Policy Implementation


Eligibility: Any HR professional

Duration: 75 Hrs


Course Summary

Any organisation needs certain guidelines to run smoothly. Guidelines are the morals, ethics, protocols, and procedures to follow to achieve the goals of the organization. These guidelines are called the HR Policies and Procedures. Every organization must consider all the small and big aspects of running a business and for that, they must have a specialist team of management and people from different departments in the organization. How does HR Policies and Procedures benefit an organisation? It defines and formulates the performance engagement and productivity of employees. It plays a major role in decision making. These policies are not the government enforced laws/ regulations however, its foundation touch the laws. This course will empower you to create HR Policies and Procedures. Policies are defined as the goals, morals, objectives, benefits, disciplines, and compliance at the workplace. Whereas Procedures is defined as the way things must take place; the protocol to follow to perform a task or activity.

Course Content:

·        What is Policy and its Procedures?

·        Difference between Policies and Procedures

·        Benefits of Policies and Procedures

·        Importance of Policies and Procedures

  • Recruiting and hiring Policies
  • Code of Conduct and Sexual Harassment Policies
  • Safety and Health Administration Policies
  • Disciplinary and Termination Policies
  • Drug and Alcohol Policy
  • Leave Policy
  • Privacy Policy (etc.)
  • Compensation and Benefits
  • Employee Relations
  • Health and Safety
  • Training and Development
  • Maternity, Parental and Adoption Leaves
  • Privacy (Data, etc.)
  • Performance Management
  • Code of Conduct
  • Discrimination and Harassment
  • Recruitment
  • Targeting the values and morals of the organisation
  • Making specific and clear HR policies
  • HR Policies should be within government approved framework.
  • Consider the global regulations in case of presence across the globe.
  • Making employee-oriented policies
  • Clearly define policies for permanent and contract employees
  • Identify the need for new policies.
  • Identifying the gaps that affect the decisions in a department.
  • Ensuring the organisation follows the law.
  • Anticipating the achievements of the policies
  • Anticipate impediments and ways to address them.
  • Policies should be easy to implement.
  • Consulting the senior management
  • Defining and understanding the processes and aligning procedures
  • Building the process
  • Making SOP’s (Standard Operating Procedures)
  • Using Flowcharts and other tools/ formats
  • Developing effective and detailed procedures
  • Considering all the aspects of the process
  • Language should be simple and positive.
  • Avoiding Jargons
  • Policies should be flexible and unbiased.
  • Specify whom does the policy apply to/ who is excluded.
  • Policies should communicate the purpose.
  • Share the references for the policies.
  • Must have the date the policies come into effect.
  • Updated dates in case of amends made.
  • Taking feedback from the people involved in the process of making the Policies and procedures.
  • Testing the policies on a group of employees and managers before implementing at an organisational level
  • Analyse if the policies achieve the desired goals.
  • Involve a qualified legal professional for feedback.
  • Review and study the likes of your organisation to prevent any gaps/ flaws.
  • Keep abreast with changing laws and implications that might impact your policies and employees in the long run.
  • Facilitate audits to assess the relevance of policies in the changing environment.
  • Keep employees informed about any amends/updates to prevent distrust.
  • Get answers to all your questions around formulating and changing policies.
  • Team up with other participants to formulate policies.
  • Meet with a Guest Speaker who has expertise in policymaking and clarify your doubts (*to be customised basis discussion and confirmation by client/ availability of guest speaker)
  • Look at some of the ready policies drafted by organisations in similar industries.
  • Get templates/ samples of policies and procedures.
  • Case Study 1
  • Case Study 2

Intec and advantage from the course :

·        Define Policies and Procedures

·        Differentiate between Policies and Procedures

·        Explain the importance of Policies and Procedures

·        Build and understand the SOP (Standard Operating Procedures)

·        Define the roles and responsibilities of employees in various departments.

·        Abide to the Code of Conduct, the acceptable behaviour standards.

·        Justify how the Policies and Procedures help employees safeguard their self-respect.

·        Give equal opportunities to all the employees.

·        Manage employees in different departments by best serving their individual goals and aspirations.

·        Help align personal goals to organisational goals for mutual win-win, preventing despair.

·        Learn to bridge the communication gap between the management and the employees.

·        Reframe policies to match the current needs of workforce pre-emptively.

·        Create a conducive environment for employee happiness.

·        Set examples by rewarding the right behaviours to reinforce concurrence.