Cycle Agarbatti was using traditional enterprise resource planning (ERP) methods for HR and payroll processes, but as it grew in operation and size its existing system could not efficiently handle the evolving business requirements.
With its widespread business in Chemicals and Textiles, GHCL Limited has a huge workforce, managing which was a bottleneck task for the industry. Due to more than one location, segregated attendance and leave administration, and manual application approval process, data management and its reconciliation were laborious and unproductive. Read along to know how GHCL tackled these hurdles with factoHR.
The NGOs can be said as the backbone of the nation, but while helping the community, they also face challenges in HR management. With their growth over the years, HR operations such as information, managing attendance, leave, payroll, performance, etc., for the scattered employees became more complex. This case study shows how factoHR helps NGOs to overcome these hurdles.
Sick leaves are used by employees when they cannot come to work due to their illness or any relatives’. Sick leave policy is a sample that states how much leaves employees can take, what the frequency to avail is, etc. Mostly the number of such leaves is fixed by the organization under the adherence of legislature laws. Pending Sick leaves can be encashed or carried forwarded as per the wish of the employer. It must be ensured that employees don’t feel any pressure of work during a particular time. The policy must provide a healthy kick-start with motivation to the next working day.
When the employees work above the scheduled working hours allotted to them and get minimum wages, it becomes essential to pay them for the overtime work done as per the pro-rate basis. The configuration and designing of attributes like how much amount to be paid, how much maximum overtime hours to be counted, compensation against worked overtime, etc. build up the overtime policy. This policy is designed to ensure that employees benefit from working overtime as per the government declared laws. This law also states punishment to be charged against employers not adhering to the law. Our overtime policy template will provide sample policy and insights about what key components to be kept in mind when designing the policy.
With increasing gender equality in society and the increased opportunities for women in every field of work, it has become unavoidable to take preventive measures against sexual harassment. The weight of preventing sexual harassment lies on the employer. Therefore, employers are required by law to take steps to forbid and deal with molestation in the workplace. Suppose the employer has not taken all good steps to prevent and deal with harassment in the workplace. In that case, the employer may be responsible for any harassment, even if he was unaware that such harassment was taking place. The Prevention of Sexual harassment Policy includes all the provisions about steps to be taken when such an incident happens. The policy explains what harassment is, expresses all employees that harassment will not be tolerated, and sets out how employers and employees should react to harassment incidents. Having an anti-harassment policy doesn’t mean that there will not be harassment complaints or incidents. However, having an adequate policy and procedure, linked with anti-harassment training for all staff, will prevent harassment and encourage individuals who are the victims to come forward and guarantee that the problem is addressed rapidly and effectively. Get an easily configurable Prevention of Sexual Harassment Policy in the form of our Prevention of Harassment Policy.
A travel policy is basically a company’s rules and procedures that outline how their employees should approve, book, and sponsor travel for business-related purposes. Corporate travel policies are normally created by the Finance Manager and the Travel Manager. They typically abstract things like if an employee can travel in business class, before how many weeks should they book their trips, or if there are certain precautions employees must take when traveling alone. Travel policies aren’t just rules. They shouldn’t be confusing and too restricting. Rather, travel policies can positively affect both travelers and business. Company travel policy is affected by how your company travels, who travels, and why they travel. However, there are some things need to be in any company’s policy. There are some challenges to the travel policies formulated in general. They are that the travel policies are challenging to understand, they are not enforced using technology, and they come across as overly bureaucratic. With our Travel Policy Template, you can overcome these challenges and have an easy-to-understand policy for your organization’s employees.
People are the extremely precious asset of an organization. Deficiency of proper leave management can lead to the unauthorized absence of employees from duty, lower productivity, fall in productivity hours, missing important targets, etc. These types of hindrances can be overcome with a proper Leave Policy Manual for employees in the workplace. For example, if any employee is on leave with no prior message, his/her work suffers as nobody is equipped for the unannounced absence. But on same terms, if an employee applies for leave beforehand in that case, the stakeholders are cognisant of it, and the entire team can manage the work in employee absence and no productivity is lost. Leave Policy Template, when enforced in the company, furnishes a common understanding between the employer and employee upon how leave can be taken while in service. An annual leave policy makes it clear what staff are and aren’t entitled to do. It also outlines how the holidays will be granted and any business periods where the holiday will be refused.
The employees may be transferred or relocated within the country. When a company offers long-term employment to an employee more than fifty kilometers from the current work place, a company may offer a relocation package. Companies are supposed to provide their transferring employees with everything they need to relocate. These expenses usually cover the employee’s sound moving and other work-related cost. By offering transferees a relocation reimbursement, employers provide comprehensive financial and different kinds of relocation aids to free the employee and their family of the expensive load of relocation. A well-developed policy not only provides peace of mind as well as a payment to accept the job offer for the transferring employee but reflects positively on the company’s reputation for attracting top talent. The Transfer and Relocation Policy describes the organization’s Rules and Regulations concerning the transfer and relocation of the employee. It also contains the leave provisions that allow the employee to settle in the transferred or relocated area. Reimbursement provisions and provisions regarding exceptions are also included in this example template. With our Relocation Policy template, you can easily configure the terms to suit the needs of your organization.
