  - Work/life balance
  - Managing stress at work (study of current research)
  - Employee Relations (ER)/HR links:
  - Case Study — Regional research by IIR/THE CONSULTANCY (2007)
  - Social Accountability SA8000 Standards
  - “Employee Engagement” policies
  - “Employee Voice” programmes
  - “Employee Wellness” programmes

Exercise ER
You will look at how organistaions build ER policies and benefit from them.
Exercise Flow
You will build a pattern which HR policy makers can follow from research through to publication, communication and finally to review across a three year cycle.
Exercise Shape
You will carry out a professional review of the essential factors in shaping HR policy to ensure a move from the bureaucratic to 21st century HRM best practice.
Exercise Tread Carefully
You will look at avoiding the pitfalls surrounding sensitive HR topics, so as to render best advice and protection for your organisation.