Human Resource Policies
Annotated Bibliography
Meghan Heuler
Liberty University
BUSI642
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Annotated Bibliography
The Society for Human Resource Management [SHRM]. (n.d.). Managing employee dress and
appearance. The Society for Human Resource Management.
The article “Managing Employee Dress and Appearance,” from the Society for
Human Resource Management, further discusses the importance of implementing
dress codes as they set the tone for professionalism in the workplace. The article
states that as well as developing an essential vision of professionalism within the
work environment, the dress code also sets the tone and helps establish the
company's brand identity and image that an organization wants to convey to
others. The way a company portrays itself can have a significant impact on how
its brand is perceived by others and can play an essential role in shaping its
reputation. Having a set dress code also creates a sense of unity among
employees, fostering loyalty and productivity. The article also discusses the
importance of a dress code. It lists the various, more relaxed dress codes used in
different workplace atmospheres, such as formal, business casual, Friday casual,
and summer casual.
Schiavo, A. (2019). Goodbye, suits and ties. Hello, sneakers. Employee Benefits News.
Schiavo (2019) discusses how, recently, the business world has observed a shift
towards a more relaxed dress code. The article stated that many companies and
organizations have opted for a more casual approach to attire, moving away from
the traditional formal dress code. The article goes on to explain that this trend has
caught on for several reasons. A more relaxed dress code can help employees feel
more comfortable and less stressed, leading to increased productivity as well as
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job satisfaction. It can also attract younger and more diverse talent to the
organization. Schiavo’s article also analyzes this emerging trend in-depth,
highlighting the reasons behind it and its impact on morale and engagement. The
article includes a comprehensive list of various companies and organizations that
have successfully made the switch, including some of the nation’s biggest names,
such as Google and Facebook. As more and more companies adopt this trend, it is
clear that the traditional dress code is becoming a thing of the past.
The Society for Human Resource Management [SHRM]. (n.d.). Managing employee attendance.
The Society for Human Resource Management.
This informative SHRM article offers a complete and detailed guide on
effectively managing employee attendance. The article deep dives into the various
aspects of attendance management, including the importance of attendance
policies, strategies for attendance tracking, addressing attendance issues, and
creating a positive attendance culture. The article also provides tips for managers
to encourage good attendance and reduce absences, such as offering incentives,
absence control programs, recognizing good attendance, and communicating
effectively with employees. In this SHRM article, there is an in-depth analysis of
various legal issues and laws related to attendance and absence in the workplace,
such as paid-sick-leave laws, which require employers to provide their employees
with a certain number of paid leave days in a year, family and medical leave laws
which allow employees to take time off from work to attend to family and
medical issues, and wage and hour laws that regulate the payment of wages,
overtime, and work hours.
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Obenauer, W. (2021). Flexible by design: Developing human resource policies and practices that
provide flexibility through the uncertainties created by a pandemic. Cambridge
University Press,14(1–2). https://doi.org/10.1017/iop.2021.9
In his article, Obenauer explores the impact of COVID-19 on the world,
specifically on the workplace and human resources professionals. Although the
pandemic has ended, Obenauer advocates for the continued use of the principles
used during the pandemic regarding attendance. He emphasizes that each
employee should be viewed as valuable, and an idiosyncratic approach/outlook
should be used. An example of this approach used in the text includes creating
flexible work policies and implementing evaluation systems. By creating flexible
work policies, organizations can ensure that their employees can maintain a
healthy work-life balance and meet their personal obligations while also fulfilling
their professional duties. Additionally, an effective evaluation system can help
businesses identify areas of improvement, which can boost employee morale and
motivation. Finally, Obenauer's article emphasizes the importance of adopting an
idiosyncratic approach toward employee attendance and highlights the
significance of the changes that were used during the pandemic.
Deciu, V. (2022). The role of human resource in ethics and compliance programs. Scientific
Research Publisher,13(2). https://doi.org/10.4236/psych.2022.132012
The article from Scientific Research Publisher aims to emphasize the importance
and significance of confidentiality in not only human resources but also in any
workplace. It covers various points, such as creating and implementing ethical
guidelines, compliance with laws and restrictions, penalties for misconduct, and
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providing incentives for compliance. A great piece of information provided in the
article is the examples of assessments that identify positive factors regarding
ethics and compliance measures. Included in the information was a suggestion to
use these assessments to identify improper conduct. Overall, the article from
Scientific Research Publisher shines a light on the importance of confidentiality in
any workplace. It provides valuable information about creating and implementing
ethical guidelines, compliance with laws and restrictions, and providing
incentives for compliance and confidentiality. The examples of assessments for
identifying positive factors for compliance and confidentiality are highly
informative. The recommendation to use these assessments to identify misconduct
is a great tool to maintain and encourage confidentiality in the workplace.