A code of conduct outlines the behaviour that is considered suitable for the organization’s healthy working environment. In certain circumstances, the employee faces a dilemma where he comes across two or more equally appropriate options. In such case, the code of conduct will guide him by clarifying what the company expects from the employee. The code of conduct is a subset of the code of ethics and gives it a real-life application beyond what only seems like philosophical speculation. It also lists which specific laws are meant to be obeyed in the organization’s operations and the industry. This policy ensures ethical decision making and working in the environment.
A well-written code of conduct elucidates an organization’s mission, values, and principles, linking them with professional conduct standards. It is a central guide and reference for the employees to support day-to-day decision making. It encourages discussions of ethics and compliance, empowering employees to handle ethical dilemmas they encounter in everyday work. It serves as a vital reference, helping employees locate relevant documents, services, and other resources related to the organization’s ethics. A code of conduct serves three critical purposes: Compliance, Marketing, and Risk Mitigation.
The employees know the needs and standards of the organization in the best possible way. Due to this reason, the employees may sometimes refer candidates for the vacant positions in the company. The company may reward the employee if the candidate referred by that employee is selected in the organization. This process, however, cannot be done as one wishes. The Employee Referral policy states the procedure for such referral, employee’s returns, and other rules and regulations that the employee must keep in mind. The company can use this policy as an assurance for the employees that the organization trusts their judgment. By definition, employee referral is an organized system that companies and organizations use to discover talented people by requesting their existing employees to recommend candidates from their existing networks. The Employee Referral Policy will provide a bonus to a current employee who brings new talent to the company by referring applicants selected and employed. Employee referral programs increase internal resources and networks to find unique job candidates.
Not every employee is teh same in the organization. While some employees will be highly satisfied, some may have grievances and disputes. Grievance Redressal manages employee dissatisfaction or complaints (e.g. favoritism, workplace harassment, or wage cuts). By establishing formal grievance handling procedures, you provide a safe environment for your employees to raise their concerns. The Grievance Redressal policy holds the process by which the employees can report such complications in order to receive a proper solution. Following the procedure and arriving at an appropriate solution helps maintain a healthy working environment. In the era where employees are considered an asset of the organization, having a Grievance Redressal policy helps decrease the turnover ratio of the employees. As an employer, it is best to manage grievances in a well-meaning and supportive way to avert unneeded escalation and negative feelings. The grievance handling policy allows you to determine and address unacceptable or unlawful practices rapidly. Get a pre-formulated and easy to configure grievance policy in our Grievance Policy Template.
Information and communications technology (ICT) is a denotative term for information technology (IT). It stresses the role of integrated communications and the integration of telecommunications (telephone lines and wireless signals) and computers, and necessary enterprise software, middleware, storage, and audiovisual systems, that enable users to access, store, transmit, and manipulate information. The term IT and Communication is also used to refer to the convergence of telephone networks with computer networks via a single cabling system. There are ample economic incentives to merge the telephone network with the computer network system using one unified cabling system, signal distribution, and management. IT and Communication is an umbrella term that includes any communication device, encompassing radio, television, cell phones, computer and network hardware, satellite systems, and so on, as well as the various services and appliances with them, such as video conferencing and distance learning. An organization’s IT and Communication policies set anticipation and manage communications within and outside the organization. They help in meaningful and necessary communication for employee productivity and team spirit without limiting communication. Having an acceptable communication policy in place trims down conflicts and misunderstandings. Similarly, organizations also need to clearly state the role and degree of usage of electronic facilities and instruments, to prevent liabilities and embarrassment. This is covered under the IT and Communication policy.
Conveyance is a conventional word that can mean either the transportation of a person from place to place or the vehicle that does the process. Transport Allowance or Conveyance Allowance is the allowance for the employee’s travel from their residence to their workplace. The Conveyance Policy is formulated to establish guidance and provisions while traveling from the home to the workplace and back. This reimbursement is usually offered in addition to the basic salary, and may or may not be taxable under India’s Income Tax Act (depending on how much the employer is offering). There is no limitation to how much conveyance allowance an employer can offer its employees. In cases where the company provides transportation services to the employee, the Local Conveyance Policy is not necessary. Conveyance allowance can be classified with other allowances like a special allowance. The Local Conveyance Policy aims to establish guidelines for reimbursement of conveyance expenses incurred by an employee for using Public Transportation/ own conveyance for official use. The Conveyance Policy has been developed to establish guidance and policy while traveling on official business and providing procedures for the approval, reimbursement, and control of travel expenses.
