Running head: HUMAN RESOURCE POLICY
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Human Resource Policy Project
Titilayo Oguntimehin
Liberty University
BUSI 642
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Human Resource Policy Project
According to Snell, Morris & Bohlander (2015), employees form the basis of an
existing organization, without employees, the organizations will not function. In every
organization, employees should have human resource manager who will be responsible in
implementing policies reading the employees of that particular organization. It is important to
first understand who a human resource is in an organization; a human resource officer is a person
responsible for hiring, looking after employees and organizing development plans that will
benefit employees. An organization without a human resource officer faces challenges when
dealing with their employees. Organizing for training and monitoring performance of employees
is under the duties and roles of the officer.
Human resource policy project gives an insight on some policies formed by the human resource
officer and how these policies impact on the performance of individual employee and the
organizational performance in general. This study is going to look at a broad dimension on how
each policy contributes to the success of the company. It is important to note that human resource
polices are developed with a sole purpose of controlling the employees. These policies contain
rules and regulation regarding every activity that pertains employees. Human resource officer
will form policies to assist in controlling the conduct of employees while at work. This study is
going to have a look at these policies; dress code, technology use, confidentiality and harassment
(Cascio,2018).
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Dress code
It is the wish of every management to define work attire that compliments the work
environment and reflects an orderly, efficient and professionally operated organization. A dress
code policy is formulated to define the ‘business attire’ that will be used in the organization.
Most organizations have their own preferred dress code policy according to the nature of work.
Therefore formulating a dress code in an organization is a strategy to enhance equality and also
to promote the company’s reputation through the appearance of employees. There are two type’s
f dress code defined by the policy; the ‘business attire’ and the ‘casual business attire’. The
business attire is only meant for the normal working days from Monday to Thursday and the
casual business attire is meant for Fridays and Saturdays for some organizations (Brewster,
2017).
The key point of developing a dress code policy is to ensure that employees dress is a manner
that will reflect the work environment. In most companies a dress code policy defines some attire
that fall under business attire and casual business attire. The list for appropriate business attire
for men and women is below;
Men;
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Tie
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Office shoes
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Suits, blazers or sport coats
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Dress shirts with colors and buttons
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Women
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Blouses
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Dress skirts
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Sweaters
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Official shoes
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Official dresses
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Skirt suits
Casual business attire
Men
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Polo shirts
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Loafers
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Sweaters and cardigans
•
Khaki trousers
•
Blazers or sport coats
Women
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Polo shirts
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Dresses
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Khaki dresses
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Sweaters
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Walking shorts
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Splint skirts
Together with dress code policy, employees are also advised on the best hair type that will match
the dress code. For men, the policy advices for short and well-trimmed hair, while for ladies, it
advices for well plaited or neatly chomped hair. According to the policy, all the employees
should comply with the dress code, any employee that does not comply with these polices will be
warned. An organization that advocates for dress code policy is an organization that observes its
integrity and reputation (Bamberger, Meshoulam & Biron, 2014). However, there are dress code
policies for organizations that deal with manufacturing and productions, most of the employees
in these organizations are provided with overalls, dustcoats, helmets and gumboots. These are
exceptional dress codes because the nature of duties demands a certain dress code. The same
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case applies to doctors, nurses and surgeons; they have specific dress code that fits their nature of
work.
Technology use
According to Stone et al, (2015), with the advent of technology, many organizations have
embraced its use in trying to be on the same phase with the global revolution. Organizations are
taking up the use of technology in many ways; for example in marketing, recruitment and
communication. Human resource has considered the formation of technology use policy which
gives rules and regulation on how technology should be handled by employees while at work.
Technology use policy revolves around four aspects; information security, ethical consideration,
legal issues and employee personal use.
Information security; all the employees are expected to stick to the restrictions regarding
authorized access to resources and network information. This involves; not sharing passwords,
not sharing accounts, attempt to gain access to restricted information, using false identity, use of
someone else’s account and use any means to alter data that is restricted.
