Organizational

Policy & practices

 Organization policy

An organization policy is a
configuration of restrictions. You, as
the organization policy administrator,
define an organization policy, and you
set that organization policy on
organizations, folders, and projects in
order to enforce the restrictions on that
resource and its descendants.
 BENEFITS

• Centralizecontrol to configure restrictions on how

your organization’s resources can be used.
• Define and establish guardrails for your
development teams to stay within compliance
boundaries.
• Help project owners and their teams move quickly
without worry of breaking compliance.
Common use cases

• Limit resource sharing based on

domain.
• Limit the usage of Identity and Access
Management service accounts.
• Restrict the physical location of newly
created resources.
Policies Can Reduce Costs

In a Company where employees travel on behalf of a

company, the company might have policies for
submitting travel budgets and getting airfares,
hotels and rental cars approved before the trip. In
some cases, the company HR department might
make travel arrangements. This reduces instances
of employees booking travel based on personal
rewards points rather than choosing the most
economical options.
Policies Can Improve Operations

Some policies are intended to help

employees understand how to begin and end
their shifts, submit work orders, use hardware
and software, and perform other tasks that
help the company run smoothly. For example,
restaurants often have a policy that staff use
a pre-shift checklist to perform all tasks
necessary to prepare for the upcoming shift.
The employee must then follow an end-of-
shift checklist to make sure everything is
ready for the next shift.
Policies Explain Legal Requirements

Businesses can't assume their

employees know all labor employment
laws. They can protect themselves by
educating employees on state and
federal rules and requirements. This can
include guidelines for safety practices,
hiring policies, harassment, data security
and discrimination.
Hiring Process and Procedures
• Personnel requisitions must be completed to fill Company Name positions.
Requisitions must be initiated by the department supervisor/manager, approved
by the division vice president and then forwarded to the human resource (HR)
department.

Personnel requisitions should indicate the following:

• Position title.
• Position hours/shifts.
• Exempt or nonexempt status of the position.
• Reason for the opening.
• Essential job functions and qualifications (or a current job description may be
attached).
• Any special recruitment advertising instructions.
• Requisitions – How should managers communicate
when they need to hire for a position , what’s the
Procedures
approval process and is the budget available?
• Job postings – Who creates postings and where are
they published? How long will they remain posted if
unfilled?
• Internal applicants – Are current employees able to
apply to openings? How are their supervisors notified if
they do?
• Interviews – Describe the pre-interview screening
process and who conducts initial interviews.
Subsequent interview processes will vary by position.
• Reference checks – When will you begin checking a
candidate’s references? How many are required?
• Job offers – How do you extend job offers? Are they
contingent on a background check or drug screening?
Be sure to check the employment laws in your state.
How long do candidates have to consider an offer?
• Onboarding overview – Provide a quick overview of your
onboarding process for new hires.
Workplace health and safety

•A health and safety policy is a written

statement that sets out how an
employer ensures that the workplace is
a safe environment to work in. This
includes providing a safe place of work,
safe access to work, safe systems of work,
safe equipment, safe and competent
fellow workers and protection from risks
of injury.
Policies and Procedures for Harassment and
Discrimination

• sexual harassment
• bullying
• verbal and physical harassment
• stalking
• hiring discrimination
• workplace discrimination
Po licies a nd Procedu res for Emp loy ee Con duct

• Thisis a broad topic and may require multiple, separate policies.

Including guidelines on drugs and alcohol use, smoking,
performance management and discipline helps employees know
what is and is not acceptable behavior at work.
Po licies a nd Procedu res for Remote Work

A desire for more flexibility in location and hours, as well as the

COVID-19 pandemic, many companies and employees are choosing
to work remotely at least some of the time. If you allow employees to
work from home, you need two main policies to ensure the set-up is
safe and runs smoothly.
Personnel Policy
• Clearly state
business hours, code of conduct, terms of
employment (hiring and termination), wages or salary (and
bonuses, if any), insurance and health benefits, paid vs. unpaid
vacation days, sick leave, and retirement.
Employee Performance Policies
Define the role of every employee, including
their level of responsibility, amount of
authority for decision-making, overarching
goals and specific tasks. Identify clear
methods for monitoring performance and
developing employees through training.
Document and Records
Retention Policies

Create structured policies for document

retention and storage based on local, state,
and federal requirements.
A document retention policy (also known as a records and
information management policy, recordkeeping policy, or a records
maintenance policy) establishes and describes how a company
expects its employees to manage company data from creation
through destruction.
Conclusion
An effective recruitment and selection process reduces turnover, we
also get much better results in our recruitment process if we advertise
specific criteria that are relevant to the job. Include allnecessary skills,
and include a list of desired skills that are not necessary but that would
enhance the candidate's chances. If we fail to do this, we might end up
with a low-quality pool of candidates and wind up with limited
choices to fill the open position. When we choose a candidate based
upon the qualifications demonstrated in the resume, the interview,
employment history and background check, we will land the best fit
for the position. Based on our decisions about a specific candidate
upon specific evidence rather than any gut instincts. If we hire people
who can do the job instead of people we merely like, we will have
higher productivity and quality in our products or services.