According to the Factories Act 1948, every adult (a person who has completed 18 years of age) cannot work for a time more than 48 hours a week and not more than 9 hours in a day. According to Section 51 of the Act, the spread over should not exceed 10-1/2 hours. Working time is the timeframe that a person spends at paid labor. Many countries modulate the work time by law, such as stipulating minimum day-to-day rest periods, yearly holidays, and a maximum number of working hours per week. Working time may differ from person to person, depending on economic conditions, location, culture, lifestyle choice, and the profitability of the individual’s livelihood. Employees need to be given a fixed time frame to work with the organization. This allocation is to ensure that the employees are not over or underworked. The Working Hour Policy contains the minimum and maximum working hours of the employees and the provisions regarding the late coming and early going. Standard working hours (or regular working hours) refers to the legislation to limit the working hours per week, per month, or per year. The employer pays higher rates for overtime hours as required in the law.
In an organization, the employees are usually grouped based on their roles and responsibilities. Such grouping is called the Organization Banding. Different employees have different levels of responsibility. Bands are essential for planning and communicating. Banding involves creating a characterized range within which candidates are treated the same. Organization Banding Policy explains what is needed to simplify behavior based on the organization’s culture and what it takes to develop or reconstitute its culture to fit with the 21st century’s needs and flourishing global perspectives. These will be used as guidelines in developing continuous concepts to maneuver assessments, training, and transformation processes of an organization. It does not have as many well-defined job grades as conventional salary structures do. Thus, it reduces the importance of ‘status’ or hierarchy and emphasizes on lateral job movement within the company.
In this structure, an employee can be more easily rewarded for lateral motion or skills development, whereas in traditional multiple grade salary construction, pay progression happens mainly via job promotion. In this way, it is a more flexible payment system. However, the flexibility can lead to internal pay comparison problems as there is not as much power over salary progression as there would be within a traditional multi-level grading job (structure). This Policy contains the terms and grades that are appropriate for organizational banding.
Employee Exit policy shows the handling the full and final settlement of employees when they leave the organization. When the employee resigns, retires, or is being terminated from work, the necessary paperwork and formalities associated with employee exit need to be done via a systematic process. Exit interview, clearance from various departments, replacement of the departing employee, full and final settlement of employee dues, and more are the exit policy’s provisions. Regardless of the employee’s leaving situation, staying calm and professional will ensure a sleek transition for your company and keep doors open if any future encounters with the exiting employee develop. For the employees offering a notice, authorities will need to decide if the employee remaining on-site for the time mentioned in the notice will be more productive or noxious to the company. If negative, the authorities can, with all respect, accept their resignation and show that for the benefit of the business operation, they will take it as effective immediately. The HR may pass on that they will pay them for the said notice period since they offered to work. If they don’t provide to wage the employee, they should understand that he or she can file an unemployment claim for the time they had offered to work through resignation, but weren’t permitted.
Social media usage has been quickly increasing each year. It has become an essential medium for people to express and vent their emotions. This trend does not seem to have an intent change any time soon. Now that tech-savvy Millennials are in the workforce and Generation Z (those born in 1995 or later) following them, the boundaries between “personal” and “professional” have become increasingly foggy online. As a result, your company would do its best to create specific guidelines to guarantee that no trade secrets or brand negativity are shared publicly. This makes the need for a social media policy a vital tool for an organization.
It is due to this reason why many companies have initiated a workplace social-media policy as a portion of their human resources training efforts. A clear set of guidelines can be given to employees vocalizing what is permissible to post about the organization, thereby ensuring that the organization stays away from legal problems. Legal issues are sure to originate if employees say anything harmful about the organization or reveal confidential information. This policy gives employees a distinct understanding of what they are allowed to post on their platforms and off-limits. Get your employees a clear-cut knowledge of what they are allowed to post online, and how any negligence from them may lead to immense trouble.
Any organization’s most essential component is human resources. They rise and fall with the organization’s growth. It is crucial to compensate the employees for their vital services and impenetrable loyalty towards the organization. A payroll policy explains the process of payment to the employees as it envelopes the administration of the salaries, time-sheet keeping, wage methods, and payment schedules of an organization’s employees. This policy is defined to place control and make employees conscious of what they should anticipate on pay-day. Any payroll policy should specify the responsibilities and accountabilities of staff managing the same. Since payroll covers sensitive and confidential information, the policy should also define access and safety levels. The policy should differentiate the preparation required by various employee groups.
All the operations should be certificated in detail in the policy handbook, which covers everything from employee hiring to separation. These procedures cover payment processing activities required for managing new contracts, time reporting, work changes, outstanding payments, data updates, deductions, and alienation. This policy covers the payment processing services provided by the organization, the legislative requirements it must comply with, and determining the employment status of workers.
A non-Disclosure policy or confidentiality agreement is a contract that binds an employee and employer throughout the employment and even after a few months, as stated under the agreement. As the name outlines, the Non-Disclosure policy binds an employee not to share, publish, disclose or in any way reveal the confidential information of the company, its business data, financial records, personal information of employee’s and client’s with the third party anywhere globally. This third party could be your competitors. An employee who breaches the agreement in any way could be responsible for penalty about not greater than but up to the termination of his/her employment at the immediate point of knowing when a breach is done. Almost every small or big company has its own set of confidential information, which it doesn’t want to share with its competitors in any way. Thus, you must know how to secure various business-sensitive information. To get you there, our Non-Disclosure Policy Template will assist you in the formulation of such a policy.