McKnight, T. (2023b). How to maintain compliance and confidentiality in HR. HR Daily
Advisor.
McKnight’s article on maintaining confidentiality in the human resources
profession is an excellent tool for understanding and gaining insight into the
challenges within any human resources role. By reading this article, the ability to
develop a deeper comprehension of breaches and acquire practical techniques in
confidentiality is possible. McKnight’s article also takes you through different
steps of confidentiality in human resources, such as how to comprehend HR
compliance rules and regulations, keep various data and information confidential,
and train employees on confidentiality. The section on training employees offers
great tools for different employers to use, such as regular (annual) training
sessions and comprehension reviews, how to clarify and simplify rules and
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regulations for better understanding, and regular communication on updates and
new information. In conclusion, McKnight's article is full of valuable insights,
knowledge, and practical techniques for maintaining confidentiality in the human
resources world. From this article, all HR professionals and those new to human
resources can better understand confidentiality.
Why is confidentiality critical to human resources? (n.d.). The Society for Human Resource
Management.
In this short article from the Society for Human Resource Management, the
society highlights the importance of human resource employees understanding the
various types of sensitive information they encounter as a part of their daily
responsibilities, such as employee payroll and benefits, to private data and legal
information. It’s important for employees to know what pieces of information can
be released or shared under proper notification requirements, and what must be
protected in accordance with privacy laws and directives. Unauthorized or
inadvertent release to parties not authorized to have information, can lead to
serious violations, complaints, and possible lawsuits. Data protection is critical to
daily business processes, the overall organizational strategy. To summarize, they
must understand the great importance of confidentiality. This article is a great tool
for any human resource employee to better understand confidentiality, the laws
protecting sensitive employee information, and how to handle different forms of
sensitive data.
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Online harassment: The relationship between cyberbullying and job dissatisfaction in the
workplace. (2020). Human Resource Management International Digest,29(2).
https://doi.org/10.1108/HRMID-11-2020-0251
In this insightful article, the Human Resource Management International Digest
highlights an interesting trend in cyberbullying: it has since changed from being
an everyday comment section troll to now affecting employee happiness and job
satisfaction. The article emphasizes the need for the workplace and human
resource professionals to address this growing issue and implement effective
strategies to ensure the mental well-being of their employees. The impact of
cyberbullying on individuals' mental health and work performance cannot be
ignored, and employers and human resource teams must create a safe and
supportive work environment for employees. As per the article, human resource
professionals should implement and practice various measures to address the issue
of harassment in the workplace. One primary solution is establishing a strict
no-tolerance policy against harassment. Additionally, regular training programs
should be conducted to educate employees about the importance of maintaining a
respectful and inclusive work environment. In conclusion, employers and HR
professionals can prevent workplace cyberbullying with this article's help to
create a safe and inclusive environment that promotes positive employee mental
health and productivity.
Strom, P., Collins, C., Avgar, A., & Ryan, K. (2021). Drawing the line: How the workplace
shapes the naming of sexual harassment. Personell Psychology.
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Harassment comes in different forms, and in today's world, it is important that a
human resources professional, employee, or manager can properly identify a form
of harassment, and know immediate processes and procedures for how to handle
the incident, when it occurs. This article provides an in-depth process for how
human resources can respond to a harassment claim and prevent it in the future.
The article also describes how sometimes human resources can actually foster an
environment of harassment. From the article, there are many ways mentioned to
prevent harassment in the workplace, such as training employees on workplace
expectations and workshops on identifying workplace harassment situations.
Within identifying situations of harassment, employees must be educated on
labeling harassment, as there are different forms, such as sexual harassment,
discriminatory harassment, and gender harassment. In the study from the article,
less than 50 percent of participants could identify sexual harassment correctly.
Hyman, J. (2022). Harassment vs. Bullying: Know the boundaries. Leadership Briefings,37(2).
It is necessary to define if the situation is harassment or bullying. This article
describes how our modern-day workplaces are dealing with the need to identify
complex, and escalated situations that may be either harassment or possibly
bullying. Hyman’s article (2022) details that an organization’s productivity can
be greatly impacted by these negative situations, often forcing some of the best
employees to make immediate departures due to unwanted and disparaging
behaviors. The emotional distress leads to decreased morale, leaving management
to determine the best way to handle these situations. Policies are important to
identifying procedures and next steps when harassment or bullying takes place in
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the work areas. Therefore, it’s important to provide avenues for communicating
the incidents in a safe environment; free from judgment, while basing decisions
only on facts. Each complaint should be taken seriously, with an investigation
done to ensure all sides of the incident are properly recorded. Policies promoting
prevention are the best tools for preventing harassment in an organization so that
concerns are immediately addressed, and the unit performs better as a whole.
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