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Canada's HR Policy
Student's Name
Institutional Affiliate
Date
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Contents
Purpose....................................................................................................................................... 3
Scope .......................................................................................................................................... 4
Requirement and prerequisites ................................................................................................... 4
Content ....................................................................................................................................... 5
Statement 1 ............................................................................................................................. 5
Statement 2 ............................................................................................................................. 9
Statement 3 ........................................................................................................................... 10
Statement 4 ........................................................................................................................... 11
Statement 5 ........................................................................................................................... 12
Statement 6 ........................................................................................................................... 13
Administration ......................................................................................................................... 13
Policy holders and contact person............................................................................................ 14
Conclusion ............................................................................................................................... 16
References ................................................................................................................................ 17
Appendixes .............................................................................................................................. 19
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1.1.1 Purpose
1.1.2 A company's guiding principles are highlighted and documented in a policy document
to direct various activities for workers and foster a cohesive community that ensures
their well-being. Pre-employment investigation procedures, equal employment
opportunities policies, attendance policies, and ethical policies are all discussed in this
article. The reasoning for the four policies is focused on the effectiveness of the
policies and the potential for complications if they are not followed and do not
comply with canada's laws in place to monitor the actions of the employees and
employers and come up with benefits. The employer needs to consider all these
aspects to ensure that there are equal opportunities provided at the workplace and the
company can have a fair process when it gets to hire employees and come up with
better attendance policies.
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1.1.3 Scope
1.1.4 The company needs to ensure that they come up with ways that will help the company
ensure that they get to offer better services. The company can provide that they
consider various factors that will aid the company in ensuring that it is transparent at
all times, and they get to come up with better policies. The policies, in this case, will
help the company to ensure that they come up with a better transparent process within
the company, they get to come up with a better investigation regarding the
employment procedure, and they can consider a better ethical practice that will be
applicable in the company. The company will not be biased but ensure that everyone
gets fair treatment and all employees have an equal opportunity (Delery & Roumpi,
2017). The most important thing is to ensure that there is a delicate process within the
company, and the company gets to come up with policies that will guide the whole
process. All details need to be outlined to ensure that the employees can determine
what is required before getting to embark on their daily activities.
1.1.5 Requirement and prerequisites
1.1.6 For the company to hire employees to work for the company, they look at various
requirements. They include:
1.1.7
One needs to be at least 18 years and above.
1.1.8 They should be Canadian citizens and have a permanent resident that shows they
belong to the country.
1.1.9 They should speak a language that everyone understands more so more common
English in the company.
1.1.10 They should be good communicators and know how to relate well with the
customers.
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1.1.11 There are various projects that will be completed in the company. The company has to
ensure that they get to come up with a better framework on what needs to be done at
all times; the employees will be required to submit all their credentials that show they
have met the complete requirements. The other thing is to ensure that all employees
undergo an ethical test that will show the levels of their ethics. It is critical in that it
will help define the eligibility of the employees and how they can accomplish their
key goals and objectives. Upon meeting the credentials, the employees will be
required to undergo training to show some of the essential requirements and how the
company operates daily. The employees will also be required to have name tags that
have got their names written on the tags and their job position. It will be easier for the
customers to identify the employees that have helped them in case of any issue.
1.1.12 Content
1.1.13 Statement 1
1.1.14 Competent employees are essential for achieving organizational goals and improving
efficiency. Skilled workers are the bedrock of an organization's ability to gain a
competitive edge over its rivals. An organization's recruiting process is rigorous in
ensuring that the best candidates are hired for the open positions. To ensure that the
company promotes diversity and thus enhances productivity, policies should be
developed that guide pre-employment investigations of employees. The development
of a policy manual is an activity that necessitates incorporating key policy elements in
line with the organizational culture.
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1.1.15 The policy states that no external applicant for jobs will be considered unless he or
she has undergone the necessary screening. Pre-employment investigations will
uncover critical details that can rule an applicant out of the running. However, in
some cases, exceptional circumstances can necessitate a candidate working in the
business without undergoing a background check. Such events must be approved by
the company's chief human resource officer or the CEO. Before conducting preemployment checks, the applicant should be notified in writing, and they should be
told that their employment will be contingent on the outcome of the exercise. The
human resource manager must review the performance of the applicants, and the
elimination or recruiting process must be carried out without prejudice. The findings
will be presented in the paper be restricted to the HR manager and the CEO to protect
details from prying eyes who could jeopardize the process.
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1.1.16 The organization will hire a legal investigator to perform the candidates' background
checks. The investigator must follow the company's procedures to ensure that the
report contains conclusive evidence that meets the company's requirements. First, the
applicants will be informed about the exercise, and as a condition of employment,
they will be asked to sign a form authorizing the organization to perform the
investigations. Second, three screening stages will be used to gather background
information (Kianto, Sáenz & Aramburu, 2017). The first level will conduct a
criminal background check and search; the second level will focus on executive roles,
and the third level will focus on applicants for mid-and lower-level management
positions. However, depending on the location, screening may be tailored.
Inconsistency between the information given by the applicant and that collected
through the search, absence of essential information during the interviews, and
insufficient and unsatisfactory information that cannot contribute to a definitive
decision are all factors that can disqualify a candidate.
