Written Human Resources Policy: Recognize and Address Employees’ Needs

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Table of Contents

Introduction
Main body
Conclusion

Introduction

Any company has to utilize well-developed HR policies because they make it possible to recognize and address employees’ needs. Having a written policy, organizations receive an opportunity to ensure that people will not interpret provided information in different ways. The documented policy can be easily accessed by the personnel, which contributes to its execution. Unfortunately, the company I currently work for lacks numerous significant documented HR policy items, which causes employee misunderstanding and dissatisfaction. Personally, I believe that it is critical to overcome existing problems and to develop written guidelines. The major issue that can be currently observed and requires immediate addressing deals with the employee rotation plans. While the company has well-established policies for managerial positions, the cases of ordinary staff members are not discussed.

Main body

Rotation plans are critical for appropriate company operations because they identify all opportunities and limitations associated with the possibility for a professional to move to another department within the organization. For now, my company implements a system according to which those individuals who are going to obtain managerial positions and change their working department are to have three-year experiences within their initial department. This kind of rotation does not even presuppose the necessity to receive approval from a current manager and is considered to be the first step in the implementation of the Opportunity Gate. The leaders of my company stated that the second step would reveal guidelines regarding the possibility for the ordinary staff members to move to another department for a similar position. Although it was announced years ago, even now HR policies do not provide any information regarding the minimum years an ordinary employee has to spend before being eligible to request rotation. To my mind, the fact that this project was stopped proves that the management turned out to be unable to accomplish it successfully and decided to drop it instead of developing other solutions.

The leaders of my company announced that the second step of the Opportunity Gate was not put into practice because they expect a huge number of applications from the staff members that could not be handled by HR professionals because of the lack of resources. However, such an excuse reveals the company’s inability to manage its personnel and increases the gap between managers and employees. I consider that the possibility of numerous applicants should have been forecasted before the implementation of the initial step of the Opportunity Gate. Even if the company failed to act proactively, it should have established a clear policy that gives an option and a fair chance to all staff to be released from their current departments if they have already performed their duties there for a specified number of years. Existing disparities affect employees’ willingness to work for my organization because they do not obtain any detailed description of opportunities to develop their professional skills and climb the career ladder.

Conclusion

All in all, I consider that my company is to establish written policies that reveal employee rotation plans because it is the best way for the management to ensure that the staff will not face burnout and job dissatisfaction. Current issues increase the possibility of worsened employee performance. Moreover, new talent is not likely to be interested in the opportunity to be recruited to my company if they realize that its HR policy lacks major items and does not provide them with an opportunity to plan their career.

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Written Human Resources Policy: Recognize and Address Employees’ Needs

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