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38 HR policies > Formulating HR policies - Pg. 457

Chapter 38 Hr Policies 457 formulating Hr policies HR policies need to address the key HR issues that have been identified in the organization. They must also take account of external factors such as legisla- tion. The maximum amount of consultation should take place with managers, employees and their representatives and the policies should be commu- nicated widely with guidelines on their application. The following steps should be taken when formu- lating HR policies. Formulating HR policies 1 Gain understanding of the corporate culture and its shared values. 2 Analyse existing policies ­ written and unwritten. HR policies will exist in any organization, even if they are implicit rather than expressed formally. 3 Analyse external factors. HR policies are subject to the requirements of UK employment legislation, European Commission employment regulations, and the official Codes of Practice issued by bodies in the UK, such as ACAS (the Advisory, Conciliation and Arbitration Service), the Commission for Equality and Human Rights and the Health and Safety Executive. The Codes of Practice issued by relevant professional institutions, such as the CIPD, should also be consulted. 4 Assess any areas where new policies are needed or existing policies are inadequate. 5 Check with managers, preferably starting at the top, on their views about HR policies and where they think they could be improved. 6 Seek the views of employees about the HR policies, especially the extent to which they are inherently fair and equitable and are implemented fairly and consistently. Consider doing this through an attitude survey. 7 Seek the views of union representatives. 8 Analyse the information obtained in the first seven steps and prepare draft policies. 9 Consult, discuss and agree policies with management and union representatives. 10 Communicate the policies with guidance notes on their implementation as required (although they should be as self-explanatory as possible). Supplement this communication with training. implementing Hr policies The aim will be to implement policies fairly and consistently. Line managers have an important role in doing this. It is they who will be largely respon- sible for policy implementation. Members of the HR function can give guidance, but it is line managers who are on the spot and have to make decisions about people. The role of HR is to communicate and interpret the policies, convince line managers that they are necessary, and provide training and support that will equip managers to implement them. As Purcell et al (2003) emphasized, it is line managers who bring HR policies to life.