Employee personnel records are maintained in your human resources department. As required by law, some records relating to employees are retained in separate files. Employees may request access to their necessary personnel files. Based on the situations, employees may be rendered access to records with appropriate editing to protect others’ rights. All requests for access to the personnel file must be provided in writing to human resources. Upon receipt of such written requests, human resources will schedule a meeting to view the file during regular office hours. For the intent of access to personnel files policy. The personnel file includes records related to performance and training. It also contains other data used for hiring, promotion, and disciplinary decisions. Employees are not authorized to take away any documents from the personnel file. This policy helps you instruct your staff to record things accurately. Employee records are not the place for playing around. These do not go over well in a court of law.
For most organizations, an open-door policy is one that informs the employees that the door is always open for communication and complaints. It is meant to let employees know that they have a way for all issues to be addressed, and they should never feel like they don’t have anyone to turn to. In fact, some companies in their policy specially mention to whom an employee can go with any type of issue.
Open-Door Policy can prove highly crucial in your efforts to hold employee team spirit and reduce employee turnover. In return, employees can feel that they can communicate with the other senior managers and understand how these strategies can impact their individual work. Employers can also benefit from knowing first-hand what’s important to their team. The policy is typically designed with the intent of creating an environment in which employees feel they are able to express any question or concern without fear. It can also signal to the employees that the company wants to be transparent in its operations. Employers hope to keep employee morale high by ensuring employees their voices will be heard. Employers also benefit from these policies because it often means the employer will hear of issues before the issues escalate. You’d rather hear from an employee than from a lawyer.
When done correctly, work reviews can aid employees in understanding their strengths and weaknesses and how they can overcome such weaknesses through training, how their work aligns with the company goals, and what is anticipated from them in their given position. Managers who effectively use these systems can easily recognize high-performing employees, proactively resolve the issues, convey expectations, promote growth and development, and foster employee engagement. Performance Review Policy clears the confusion about the review process, criteria, and cycle.
This policy gives a guide to the employees on the function of the work review and guarantees that the work performed and the employee’s training needs are managed effectively and moderately. With the Performance Review Policy, we aim to provide the individual employees and their manager a chance to review work, content, weight, and volume to look back on what has been achieved during the past year, and depending on it, agree upon future objectives. In this template, you will find an efficient policy of the company. This template is highly configurable and is formed to include companies from various industries. Download this template to have an easy guideline to develop a policy for your company.
The importance of enforcing a employee training policy has been established in numerous businesses over the years. There is evidence to support the realism that staff training is the most crucial constituent of any business. It’s that aspect of a company that commits constant dedication, support, and employee exuberance. Without a strong base of training and sample example in place, other business features may have a hard time flourishing or staying steady throughout the years. There are so many reasons why it’s so important to have a plan in place to train your staff.
Almost every organization ought to have an elaborate employee training policy. The Example includes several aspects, such as different employee training programs and other initiatives to bring new employees to match the pace with their operations. Workforce training is a component of any company’s HR authorization. There has been long term training to refresh employee skills at any given time. Carefully developed and implemented, employee training programs tend to affect the organization’s competitiveness and the organization’s long-term accomplishments in addition to its overall productivity.
Having a healthy employee dating policy to provide a framework for acceptable behavior and protect the company (and its workforce) against problems is critical. employee fraternization policy should form an important component of your company culture and be understood by everyone on your team.
Most companies might prefer their employees not to date each other. This is to avoid workplace problems and avoid the risk of things going bad if the relationship breaks down. Broad bans on dating colleagues rarely function any meaningful intent other than to encourage couples to keep things masked if they find love in the office.
However, having an employee fraternization handbook sample within your company or organization can help provide clarity, guidance, and interoffice dating boundaries among colleagues. It can ensure that relationships don’t harm the participants themselves, their other colleagues, or the company as a whole.
The Compensation and Benefits policy ensures to manage the employees’ fixed pay and provide various benefits by setting performance standards and maintaining the same for every employee. Benefits administration within any company takes care that employees of that company are provided compensation for their efforts in projects and benefits for any of their financial crisis. It is an official statement to the employees about how they receive benefits from their company. It is the primary function of the HR processes because compensation and benefits administration to handle for each employee based on their performance statistics is time-consuming and is most important for employees. The company providing timely benefits to its employees must look if their policy is compliant with the government’s laws, which can be ensured with our policy template.
Not all employees think of their own benefits rather than the company. Some outperforming employees always do something out of the box to feel their company proud. And almost every country’s government has made rules and regulations for companies to appraise and reward their employees who excel in their performance and positively impact the company. It is the prime duty of every company to recognize its employees amongst their peers to motivate them and increase their self-esteem. An award letter is a formal and straightforward gesture to appreciate employees that describe their value for the company for which they are working.
Moreover, the fact of keeping such gestures in your company can attract candidates to be a part of your company. The regular appraisal of an employee defines the fact that employees are being valued and motivated at the right time. Start building a healthy culture of recognizing and valuing employees with our Award Letter template.