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1.1.17 The organization will be regulated by the Fair Credit Reporting Act (FCRA), which
states that before a final decision is taken, an applicant must be given an equal
opportunity to justify the details in the report and correct any errors found. The
nominee must be notified in the event of disqualification, with the disqualifying
information noted. The FCRA protocol is used when there are disqualifying details.
According to the protocol, a notification letter must be sent to the recipient candidate,
telling them that they have been disqualified. A copy of the study must be attached,
and the FCRA's rights must be summarized. Before making a final decision on the
vacancy, a notification must be made. After five days, a second letter must be sent to
the candidates telling them that their candidacy has been rejected based on the details
in the study. To avoid legal action from applicants, the organization must do so,
particularly on the grounds of discrimination and rejection of a position based on
personal issues. Information obtained during the exercise remains confidential even
after rejection and must not be shared with any other recruitment agency or
organization to avoid tarnishing an individual's credibility.
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1.1.18 Statement 2
1.1.19 The policy must provide a structure for human resources to follow to practice justice
in compliance with anti-discrimination legislation. The corporation is an equal
employer, as required by the anti-discrimination legislation, which follows similar
employment rules and mandates. The organization prohibits discrimination against
job applicants based on ethnicity, color, gender, nationality, or other legally protected
characteristics. The company respects all regulatory laws and regulations. Equal
Employment Opportunity The term "opportunity" must be applied to all aspects of
employee recruitment, employment, promotion, and transfer. When looking for
external contractors to operate on the company's property, the policy would also
apply. The strategy will be enforced by the human resource manager's recruitment
team.
1.1.20 The policy will be enforced by publishing the work advertisement on various
platforms to increase exposure and attract all those interested in the opportunity.
When advertising the job, the organization should emphasize an equal opportunity
employer for eligible applicants. To ensure that work postings are not intended for a
particular group of people or audience, the required advertising agencies must be
used. A candidate who has lodged a complaint against the organization for unlawful
discrimination will not face retaliation. This will ensure that the accuser is given a fair
trial and that the business is treated fairly. To improve integrity, employees are
required by law to disclose any case of discrimination that management may be
unaware of within 48 hours. To remedy the issue, management will take steps to deal
with it using discriminatory guidelines. If the organization fails to recognize the
problem and take preventative action at the appropriate time, it will be discredited in
the future due to discriminatory practices.
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1.1.21 Harassment is an issue that many people face in the workplace. Any harassment is
prohibited at the organization, and workers are encouraged to report harassment to the
human resource manager. The organization must provide daily harassment prevention
training to staff and raise awareness of how the harassment prevention policy will be
enforced. The organization should also emphasize the complaint protocols to be
followed and the punishments for not following the procedures so that workers are
aware of what will happen if they break the policy. The corporation is responsible for
any inquiry that occurs due to the complaint to ensure justice and take reasonable
steps to resolve the issue. The organization will not tolerate harassment, resulting in
the termination of jobs or other forms of promotion or recruitment.
1.1.22 Statement 3
1.1.23 The "Equal Pay Act of 1963" forbids jobs that entail money or sex, and the following
federal laws guide the corporation. To improve competitiveness, there is room for
every gender and every eligible individual from any socioeconomic background.
Companies must not discriminate against someone based on ethnicity, gender, or
nationality, according to Executive Order 11246 of 1965. The laws are used as a
reference to ensure that the corporation follows all applicable laws.
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1.1.24 Statement 4
1.1.25 The organization recognizes that workers are diverse and have a range of family and
personal responsibilities, which may become complex to the point where an
employee's ability to be effective is harmed. Both the organization and the employees
need to make use of attendance benefits. Employees are supposed to show up on time
and daily. Workers can reach productivity levels with adequate staffing and improved
morale. When employees refuse to adhere to workplace attendance policies, they are
kept accountable (Stewart & Brown, 2019).
1.1.26 Employees are supposed to communicate freely and honestly because they are jointly
responsible for the consequences. When working, they must always use sound
judgment and ensure daily attendance at work. Employees must interact actively and
promptly with their superiors for the risk of absenteeism to be recognized and plan to
be made to replace them. This will demonstrate that employees can combine work and
personal life while also considering the effect on co-workers. On the other hand, the
management must, to prevent misusing the leave clause, make sure that employees are
aware of the attendance policies. Management must also communicate the protocols
for determining notification deadlines and the implications for workers who do not
follow the rules. To prevent circumstances where management prefers certain workers
over others, discretion is essential to ensure equality and fairness. Unavoidable
situations such as sickness, bereavement, and accident should be discussed in the
policy, and such events should be handled with caution to improve employee welfare.
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1.1.27 The policy aims to preserve order and encourage personal responsibility to boost the
company's productivity. Therefore, uniformity is essential to create a culture in which
time is of the essence to ensure consistency in outcomes. To ensure the pre-planned
leave is compliant with standard policies, management must approve it. To prevent
causing inconveniences, employees must formally inform their supervisors at least
two hours in advance. According to the Family and Medical Leave Act, employees
are entitled to a leave of absence if they or their family members have a medical
condition. Failure to inform management for three days in a row, on the other hand,
might be considered negligence or abandonment of duty by management.
