HR Practice For Payroll Practitioners

HR Practice for Payroll Practitioners

Compensation and benefits

•

Disciplinary action

•

Training and development

•

Health and safety

•

2. Define clear roles when developing policies

When it comes to developing policies for your company, you will need to decide who to involve and what roles they’ll hold. Sometimes, and often in larger corporations, there are boards or committees appointed with the task of writing and reviewing policies. For diverse policies that cater to everyone in the business, you can create a cross-functional team, including leadership, HR and other members of staff. This way, you’ll likely produce engaging policies that more people can identify with and are likely to follow. It will also give you access to more accurate information on current practices. Each policy should have an owner. This is someone who is in charge of implementing and championing the standards and procedures identified within that specific policy. Another key role you need to identify is that of the reviewer. This responsibility usually lies with HR, but you should adapt to your company’s needs. If there is someone more qualified to modify and adapt the policy as the business grows, then this person could be tasked with maintaining it. The next step is essentially a plan. In the previous step, you will have gathered the relevant information and key players involved in policy development. Together you can decide what the objective is for each policy. The content can only be produced once there is a clear blueprint of what you want to achieve by devising this policy. 3. Determine policy content

A comprehensive policy should include the following elements:

Policy name

•

• Objective: A general outline of the purpose of this policy.

• Specifications: The main policy details.

• Procedures: Instructions of actions to be carried out to comply with the policy.

© New Zealand Payroll Practitioners Association, Sep 2024, Ver 12

43