Corporate Social Responsibility (CSR) intends to add to societal goals. It plans to do so by support volunteering or ethically oriented practices. While the companies run their business based on various stakeholders’ anticipation, they also realize the value of contributing to making the world a better place. The Corporate Social Responsibility Policy aims to improve a sustainable society, and this dedication is deep-rooted in its core values. They aim to show these through their actions governed by this policy.
With our Policy Template, we help you create awareness among your employees regarding the company’s steps to return the good deeds to society. The company’s existence is a part of the bigger system formed with the harmony of the people, values, and nature. It is both a responsibility and a deed of conscience that encourages the companies to take some extra steps to engage in donating or volunteering activities and partner with the non-profit organizations to complete ventures. Download the template now.
The employment ethics policy tells employees to do the right things at the correct times and keep good behaviors for their peers. It guides the employees on how to promote a culture of growth among the company. To keep employees growing, any company must use best practices to develop a culture where employees are motivated and not discriminated against. The policy outlines various elements to be taken care of to promote a secure environment. It tells employees to help their peers and employer to take care of employees’ benefits and issues. The employer must develop operations for employees that increase their trust level. When the employees’ are not tied up with corporate and internal business issues, they can guarantee to bring profit to the company within a limited time. The company must ensure its employees about the compliance they hold for every matter of fact. To ensure fair conduct of employees for their work, our policy template details every points to be kept in mind.
Some hardworking people place their job over health. As a company, we should understand this and offer the employees a series of advantages and activities that promote health. This program is known as an employee wellness program. Employee wellness programs are intended to improve employees’ health and fitness often through preventative care. Wellness goals can include preventing acute diseases to decrease their health and economic load, rising employee motivation, and improving employees’ life quality. The Employee Wellness Program Policy is an initiative on the company’s part to educate their employees and create awareness among them about the company’s resources and programs to increase the employees’ immune system and stamina.
This policy shows the employee what types of programs are undertaken by the company for their health benefits. It explains to them the need and importance of utilizing such programs. This policy elaborates on the provisions regarding the subscriptions and usage of such health resources and programs.
India has one of the sternest laws about the possession of weapons. India has the third-largest number of death by guns after Brazil and the USA. With the increasing rate of fatalities by firearms, it becomes necessary to have a policy that forbids the use of weapons in the workplace. The workplace is supposed to be a safe and secure place for people to provide their professional services. Possession of arms by some employees may disrupt the safety of other employees. The Concealed Weapons Policy helps the organization to have a strict policy about the prohibition of concealed arms in the workplace. This Template Sample is not at all compromising or lenient. Leniency in these matters can risk the lives of other people.
Making a Concealed Weapons rules makes the rules and provisions clear to the employees. The employees need to be informed that they will NOT be allowed to get away for breaching the terms of this policy. The company holds the right to fire the employee if the latter breach the provisions of this policy.
Employee Recognition and Reward policy is an official statement on behalf of the company that says that employees/teams who deliver exceptional performance and contribute to the company’s well-being. The policy entails that such employees must be recognized in a proper form, which is inspirational to them and their colleagues. It will develop a lively competition among the employees that will indirectly benefit the company’s status. The policy outlines that company must not promote any favoritism as it will only lessen their dignity amongst the employees. On the contrary, well-defined appraisal programs will promote a healthy culture for the company to attract more candidates.
The policy develops best practices to set the high-performance standard every time an employee is rewarded for some category. As the employees will be motivated to achieve high targets, the company’s market value will improve and increase. Grow a positive and enthusiastic working environment for your company with our Employee Reward and Recognition policy template.
The employee gift policy states the provisions and guidelines applicable for receiving, offering, and exchanging gifts by employees under any circumstances. The employee should not be gifted for any favors as it may not turn out good for other employees’ morale. Under this policy, the organization can define circumstances under which employees can accept gifts, exemptions, and provisions. There may be circumstances where the donations received by employees might be a cause of injustice and conflicts. Thus the company’s policy must be equal for every employee and must strive to practice the same. A well-formed policy and culture practice will not only make employees learn about the policy but also help the agencies, vendors and suppliers of present to employee to learn about the same. Formulating a policy will be a suitable method to lessen down the affect of inappropriate gift supplies and the effects of them. Our Gift policy template defines every step to invent and maintain an all-round policy.
Appointing a recruit as a permanent employee from day one of joining the organization may not be fruitful. In some instances, even after acing the interviews, the employee – organization relationship may not work out. This can happen due to several reasons: one of them being the lack of compatibility between the organization and the recruit. To avoid such a short-lived employment relationship, the organization implements a Probation Policy, which is essentially a trial period between the recruit’s date of joining the organization until he is given a permanent employee status. This allows both employer and the organization to know each other better and decide whether this is the right partnership. Apart from this, the employee can use this time to discover if he is comfortable with the organization’s working environment and job responsibilities. If the organization feels that the employee is suitable for the organization and its working environment, the employee is appointed as a permanent employee. In the opposite circumstances, the employment is terminated.
