in Texas, a human resource handbook serves as a manual guide of all the rules, processes and policies applicable to your employee at the workplace. If your staff needs to know leave and time policies, it should be found in the Texas HR handbook.
If your staff needs to know information about the bottom line of the company, it should be present in the HR handbook. If you need the medical staff’s number at their fingertips, it should also be listed in the HR handbook.
Moreover, a human resource handbook should contain detailed information about the benefits that the company provides to its employees. Since most companies have different leave policies, the information must be reflected in the human resource handbook.
Other issues such as the company’s stand on paternal leave for fathers, maternity leave for pregnant women, nursing leave for moms, casual leaves that may constitutes to emergency leave should be listed in the HR handbook.
To ensure that your employees will not look at the human resource handbook as a manual for privileges, you should also list out on the handbook all the duties and responsibilities of your staff.
You can also include on the handbook about tricks and tips on how to become a successful employee. In addition, you can also add issues about sexual harassment, handling conflicts at work, work etiquette, working smart, time management and recruiting processes.
If you want to have a formidable workforce, you should make sure that you have systematized hiring process on your handbook. You can add these following checklists on how to communicate, hire, recruit and develop as a recruiting manager on your HR handbook. Here are some tips on how to hire new employees.
1. First, you have to determine the need for a new or vacant position.
2. Make sure that you think creatively on how you can handle workloads even without adding a new member on your team.
3. You can hold for a recruiting planning meeting with the board and HR supervisor.
4. Ask for HR assistance in developing and improving the job description for the position.
5. Develop and prioritize the needed requirements for the available position. You should also set specific qualifications, characteristics, traits and work experience you find for a prospect applicant.
6. All employees should encourage qualified, diverse and talented applicants to apply for a position.
7. Host the interviews with each interviewer know about their role in the whole interview process. Know if the applicant can fit with the culture at the workplace. As the interviewer, make sure that you set technical qualifications, customer responsiveness and knowledge in screening responsibilities.
8. You should also determine the salary range for the particular position and if the department can afford the salary of a new recruit on the position.
Aside from these recruiting checklist found in your human resource handbook, human resource handbooks should contain all information that your staff wants to know.
Checklists that they can use and information about everything in the workplace should be put all together in the human resource handbook.
This will only remind your employees that their handbook will not only serve as a great reference tool but continuously remind them of a great company they work in.