The first one revolves around the idea of leadership. The informal managerial approach has overtaken the formal hierarchical model that many companies have practiced for decades Rotich, This means HR leaders are becoming more democratic, involved, and concerned about the welfare of new employees. Such a trend explains why the use of employee manuals might become a thing of the past in favor of evidence-based collaborative efforts and training programs aimed at informing new employees about the anticipated goals, existing policies, and job performance measures.
The second trend is that of personalized and transparent interactions between leaders and workers. Richman indicates that many employers are currently promoting new practices for mentoring individuals and not the entire workforce.
This is something catalyzed by the fact that companies have different departments with diverse skill sets and goals Hassan, This means that a uniform manual might not be appropriate for all workers.
The provision of personalized rewards means that individuals will pursue their duties and roles diligently in an attempt to emerge successfully. The issue of technology has resulted in a new trend whereby HR departments use social media networks and other platforms to guide, communicate, and empower different employees. The approach increases the speed at which decisions are made and problems resolved.
Workers can liaise with their managers without the need to consult employee manuals. This development explains why many HR leaders currently prefer to engage their workers directly. The nature of modern technology is also transforming the way companies pursue their goals Hassan, For example, many organizations work with freelancers or outsourced employees, thereby making it impossible for them to offer such handbooks.
Instead, it has become necessary to provide terms of conditions that guide and dictate the relationship between the workers and the company. The redefinition of HRM is another trend that is currently transforming the performance and initiatives managers implement to achieve their objectives.
For instance, many companies are focusing on new models for guiding and informing their employees about the existing policies and regulations that govern their behaviors and practices Richman, This means that HR will consider emerging concerns capable of disorienting performance. This kind of trend explains why the use of employee handbooks remains an evidence-based practice in many companies. Despite such conflicts and trends, the most important thing for HR managers is to consider appropriate strategies to involve, engage, and inform new employees about the existing policies and make it easier for them to support organizational performance.
The above discussion has indicated that an employee handbook is a powerful document for guiding and engaging employees in any given organization. Such a document will identify specific guidelines, mission statements, codes of conduct, and rules that all individuals should take seriously. However, there is a need for HR managers to focus on the outlined HR concepts and HRM trends since they support or oppose the implementation of employee handbooks in different companies.
This knowledge will ensure that evidence-based decisions are made to engage workers and ensure that they deliver positive results. Dubravska, M. Recent trends in human resources management in selected industry in Slovakia and the Czech Republic.
Procedia Economics and Finance, 26, Hassan, S. Richman, N. Human resource management and human resource development: Evolution and contributions. Creighton Journal of Interdisciplinary Leadership , 1 2 , Rotich, K. History, evolution and development of human resource management: A contemporary perspective. Global Journal of Human Resource Management, 3 3 , Employee Handbook and Human Resources Trends.
On-Time Delivery! Discuss the details about;. A well-drafted handbook always begins with a good outline. Moreover, you have a well understanding of the company, its culture, its mission, and vision for writing it manually.
Every handbook examples are different but they typically share a number of identical properties; You should also check Employee Vacation Tracker Template.
In conclusion, an employee handbook template should be well-documented and contain the mission, vision, expectations, and policies of the company. It clearly explains the employees about what the company expects of them. You should also keep changing and updating it.
In addition, keep it on updating with the local, state, and federal laws. Vote count:. No votes so far! Be the first to rate this post.
Table of Contents Purpose of employee handbook: What to include in an employee handbook? Employment basics: Workplace policies: Code of conduct: Development and compensation: Perks and benefits: Working hours, vacations and Paid Time off PTO : Employee resignation and termination: How to write an employee handbook?
Download Template KB. Download Template 42 KB. Download Template 60 KB. Download Template 54 KB. Download Template 28 KB. Download Template 94 KB. Home HR Manual. About Organization. The Employment. Employment Status and Records.
Employee Benefit Programs. Welfare Policies. Workplace Injury Management. Grievance Redressal Policy. Resignation -Retirement and Termination. Intellectual Property And Security. Conflict Of Interest. Top 15 Job Sites UK in Well, here What is the need of Performance Management?
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