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Policy and Procedure Manuals
Employee Handbook Services
What is the Policy and Procedure Manual?
Human Resources (HR) Policies and Procedures: A Comprehensive Overview
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Human Resources (HR) policies and procedures form the backbone of an organization's management framework, ensuring a structured and consistent approach to managing its workforce. These policies encompass guidelines, rules, and standards that govern the relationship between the employer and employees, shaping the workplace environment, and promoting fairness and compliance with legal standards.
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Purpose of HR Policies and Procedures
The primary purpose of HR policies and procedures is to create a standardized approach to employee management, ensuring that all employees are treated consistently and fairly. They provide a clear framework for decision-making and behavior, reducing ambiguities and misunderstandings. Additionally, these policies help organizations comply with labor laws and regulations, thus minimizing the risk of legal disputes.
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Key Components of HR Policies
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1. Recruitment and Selection: This policy outlines the process for attracting, selecting, and hiring new employees. It includes job postings, application procedures, interview protocols, and criteria for selection to ensure a fair and unbiased hiring process.
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2. Onboarding and Orientation: These procedures introduce new employees to the organization, covering essential aspects such as company culture, policies, benefits, and job-specific training. Effective onboarding helps new hires integrate smoothly and start contributing effectively.
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3. Employee Conduct and Disciplinary Actions: This policy defines acceptable and unacceptable behavior in the workplace. It includes guidelines on professional conduct, attendance, dress code, and the use of company resources. Procedures for disciplinary actions, including warnings, suspensions, and terminations, are also detailed.
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4. Compensation and Benefits: This policy outlines the organization's approach to employee compensation, including salary structures, bonuses, and benefits such as health insurance, retirement plans, and paid leave. It ensures transparency and fairness in compensation practices.
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5. Performance Management: This includes procedures for evaluating employee performance, setting performance goals, and providing feedback. Regular performance reviews help in identifying areas for improvement and recognizing high performers.
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6. Training and Development: Policies in this area focus on providing employees with opportunities for professional growth. This includes access to training programs, workshops, and educational resources to enhance their skills and career prospects.
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7. Health and Safety: This policy ensures a safe working environment by outlining procedures for reporting hazards, emergency protocols, and health and wellness programs. Compliance with occupational health and safety regulations is emphasized.
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8. Equal Employment Opportunity (EEO): This policy promotes a diverse and inclusive workplace by prohibiting discrimination based on race, gender, age, religion, disability, or other protected characteristics. It outlines procedures for addressing complaints and ensuring compliance with EEO laws.
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9. Grievance Handling: This procedure provides a structured approach for employees to raise concerns or complaints regarding workplace issues. It ensures that grievances are addressed promptly and fairly, maintaining a harmonious work environment.
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10. Implementation and Communication
Effective implementation of HR policies and procedures requires clear communication and regular training for both managers and employees. Organizations should ensure that all employees have access to the HR policy manual and understand its contents. Regular updates and training sessions help keep everyone informed about any changes or new policies.
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HR policies and procedures are vital for the smooth operation of any organization. They provide a framework for consistent and fair treatment of employees, ensure compliance with legal requirements, and contribute to a positive and productive workplace environment. By regularly reviewing and updating these policies, organizations can adapt to changing legal landscapes and evolving business needs, ultimately fostering a supportive and efficient work culture.
What is the purpose of an employee handbook?
​Employee handbooks establish boundaries, guidelines, and hr best practices for your business. The purpose of an employee handbook is to facilitate understanding, expectations, and communication between you and your employees.
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How to Develop and Implement an Employee Handbook?
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Step 1: Identify the Need for an employee handbook.
Step 2: Decide on what type of policy and procedures are required
Step 3: Determine the policy content
Step 3: Obtain stakeholder approval and support.
Step 4: Management Acceptance
Step 5: Policy Roll-out.
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Employee handbooks are very useful for small businesses and SMEs. You will want to annually update and revise the employee handbook.