This policy gives a clear indication of all the provisions regarding this trial period. It explains clearly what an employee should or should not do. The policy emphasizes that the employer’s decision is based purely on the recruit’s performance and behavior and ability to adapt to the working environment. With our Probation Policy, make sure the recruits have a clear idea about this trial period’s rules and process.
Whistleblowing refers to reporting an unlawful activity in the organization by any employee of the organization. These activities can be corruption, wrongful trading, sexual harassment, unjust discrimination, etc. We, as a company, guarantee entirely legal trade practices to the government. However, what activities are being undertaken by our employees secretly may not be in our knowledge. Some employees are aware of these situations or have faced unjust discrimination in the workplace and are willing to take steps against the same. These employees need to be protected to encourage other employees to feel free to bring forward such issues. Whistleblower Policy ensures that the employees who step up against these activities are protected and safeguarded against the accused’s retaliation practices. Retaliation practices are the adverse actions undertaken to punish the employee or get revenge for throwing light on the accused’s criminal trials.
However, in some cases, the employee may file a false complaint and present fabricated evidence against the organization or other employees to harm the latter’s reputation or for personal gain. To avoid such instances, the organization must have a policy that specifies the actions against such employees and to clarify the consequences of such dishonest practices. This policy covers the provisions about actions against such cases. Download our Whistleblower Policy Template to ensure that the employees overcome the fear of retaliation and report the unfair practices.
For an organization, maintaining confidentiality and workplace security is of utmost importance. However, this task can be made more accessible by both the employer and the organization’s joint efforts. The company must take steps to improve the security of the workplace. The employees must understand that wearing an identification card can reduce the risk of intruders or impostors entering into the organization. Over the decades, there have been cases of unauthorized people breaking into the organization with malicious intent. They could pass through the security without any hassle because there was no identification card system in the organizations. However, with the personal identity card, the security can easily scoop out the people who do not belong in the organization by the mere fact that they do not have an identity card. With the ID Card Policy, employees and companies can relax and enjoy a safe working environment.
This policy format carries the provisions regarding the necessity of wearing an ID card. Apart from that, the policy explains the company’s actions against the employee if he breaches this contract. In case an employee loses his card or gets stolen, he can follow the guidelines provided in this policy to report the missing personal identity card and apply for a new one. Make your identification card policy to ensure your working environment’s safety with the help of our ID Card Policy Template.
The Employee Insurance Policy aims at providing benefits and assurance at the workplace according to the rules set by the Government. The insurance provided is divided into medical and social both securities and are compliant to decisions the government has formulated. With the policy, the employees get compensated for the workplace hazards and threats they face that can even cost their lives. The workplaces like factories, which comprise heavy physical work, generally design such a policy to support their employees. They ensure the employees that in situations of such accidents, the employees will be provided with accurate insurance coverage without any mismanagement.
Under this, employees can get health security coverage from the hospitals and clinics with whom the company has tie-ups. The assurance covers the hospitalization coverage along with the post medicine charges. Some of the insurances under this example template also protects the family members along with the employees themselves. Thus, provide your employees with health security using the Employee Insurance policy template.
With the growing demographic of millennials in the working population now, the organizations face employee turnover. The generation of millennials is known for being determined to grow. If they are unsatisfied with the organization or feel that they cannot grow, they will change the organization. This problem mainly happens in small and medium scale enterprises. All multinational companies have a high retention rate. This is the result of all the perks and benefits that they provide to their employees. It is evident that if the employees stopped receiving appreciation and assurance, they would choose to leave them. The company needs to guarantee the employees that they will receive growth opportunities from the organization. With the Employee Retention policy, you can have a solution to the employee turnover solution.
This policy contains all the provisions regarding the company’s initiatives to retain its employees and provide a surety that the employees will have a comfortable working environment, proper communication medium, and assurance for the growth opportunities. Explain all the benefits that the employees receive in this policy. With our Employee Retention Policy Template, ensure that the employees are given a sense of security regarding their jobs and potential development opportunities.
This OKRs helps any individual or team to be on its right track and aligned to the organizational goals, even for your engineering team. The engineering team is a team that is dedicated to designing new products through coding. The engineering team’s fundamental function is to meet the targets that the organization has created for its products while keeping its customer needs in mind. Whenever a customer raises an issue, the engineering team must resolve it as early as possible. Along with keeping your engineering team focused and aligned with the organization’s goals, It also helps them focus on their productivity and increase customer retention. Our Engineering Team OKR template will guide you to design example for your engineering team so that they never miss any target.
Human resource is the most tricky function; their OKRs are also challenging to design. The human resource department has to maintain and organize various operational and strategic tasks to grow their organization from hire to retire. It is thus the core component needed for the organization, without which an organization cannot survive. The OKRs example for the Human resource department helps them stick to their functions and give their best to achieve the targets within a limited time interval. Our Human Resource OKR template will ensure short term inspirational goals for the HR department.