Legal issue; employees would not use the internet to download, copy or record any contend that
does not pertain the organization. Use the company information technology system to benefit the
organization and not to use it on matters that do not relate with the goals of the company.
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Employees should not take advantage of the internet to participate in any activity that violates
the law.
Ethical consideration; ethical consideration implies the use of technology resources in a manner
that respects other users. Therefore all employees should not use technology to; harass, cyber
bully, threaten, abuse, and discriminate fellow employees. The policy will also ensure that
employees should not use technology to publish, copy, send, view or produce illegal contents.
Employees should not engage in releasing virus to slow the systems or engage in any online
fraud using the organization’s technology.
Employee personal use; all employees in an organization are given authority to use technology as
long as they are using it for the purpose of benefiting the company. The policy will provide
guidelines on how to use information technology resources in manner that respects the privacy of
other employees as well as reflecting an ethical knowledge in the use of technology
Confidentiality
A human resource is an officer in charge of mater relating employees and all the people
that work in the organization. Therefore the officer has all the information regarding every other
person in the organization. Confidentiality policy will ensure that the human resource officer
shall not in any way disclose any information regarding any employee to any person who is not
under the mandate to deal with the information (Scott, 2016).
It is important to note that the human resource officer is in charge of all the records regarding all
the employees these are; health records, salary records, educational background records and
other confidential records that pertains the life of every employee. These are confidential
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information that should not be shared to any other person who is not a human resource officer of
that particular organization Shields, et al, (2015). The policy will ensure that employees feel safe
regarding their information.
Also the human resource officer is responsible for any personal information that the employee
would share with him. This is because in most cases, the human resource officer will handle all
matters regarding employee welfare, therefore most employee find it easy to talk to the officer
instead of their supervisors. Take for example sexual harassment in the office, the victim will
report the matter to the human resource officer and the information will be treated according to
the will of the victim. These and other cases reported by employees should be kept
confidentially, and the policy will ensure that all the human resource officers comply with it. The
same case applies to employees; the policy will prevent them from disclosing information
regarding fellow employees in a manner that will hurt their fellow employee.
Harassment
Harassment has been defined as unwelcomed physical or verbal behavior that is based on
color, race, religion and sex; there are various form of harassment which are; sexual harassment,
verbal harassment, retaliation, hostility and discrimination. All these forms of harassment are
reported to the human resource officer for immediate action. The policy provides rules,
regulations and punishments in case of failure to comply with them (Walsh, 2015).
Sexual harassment; this is where an employee engage in forceful sexual advances to fellow
employee of the opposite sex. When this occurs, the victim will feel intimidated, in most cases
interns and new employees fall into the category of sexual harassment, or it occurs where the
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manager approaches his or her assistant sexually. The policy will define various sexual
harassment advances and how to act when under such situation.
Verbal harassment; this occurs in many organizations, it is a form of harassment that follows the
use of words that are meant to make the victim feel less. Verbal abuse falls under this category.
The policy will protect employees from verbal harassments by defining rules that will prevent
such cases.
Retaliation; this is a form of harassment that involves not willing to accept a mistake or trying to
fix someone to have done a mistake when employee is found guilty, they try to harass the fellow
employee by retaliating.
Hostility and discrimination; this occurs mostly when employee are from diversity, there is a
chance that employees from the same race ethnic ground will treat that other employees with
ethnicity and show some discriminative actions.
For the purpose teamwork and a good working environment, the above polices should be
formulated and ell explained by the human resource to all the employees in an organization. This
will foster peaceful existence among employees and reflect impressive performance.
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Reference
Brewster, C. (2017). The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Bamberger, P. A., Meshoulam, I., & Biron, M. (2014). Human resource strategy: Formulation,
implementation, and impact. Routledge.
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
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Snell, S. A., Morris, S., & Bohlander, G. W. (2015). Managing human resources. Nelson
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Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of
technology on the future of human resource management. Human Resource Management
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Scott, E. (2016). Ethics and human resource management. In practicing professional ethics in
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Walsh, D. J. (2015). Employment law for human resource practice. Nelson Education.
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