Table of Contents of a Policy and Procedure Manual
EMPLOYEE HANDBOOK - A guide to better understanding
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Table of Contents
Introduction
Corporate Philosophy
Section 1: Employee Classification
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Full Time employees
1.1 Japanese Staff Full-time Employees
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2 Temporary Employees
1.3 Outsourced Employees
Section 2: Working Hours
2.1 Timings of working hours
2.2 Timekeeping
2.3 Lunchtime
2.4 Overtime
2.5 Ramadan Timings
Section 3: Performance Review and Appraisal
3.1 Annual performance review and appraisal
Section 4: Probation
4.1 Probationary Period
4.2 Notice Period
4.3 Leave during probationary period
Section 5: Termination of Employment
5.1 Resignation
5.2 Involuntary Termination
5.3 Termination for other reasons
5.4 Gratuity
5.5 Return of company property
Section 6: Compensation and Benefits
6.1 Basic pay and deductions
6.2 Pay period and Paydays
6.3 Overtime payment
6.4 Annual Bonus
6.5 Salary Review
6.6 Salary Advances
Section 7: Insurance
7.1 Health Insurance
Section 8: Expenses
8.1 General Policy
8.2 Business Trip Expenses
8.2.1 Daily Reimbursement
8.2.2 Non Working day during business trip
8.2.3 Air Travel Guideline
8.2.4 Accomodation / Hotel Stay Guideline
8.3 Non-Reimbursable Expenses
8.4 Entertainment
8.5 Foreign Currency
8.6 Corporate Credit Card
8.7 Client Entertainment Expenses
Section 9: Mobile Phone
Section 10: Vehicles / Cars
10.1 Personal Car
10.2 Company Car
Section 11: Leaves
11.1 Annual Leave
11.2 Newly hired employees
11.3 National and the Company Holidays
11.4 Sick Leave
11.5 Maternity Leave
Section 12: Other Company Policies
12.1 Personal Data
12.2 Dress Code
Section 13: Amendment and Revision
Executive Search & Recruitment
Advertising & Screening Recruitment Campaigns
Recruitment Services at a Fraction of the Cost
Genesis Executive Search provides you with cost-effective recruitment services that not only help you select the right candidate from a series of industry / product-specific candidates but also offer you the opportunity to build your own candidate pipeline for future hiring.
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This means that you pay a fraction of the normal recruitment cost and also build your own database.
Recruitment through a Search Process
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Cost: High. Normally varies between 1-month salary and 18% of gross annual salary per employee.
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Own Database: Repeated placement fee for every hiring.
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Candidate Response: 5-10 candidates per job.
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Candidate Screening Process: The candidate interview and screening process is managed by the agency.
Recruiting through Advertising Campaign
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Cost: Low. Saves you 70% of normal recruiting costs.
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Own Database: Builds your own database for different vacancies specific to your company's business.
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Candidate Response: Between 200 and 500 screened candidates per advertised position.
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Candidate Screening Process: The candidate interview process is managed by you.
The Employee Screening Process
The Best Recruitment Consultancy for Jobs in Dubai
The recruitment process commences with the following
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Step 1: We understand your corporate background and recruitment requirements. We then draft an advertisement campaign. This campaign once approved by you will be marketed on our website, LinkedIn, social media, and among our network of global and regional candidates.
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Step 2: CVs of all screened candidates for hire are collected and segregated into 4 groups
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Group A: Most suitable screened candidates who meet the required job description.
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Group B: Screened candidates who have more than or less than the required experience but meet all the other requirements. (This group is best to build a pipeline of future candidates)
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Group C: Screened candidates who do not have the required experience but have the same industry or product/service experience in a different position. (This group is best to build a pipeline of future candidates)
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Group D: Rejected applicants who do not meet any of the above but have applied for the job. (most unlikely that you would need to retain unless you look for candidates from other industries)
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Step 3: All CVs are presented to you in the above groups. The CVs contain all the candidates' details including the contact numbers and emails.
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Step 4: You would proceed with contacting the candidates directly, interviewing them, and selecting as many candidates you like without any additional costs payable to us.​
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​Advantages of Screening and Evaluating Candidates
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You can build a database of candidates for groups A, B, and C for your immediate and future recruitment requirements.
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The recruitment service COST IS A FRACTION of what you would normally pay a recruitment agency.
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You don't have to waste time putting an advertisement in the media and then collecting CVs and taking phone calls.
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Recruitment Brand created by us for you.
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Saves time and effort for future recruitments strategies.