Dress Code
In most organizations, employees are expected to dress in a manner that reflects the standard and culture of the organization. Clearly provided in the letter of appointment, a breach of the organization’s dressing code may lead to serious consequences including the termination of the contract. Maintaining cleanness, decency and wearing of clothes that reflect personal integrity are some of the elements entailed under the job dressing code.
Job Description
Under a normal circumstance, job description aims at providing detailed information about the employee’s duties and responsibilities before entering into a contract. Below is an example of the listed elements in a job description for an administrative position.
Functions and responsibilities
• Maintaining of contact list
• Ordering of office supplies
• Providing support to visitors
• Facilitate office daily functions
Requirements
• Excellent skills in time management
• Proficiency in Information Technology
• Two years of experience
As a vital document, it implies that the individual accepts and will show cooperation under the terms and condition of work thereafter. Therefore, employees have to read carefully and understand what is expected of them. In case they do not agree, they may make a statement by not offering to sign the provided contract form (McGuire & Jørgensen, 2011).
Personnel Records
Likewise, personnel records highlight the career path of employees marking their development from the time of their recruitment. Hardworking and productive employees always have good track record compared to dormant employees. Below is an example of a personnel records maintenance policy.
Purpose: Maintaining up-to-date employee records
Policy Statement: The institution is committed to keep records for all employees in compliance with the government requirements.
Procedures:
Confidentiality: This entails the commitment to protect employee information, such us medical details, out of reach of unauthorized parties.
Review of files: Every employee to have a right to remove, add as well as consistently review their details in the personnel file.
Maintenance of staff files: Not all members of staff will be tasked with the maintenance of files as it will be a supervisor’s obligation.
Other Files: It is the duty of the human resource manager to ensure there is amply maintenance of other vital files. This will include the files for Union members, release of information and notification of charges.
Retention of Records: Upon the determination that the requisite period is over, all the retained files can be destroyed by the respective personnel.
The document is necessary for the purposes employee appraisal. Further, a detailed description of the given policies and the laid personnel records help in reducing friction amongst the employers besides creating awareness. In a well-managed firm, the CEO maintains a record of performance for each employee.
Work rules and performance standards/ standards of workplace behavior
Maximizing profits is the goal for any business enterprise. Certainly, managers will go an extra mile to make sure the job policies are implemented in order to achieve the set objective. In this case, performance contracts measure the accountability and performance standards for every employee. However, some rules seem to be common, and that managers may not include in the official policy documents. This has brought confusion and, in fact, some employees are sacked under controversial circumstances (Morgan, 2003). Therefore, even though other terms and performance of work may not be listed, it is of great importance for the employees to understand that profits realization is the reason people get into the business (Hatoff, Wert & Rolston, 2011). This calls for courtesy and a high sense of professionalism at the workplace.
Standards of workplace behavior
In every organization, positive culture that enhances productivity is vital for the organization’s growth. Although employees are recruited from different backgrounds as well as all sectors of the economy, they gather and work towards a common goal. Therefore, it is necessary to for the organization to provide a direction for everyone to work efficiently and effectively. In fact, during recruitment, some managers make sure that every employee signs the agreement form/letter that details all the compliance expectations (Armstrong & Armstrong, 2009). Further, the extent of employee commitment establishes less friction between managers and employees thus creating the appropriate working environment.
References
Armstrong, M., & Armstrong, M. (2009). Armstrong's Handbook of Human Resource Management Practice. London: Kogan Page.
Hatoff, H., Wert, R., & Rolston, B. (2011). Law Office Policy & Procedures Manual. Chicago: American Bar Assn., Law Practice Management Section.
McGuire, D., & Jørgensen, K. M. (2011). Human resource development: Theory and practice. Los Angeles: SAGE.
Morgan, F. (2003). Basic Office Policy Manual. Optometric Practice Management, 319-326.
