HR Policies in an Organization

HR POLICIES IN AN ORGANIZATION 1 HR Policies in an Organization Student's Name Institutional Affiliation Instructor's Name Date
HR POLICIES IN AN ORGANIZATION 2 Recruitment, labor forecasting and selection, and termination policies in an organization An employee recruitment policy is a framework that shows the organization's recruitment practices. The primary purpose of having a recruitment policy is ensure that all recruitments in the organization are transparent, consistent, and compliant with labor laws and regulations. A recruitment policy that the right candidate is hired to maintain the success of the business. The recruitment policy used in an organization I worked previously involved having a defined recruitment process, and this process followed the recruitment process of having a job opening creation, job creation identification, job advertisement, promotion on multiple job boards, and promotion on social media platforms. Additionally, the job opening had to be advertised on the company's career website and shared among employees. The recruitment policy also included deciding on selection stages and possible timeframe, screening and reviewing resumes, shortlisting applications, running background checks, selecting the most suitable candidate, and making an official offer. Labor forecasting involves planning workers' schedules accurately. The process evaluates the organization's demand for labor and assesses labor supply in the market. The labor forecasting policy in the organization I worked previously would start by determining the labor requirements in the organization in terms of skill and number of employees required. The most common method used in labor forecasting in that company was managerial assessment through strategic planning. This used historical data in the company to determine optimal level of production for time of the year and the required human labor for that level of production. A termination policy is a document that outlines how employee termination happens inside an organization. The policy helps employees understand what they can expect before, during, and after leaving the company. The policy is crucial because it ensures compliance with
HR POLICIES IN AN ORGANIZATION 3 employment laws, transparency in the termination process, managing economic layoffs, and taking performance and disciplinary action. The termination policy in the previous organization I was employed first identified reasons that can lead to formal employment termination. Reasons for termination include voluntary dismissal such as resignation, retirement, expiry or completion of a contract. Involuntary dismissal include discharge for cause such as employee misconduct and other wrongful behavior ( REDLINE, n.d ). Discharge without a cause occurs when a company decides the employee's functions are no longer required such as layoffs. Recommendations for improvement The recruitment, labor forecasting and selection, and termination policies in the organization I previously worked were quite elaborate but the policies can be reviewed for improvement. The first area of improvement is in labor forecasting where the HR can shift from traditional methods of managerial assessment when predicting labor requirements in for future operations to using more advanced methods such as the advanced quantitative techniques. Statistical analysis of data can help in identifying trends and patterns for future scenarios thereby enabling more effective planning ( Ord, Fildes & Kourentzes, 2017 ). Advanced quantitative techniques using forecasting software such as Zip Forecasting can help in making the forecasting process easier and more accurate. Another improvement I would recommend to the company is to have a more comprehensive termination policy. Cases of irregular termination have become popular in the courts today with some leading to costly financial liabilities. The termination policy must observe all legal dictations relevant to termination of contract regulations and ensure all terminations are within the law ( Taylor & Emir, 2015 ). The policy must clearly outline the processes that must be used when terminating contracts particularly the involuntary terminations
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