Need to modify Employee Handbook

Because of the lessons learned during the pandemic, there has been a significant shift in the thinking of both employees and employers when it comes to preserving an employer-employee relationship.

It is imperative that all businesses review and re-examine their employee handbooks. A company's employee handbook is a collection of all the regulations governing everything from attendance to benefits remuneration and HR practices. Most HR Professions believe that organisations need to update their employee manuals because the post-pandemic era looks very different than it did a few years ago.

The employee handbook exemplifies employee-employer workplace collaboration. Because operating systems and working models have evolved, this document will almost certainly need to be rewritten, and many companies will do so.

According to a discussion we had with a number of HR experts when HRs update their HR policies, they should first consider the influence of the new operating system on the organization's workplace engagement.

Companies should review their HR policies on a regular basis, ideally at the end of each year, according to HR experts. Since the laws and even employee behavior change over time, all progressive organisations re-examine their employee handbook every year. All of these changing factors necessitate HR practises that are in sync with them. Given the pandemic's global impact, all businesses, large and small, have been forced to thoroughly review their employee handbooks.

It is critical for organisations to grasp the pulse of the organisation before delving into the changes or the focus areas of these changes.

Following the outbreak, some HR professionals stated that they had begun the process of reviewing their HR policies and handbooks. They are, however, ensuring that they receive feedback from staff regarding the changes they want to see. “We are evaluating our employee handbook and have begun with an employee survey to take feedback from the workforce on the basis of which changes will take place,” shares Augustine, chief people officer, Way Cool Foods.

Major Areas for Change:

Time and attendance: 

Because employees have seen that work can be done from home and in a variety of roles, organisations are still willing to give remote working possibilities. As a result, rigidity in terms of time and attendance, or even turning up at work every day, will change.

Performance Overview:

An organization's performance-review system will undergo a significant transformation. Employees working from locations other than the workplace will be graded on the output as remote work becomes more common. What matters is that the task gets done, whether they work for five hours or nine. Managers would be educated and instructed on how to evaluate their remote workers.

Employee wellness: 

According to HR executives, a greater emphasis will be placed on keeping staff healthy. Companies that can provide better health care and perks to their employees will do so. Many businesses have improved their employee wellness programmes, health benefits, and other key offers, such as partnerships with hospitals and doctors for free consultations.

Travel policies: 

Though face-to-face interactions will continue, the amount of face-to-face encounters will decrease. The virtual form of discussion would be utilised for the initial conversation with the client or any other stakeholder. Face-to-face encounters will be required at the final and closing stages. As a result, there will be more video calls and fewer meeting travel.

IT governance: 

Data would be at danger since many employees would be expected to work remotely or in a hybrid work arrangement. During the entire shutdown, businesses quickly realised this. Employee standards and behaviours about the types of data that can be shared, the platforms on which they can be shared, and with whom will be in place.

Clearly, the epidemic had a different impact on different sectors. There may be some industries that have been spared the brunt of the damage. Work went on as usual for them, whereas for others, such as the IT industry, changes were significant, even in the handbook.

 

Source:HRkatha.com

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