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Modern HR Policies and HR Management

The modern HR Management is based on transparent, fair and flexible HR Policies and Procedures. Many HR Functions miss the main policies and procedures, and the employees cannot trust the transparency of HR decisions. The trustful HR Function publishes internal policies as employees and managers have the certainty about the fair and equal treatment of all employees. The modern HR Management cannot exist without fairness, honesty and openness.

The HR policies were rigid. They were describing the detailed process and they did not explain the real purpose of the policy and the main decision principles included in the policy and its procedures. The modern HR policies are different. They are flexible and they navigate managers and employees. They set realistic expectations.

The modern HR policies have to be aligned with the corporate values and the corporate culture. The culture supporting the responsibility of employees and managers have to be reflected in all HR policies and procedures. Employees have to be accountable for their decisions and tasks and policies have to allow the freedom to choose the way of the best solution.

The transparent HR practices cannot be easily transferred into the policy. The development of the transparent and fair policy is a long term process. Most new practices should not start with the development of the policy, they should have a pilot. The policy should be one of the results of the successful pilot.

The modern policy supports innovations and does not build barriers to the organizational development. The policy defines the basic requirements and describes the decision process. It describes obligations of employees and managers. It includes a serious appeal procedure as the employee can complain about the individual procedure.

The HR Model defines the main HR policies and procedures. Most procedures does not have to described formally. They can be described on the Intranet for employees and all employees can respect them easily. They can be quickly adjusted. However, the HR Model defines main roles and responsibilities and main policies, which have to be formal and approved by main bodies of the organization. These policies includes the Attendance Policy, Compensation Policy, Benefits Policy, Performance Management Policy and others.

The policy development has to be a team work of the joint team. The Front Office, the Center of Excellence and the Back Office have to cooperate. They have different views on the structure of the policy and the roles and responsibilities. They have to find a compromise. The policy cannot be as strict as requested by the Back Office, it cannot be as perfect as required by the Center of Excellence and it cannot be as loose as requested by the Front Office. The perfect HR policy can survive many years without any update or a significant change.

The modern HR Management cannot be based on informal and unwritten policies. It has to be formalized as employees and managers can understand the basic rules of the game. It is the tough task for HR. It has to produce many policies in the beginning of the HR transformation. It has to update procedures regularly. It has to dedicate a proportion of its time to design the policies, which will make the organization competitive and growing.