INTRODUCTION

Human resource policies are formal rules and guidelines that

businesses put in place to manage their employees. HR procedures,
on the other hand, are step-by-step instructions that specify what
actions should be taken to comply with these policies.

INTRO PART KO

The human resources leader is a key link between management and the employee
workforce. A good HR professional is able to resolve difficult situations and consult
with managers on problems with employees. They manage an organization’s
recruitment, interviewing, selection, and hiring processes, according to the Bureau of
Labor Statistics (BLS).

Some leaders in human resources careers oversee all of the company’s human
resources functions, setting up compensation and benefit plans as well as
spearheading training and development.

So, what are some of the most important specific skills you’ll need as a human
resources leader? According to the Bureau of Labor Statistics Occupational
Outlook Handbook, human resources skills include these five effective leadership
skills that contribute to success:

 Decision-making skills. Because a human resources manager’s decisions

significantly affect a large number of people, the ability to balance the strengths
and weaknesses of different options is a key skill in a human resources career.
For example, hiring and firing decisions can impact many people in an
organization.
 Interpersonal skills. Top-notch interpersonal skills are an important asset in a
human resources career. Working as a part of a management team is most
effective when a human resources manager has positive working relationships
with their colleagues.
 Leadership skills. Leaders in human resources careers oversee the operations
of their department and often coordinate with others in management positions.
  Organizational skills. Leaders in human resources careers must be able to
manage many projects at once and prioritize tasks.
 Speaking skills. Human resources managers must clearly communicate with
their staff and other employees. They need strong speaking skills to give
presentations, communicate with leadership at all levels, and direct their staff.

HR COMMUNICATION

 Communication is the foundation of all human relationships. In the

workplace, it facilitates the exchange of information and knowledge. It’s

essential for individual and team success and enables workers to develop

strong relationships and establish themselves as collaborative team

members who want to help the organization reach its objectives.

 The HR department is responsible for not only hiring the right employees,

but also ensuring they are equipped to perform their jobs properly. HR

communication plays a key role in getting this right.

 Organizations rely on HR professionals to communicate important

information and policy changes to employees. Effective communication can

increase productivity, leading to a more engaged and productive workforce.

 HR communication is a two-way process that involves information being sent

from HR to employees and from employees up to HR. Employees who feel

their voice is heard are 4.6 times more likely to be empowered to perform

their best work; a 5% increase in employee engagement can lead to a 3%

jump in revenue.

People’s expectations of their employers have changed since the pandemic. Today, HR
professionals play the central role in employee experience, providing a vital connection
between leadership and staff. Internal communication has a powerful impact on employee
engagement, organizational culture, and productivity. Simply put, employees want to hear
from you.

What's Is an HR Communication Strategy

Important?
There are plenty of reasons HR communication is vital to an organization’s success,
but they all boil down to a focus on culture and positive employee experience. An
effective HR communication strategy helps enterprises link HR announcements and
communication to overall corporate strategy and operations.

With a formal HR company communication strategy, organizations can:

1. Build trust with employees

Effective communication between HR and employees is essential to building an

authentic connection. Lay the groundwork with consistent messaging, an emphasis on
empathy, and a premium on authenticity. This way, employees will understand how
they fit into the business’ vision and become proud ambassadors of your
organization.

2. Keep employees connected

When HR keeps everyone in the loop, employees feel more connected to each other
and to their work. Keeping employees engaged improves productivity as well as
retention. According to a 2017 Gallup poll, highly engaged businesses achieve a 14%
difference in productivity and a 43% difference in turnover.

3. Help define performance goals and expectations

Employees perform better when they have access to the information and tools they
need. HR can help provide that information to team members by clearly
communicating performance goals and expectations.

4. Boost workplace morale

Employees spend a large proportion of their time at work, so it’s important for them to
enjoy their working hours to feel motivated and productive. HR can contribute to a
positive culture and employee experience by soliciting regular feedback and putting it
into action, acknowledging accomplishments, and finding frequent opportunities
for employee engagement.

5. Establish a consistent internal brand

With an HR communication strategy, organizations can establish an internal brand
and voice that employees recognize. It also provides a framework how when and how
HR teams make internal announcements and communicate company news. This also
helps tie in company culture, mission, and values throughout its org-wide
communications.

6. Reduce internal conflicts

By keeping employees abreast of important company events and initiatives in addition
to their own progress, HR can use communications to eliminate the potential for
conflict between team members.

7. Improve processes and adoption of changes

With a comprehensive company HR communication strategy, organizations can
improve their process adherence and improve change adoption rates by properly
announcing important news, process changes, new technology implementations,
company goals, and more.

EMPLOYEE BENEFITS

Employee benefits are an essential part of attracting and retaining

talent, as well as enhancing employee satisfaction and productivity.
However, designing and administering effective and affordable
benefits programs can be challenging, especially in a dynamic and
competitive market. In this article, you will learn some best practices
for creating and managing employee benefits programs that are
aligned with your business goals, your employees' needs, and your
budget.
Benefit Administration is the process of creating, managing and updating an organization's
employee benefits program. Benefits administration typically falls under the responsibility of
Human Resources and involves managing health insurance, retirement accounts, vacations,
paid time off and parental leave.

Managing employee benefits is an important and costly endeavor for

employers. While most employers are required to provide mandatory benefits
such as Social Security contributions, worker’s compensation insurance and
unemployment insurance, most other benefits are voluntary in nature and
determined by the employer. Benefits programs vary greatly, but typically
they include medical insurance, life and disability insurance, retirement
income plan benefits, paid time off benefits, and educational assistance
programs. Benefits selection and design are critical components in the total
compensation costs. In some cases, benefits account for 40 percent or more
of total compensation costs. Due to the employer cost investment and the
importance of employee benefits in recruiting and retaining, employers
should have a well thought out benefits plan design that meets both
employee needs and employer objectives.

Employee benefits administration is the process of determining and managing the benefits
offered to a company's employees. HR departments or benefits administrators within an HR
department are typically responsible for carrying out the process.

Employment policies can contribute to a positive work environment and a productive

workplace. They are an essential management tool which enjoy a long history in the
business world. The simple reason for this – effective policies work well.
Employment policies can address a wide range of topics and issues that can arise in
the workplace. While the specific policies put into place by a particular organization
will vary from business to business, generally a workplace policy manual will include
information about the company, rules, standards of behaviour, terms of employment,
and information about insurance and other benefits.
When creating employment policies, it is important that they are clear and concise.
Clarity is important for two reasons. First, it is important that the reader understands
exactly what you are trying to say. A policy manual is not effective if management
and employees are confused by the information. Second, if the policy language is
ambiguous, a court is more likely to interpret the policy in a manner which will favour
the employee. Consistent use of language is essential as it helps to limit confusion.
Policies should be consistent in the use of specific terms, always using the same term
to express the same idea. Each workplace policy should also be consistent with other
policies and material contained in a policy manual or employee handbook. Different
policies should not contradict each other or other employment documents. Where
employment policies are contradictory and confusing, a court will be reluctant to
uphold the policy.
Policies must also be consistent with applicable employment standards legislation,
human rights legislation, occupational health and safety legislation, and other
legislation governing the employment relationship. Where a policy is inconsistent
with the applicable legislation, an employer will generally not be able to enforce it.