Quality Assurance or Testers is the department of the organization that accounts for testing and finalizing the product/service’s quality. The primary function of the testers is limited to create source code, review the source code, find the bugs, prevent it, maintain the quality of the product, software integration, and delivery management. The product to be delivered must be of excellent quality without any bugs and run-time errors. The role of the quality testers increases when you have many products to deliver that, too, maintaining the timeline of delivery and the quality. Thus, OKRs for QA help them to achieve maximum output and improve the quality of the product to be released with every regression testing. The time frame of such OKRs short term to ensure maximum targets achieved. Our Quality Assurance OKRs template embraces many sample examples to help you with OKR building.
Over the last few years, OKRs has gained popularity for marketing teams of all sizes. Setting OKR for marketing teams is not easy work. There are multiple aspects to a single action taken by the marketing team because the market is a free place, unaffected by any forces. The tasks and projects of the marketing team do not always produce immediate results. The marketing team has to work for days or weeks on certain projects in order to achieve the desired result. This result too does not always go as per the plan. Sometimes the plans backfire and the marketing team has to start from zero bases. Some goals, like improving SEO or boosting brand awareness, do not have measurable numeric metrics. It is difficult to convert the marketing goals and objectives into numerical form. These difficulties, however, shouldn’t hinder any organization from using OKR for marketer teams. We are providing an easy-to-use template for formulating quick and easy OKR for your Team.
Product Management OKRs are complicated and hence, demand some time to master them and use them effectively. The responsibilities and nature of the tasks of the product manager depend upon the circumstance that he is working in. He may have to perform the role in many aspects. These aspects may be in terms of engineering, sales or marketing. The product manager designs and plans the new product and designs multiple uses of the existing ones. Doing this, he performs the role of a product engineer. He finds an effective sales strategy and researches about the uses of the product in the market. With this, he is therefore performing the tasks of the sales and marketing department. Before the release of the product, it is normal to have value-based Key Results. However, it is necessary to focus on the most hypercritical metrics of your work. You too can make use of the effective Product manager OKR through our OKR for Product Manager template.
Like recruitment, the resignation process also consumes a reasonable amount of time to help employees take off all the liabilities from the organization. No loopholes must be found after your employee leave the organization. It calls for enforcing the resignation process along with a proper formated relieving letter to conclude it. A relieving policy outlines the guidelines to offer a letter absolving the responsibilities of the employees in the organization. It also takes assurance from employees not to disclose any of the confidential information after termination for specific years. Under this letter, the employees are asked to settle their dues from the accounts department, if any. Moreover, it helps the organization regain its belongings from the employees, which can be certain documents, letters, equipment, mobiles, sim-cards, ID, etc.
The letter takes employees’ confirmation on all the above-stated requirements, and it is regarded as an official notification of the end of employment with the organization. Employees can ensure after the appointment of the letter that they are exempted from the duties with the current organization and can be a part of any other organization.
The organization’s efforts to provide benefits, facilities, and services to the employees are part of its Employee Welfare Policy. These activities are undertaken by the organization to ensure that the employees have a comfortable and ethical working environment. Welfare activities enhance employees’ morale. They create a loyal and satisfied workforce in the organization. Besides, they develop an improved image of the company in the employees’ minds. The efficiency of the employees increases when the employees can achieve satisfaction from their workplace. Moreover, when an employee has faith in the organization, they are less likely to be influenced by the trade unions. In fact, with a good reputation, the trade union itself shall trust the organization.
The organizations undertake the well-being activities voluntarily or under statutory compliance. The availability of flexible working hours to meet the employees’ personal life needs is one of the voluntary steps taken by the organization to ensure work-life balance for the employees. When the employees are satisfied with their personal life, they are sure to give their best to the organization. This policy expresses the organization’s willingness to work for the betterment of the workforce and provides the range of facilities that the organization offers. Ensure that the employees have a safe, secure, and comfortable working environment with the help of our Employee Welfare Policy Template that is highly configurable to suit your organization’s needs.
An employee loan is the amount of money sanctioned by the organization to help the employee in need. It is a form of financial assistance provided by the business to the employee. By lending the money to its employees, the organization lightens the financial burden on the employees. The employee may be unproductive at work if he is carrying a substantial financial burden on his shoulders. By easing the difficulties, the organization improves the relationship with the employee and increases their productivity to have a positive impact on their work performance in the organization. This is also a crucial way to retain the employees by guaranteeing that the organization is with them through their thick and thins. Providing financial aids to the employees increases their loyalty towards the company, and their dedication becomes stronger. The Loan to Employee Policy provides provisions regarding the sanction and repayment of such loans.
Having a policy that clarifies applying, sanctioning, and repaying such loans is necessary. Without it, the chances of non-payment, breach of contract, or fraud by the employee are high. Support and encourage your employees to share their financial burden with you by providing explicit provisions about the same. Download our configurable and self-explanatory Loan to Employee Policy Template now to increase your employee’s loyalty towards your organization.
