HR Practice For Payroll Practitioners

HR Practice for Payroll Practitioners

expected outcomes and indicators, exceptions and contingencies, references and sources, review and approval process, effective date, and revision history.

4 Communicate your changes

After you have drafted your HR policies and procedures, you need to communicate them to your stakeholders and ensure that they understand and accept them. You can use different channels and methods, such as emails, newsletters, intranet, webinars, training sessions, or meetings. You should also explain the rationale and benefits of the changes, and address any questions or concerns that may arise. You should also provide the necessary resources and support to help your stakeholders implement and comply with the new or updated HR policies and procedures. 5 Monitor and evaluate your results The final step in creating and updating your HR policies and procedures is to monitor and evaluate their effectiveness and impact. You can do this by using various tools and techniques, such as audits, surveys, feedback forms, performance reviews, or metrics. You should also establish a regular review cycle and update your HR policies and procedures as needed, based on the changing needs and expectations of your organisation and stakeholders. 6 Here’s what else to consider This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add? Reference: https://www.linkedin.com/advice/1/how-can-you create-update-your-hr-policies procedures#:~:text=To%20create%20and%20update%20HR%20p olicies%20and%20procedures%2C%20start%20by,ensure%20align ment%20with%20company%20values.

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

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