1.1.28 Statement 5
1.1.29 HR cares most about the management of individuals to ensure that responsibility and
good behavior are upheld and encouraged in everyday activities. Ethical practices
foster a positive work environment and improve a company's reputation improves its
competitive advantage, making it more desirable to work there. When employees are
motivated by ethical behavior, they are still in line. When operating on the company's
premises or on behalf, employees are given instructions on whether the company
considers it wrong or right. The code instructs staff on how to act when there is little
or no supervision. Ethical policies help to create a community based on confidence
and accountability. Moral behavior increases customer satisfaction and encourages
them to return for more services.
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1.1.30 Employees and stakeholders are leading the charge to improve the company's
reputation by confidence. To achieve the company's objectives, determination,
honesty, and integrity are required. Every employee is held accountable for their
decisions and must take ownership of them. When considering a course of action,
managers should aim to build confidence and reputation and create a collaborative
atmosphere for employees. It is essential to treat each employee with respect.
According to Deuteronomy 24:14, an employer does not oppress their servants but
instead treats them with respect. As a result, the strategies should be focused on the
employees.
1.1.31 Statement 6
1.1.32 Every employee at the company is given the freedom to talk freely, particularly when
the company's operations have been tainted by ethics. Managers must create an
atmosphere in which workers can inquire or ask questions without fear of being
intimidated. Employees have a right to use their freedom of speech to wield control to
avoid corruption and errors that arise during daily operations. The corporation
investigates all matters of concern and takes appropriate action if fraud is discovered.
Employees are, however, still allowed to speak up in good faith. Whistleblowing
necessitates sufficient proof that can be used to convict anyone of fraud without being
malicious.
1.1.33 Administration
1.1.34 Various elements need to be implemented in the company to ensure that it is credible
and all the requirements are followed.
1.1.35 The employees working for the company need to ensure that they are familiar with all
the rules and guidelines of the company before starting anything.
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1.1.36 The employees need to be provided with training and knowledge on how they need to
exercise safety in the company. They need to know various ways on how they will
respond to any emergency and better ways on how they will vacate the premises in
case of anything.
1.1.37 The employees will be taken through the whole process of ethical management in the
company. The key aim is to ensure that they familiarize themselves better with
different ethics and develop ways to be accountable.
1.1.38 The company will ensure that they are transparent at all times when it comes to the
hiring process. The company management shall not tolerate any form of suspicious
activities taking place while hiring employees. They all need to be provided with an
equal opportunity to ensure that the right candidate gets the job within the company
(Brewster, 2017).
1.1.39 Policyholders and contact person
1.1.40 If any issue is likely to occur within the company or during the whole process or
while working for the company, the employees or anyone who has pointed out, the
issue needs to report the problem. The key aim is to ensure that the whole process is
transparent and that any concern that arises will be addressed by the management
(Guest, 2017). The people working in the company and their responsible offices will
be accountable for anything. Some of the administration in this case include:
1.1.41 Department managers
1.1.42 HR manager
1.1.43 Directors
1.1.44 Supervisors
1.1.45 Employees
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1.1.46 The company will work towards ensuring that they eliminate any form of
discrimination. In case of discrimination cases, employees are required to report to the
company management, and the company will look into the matter.
1.1.47
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1.1.48 Conclusion
1.1.49 The four policies are crucial in ensuring that businesses operate smoothly to improve
discipline, productivity, consumer service, credibility, and, as a result, competitive
advantage. Pre-employment screening improves the hiring of quality workers who
would not be a liability to the company. Equal job opportunities encourage the
embrace of a diverse, heritage-rich community, drawing consumers from various
cultures. Cultural diversity allows a business to extend its activities to the
communities portrayed by its workers. Attendance policies are essential for
maximizing productivity by ensuring that working hours are efficiently used.
1.1.50 On the other hand, employees' well-being comes first, and the corporation offers
vacation days and other leaves in the case of unforeseen incidents such as illness or
bereavement. Finally, a company's ethical practices are its foundation. It aids in the
production of an external image that either attracts or repels customers. Employees
that have been well-molded improving client loyalty and experiences.
1.1.51 Business attorneys should be involved in pre-employment inquiries to ensure that the
independent contractor complies with all applicable laws to prevent legal action. To
ensure that there are no outside influences in the process, the lawyers should work
together. In addition, the corporation must ensure that all laws and regulations are
followed.
1.1.52 Human resource managers must follow a policy that prohibits discrimination and
promotes diversity in the workplace.
1.1.53
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References
Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital
and competitive advantage: is the field going in circles?. Human Resource
Management Journal, 27(1), 1-21.
Kianto, A., Sáenz, J., & Aramburu, N. (2017). Knowledge-based human resource
management practices, intellectual capital and innovation. Journal of Business
Research, 81, 11-20.
Brewster, C. (2017). The integration of human resource management and corporate
strategy. Policy and practice in European human resource management, 22-35.
Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
Guest, D. E. (2017). Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal, 27(1), 22-38.
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Appendixes
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