An Employee Reimbursement Policy describes the provisions regarding the obligatory practice of any organization: to repay the employees the amount spent by the latter on behalf of the company to complete any office-related tasks. It must be made clear that the expenses that are refunded to the employees are not a part of the regular wage that the organization pays to its employees. Payments made to pay for the meals with a client to seal a deal, the costs made for the employee’s travel for business purpose, employee’s medical expense, etc. are some examples of some refundable payments. This policy helps the organization to make sure that the employees do not misuse this rule of refunding the employees. The policy ensures that the employees have a limit above which there is no reimbursement provided. Besides, this system decreases the chances of fraud that an employee can commit in the name of work-related expenses
This policy defines all the reimbursable and non-reimbursable expenses for this policy. The employer can make sure that the employees do not spend more than the set limit. It helps the organization to minimize the costs and have control over the employees’ spending. With the help of our policy template, ensures that the employee spending activity is kept under a check and the employee expenses refund policy of the company is not being misused.
Working from home policy wasn’t so familiar option before until the workplace contamination situation came. It states the employees the guidelines of what to consider while opting for work from home solution. While providing employees with a flexible option to do their task, they also need to take care that productivity is maintained equally. The employees working from home must keep the data and business information secure. The IT department can make sure to keep cybersecurity or tracking software to keep a tab on the work done by the employees. It becomes a perfect example to provide employees the flexibility of working and tracking their work to enhance the company’s profitability. Employees can also continue their work in the situation of ill health, family trouble, and maternity period. It has now become the new normal situation for the working culture of the company. Moreover, this also helps the employee manage work-life balance, get in touch with new technologies, bifurcate family and work, and time management.
It is seen that more than half of the adult population is spending about one-third of their time in office. It is essential to offer them fixed time-off to be used in times of stress or relaxation to maintain their work-life balance, which is not calculated in loss of pay. This time-off is excluded from the privilege, casual and sick leave. More time into work can cause hindrance to attentiveness to work and personal life also. Employees can take such time-off any time they need. Eventually, it can help them to equalize personal and private life, along with bringing energy to the job after long hours of hard work. It is a special time-off that employees can also use for their personal needs like family events, vacation, etc. It also acts as a positive influence for the employers in their talent hiring process to attract more talents. Moreover, the PTO Policy also helps the company in developing a positive culture change in the working environment that will improve the productivity of employees in achieving the organizational targets.
A sales department is the driving department of any organization which has an immense power to attract customers. The sales department’s main motive is not only to attract customers but also to retain them for a longer time. The sales department must ensure that all the customer needs are fulfilled, and OKR can help them with the timely measurement of their outputs. By setting OKRs flexible enough, the sales department can work on their targets according to the priorities. The sales department is said to be the bridge between the organization and its customers. While identifying the customers’ needs, the salespeople must be able to determine how the product will be useful for them. And accordingly, they have to speed up their conversation. Salespeople, with the help of this, stay on their track for achieving their respected targets. The sales department OKR template will help increase your customers’ network while retaining the old ones.
The finance department of any organization accounts for the financial health of that organization. They build or break the organization’s worthiness. The finance department is the foundation of the organization’s good financial position, whether in the market or in society. It looks after every product’s budgets, costing related office matters, and keeping the same records for final audit purposes. The Finance Department OKRs help the authorities/managers to align themselves with what the organization demands in terms of financial security. The OKR makes it easy to achieve numerous goals within a single time frame because it breaks the gigantic and intimidating goals into tiny, achievable ones. Though the goals are not always clear, financial matters can change at frequent speed, but these goals are still bound to the cash flows with our Finance Department OKR template. Use this template to make your OKR better and increase the efficiency of the finance department.
The Research and Development department is defined as the department field that focuses on improving technology usage and expanding the boundaries of science and inventions. Its objective is to conduct continuous research on the existing product for improvement or invent a totally new product. The R&D department is inevitable part of the organization’s reputation in the market. And the OKRs of the R&D department help them achieve high standards and technical aspects and ensure innovations in the products. The OKRs are proven methods to help employees and teams achieve their goals within a short period, aligned with the organizational goals to meet the requirements. Our Research and Development OKR template will help your R&D department to think out-of-the-box technologies.
Customer success is the tool that can take your business to a more splendid spot. It increases your income by raising customer retention and loyalty. It is not an easy task to form a strong customer success strategy. There are many factors that need to be worked upon to create a solid base to the customer success strategy structure. It requires the customer support team to be proactive by identifying the forthcoming problems and being ready with the solution for the same. It is helpful to know the prospective questions in order to make the customer queries resolution quick and efficient. It is therefore necessary to build a robust customer success strategy with the help of the framework. The key is to set a long-term objective and assign attainable and traceable actions (key results) to help you accomplish it. The goals thus assigned must be achievable and measurable. To ensure an effective execution, the company must form an easy-to-understand OKR for customer success.
Any design created with full enthusiasm projects the content one wants to say. UI/UX mostly comes together when discussing product designing, but both UI and UX are different. UX stands for User Experience meaning the enhanced effect of the product/service when used by the customer. Whereas, UI stands for User Interface, which means the feel and look of any product/service while viewing. OKR being a target driven methodology provides a well-defined path to achieve the targets. If you want to enhance your designs and deliverables to attract more customers and delight the existing customers, OKR might be the best way to attain the targets. It is easy to maintain your design team on the right path and track their performance now and then with our UI/UX Team OKR template.
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