HR DA - Policy (Gk new 2 Jan 18) HR DA - Policy (Gk new 2 Jan 18) Important Does the business/organisation have comprehensive policy covering the recruitment of staff (including the defining of the position, the advertising of the position , the applicant screening process, the selection process (to short list candidates) and the background and references checks)? Yes. We have a very comprehensive recruitment policy that covers all the elements of of recruiting new staff To a degree. We have a recruitment policy, but it is rather limited (e.g. it doesn't cover the entire recruitment and vetting process). No. We don't have HR policies and procedures. Does the business/organisation have HR (human resources) policies, covering key areas such as recruitment, performance, remuneration, conduct and discipline? Option 1 Option 2 Do you have a policy of formalising positions (jobs or positions) into clear job descriptions that detail the functions, tasks, responsibilities and deliverables of positions/roles? Yes. We have a policy that requires ALL positions in our organisation to have formal (written) job descriptions that clearly spell our the functions, tasks and deliverables of each position in the organisation, such that every staff member is clear on what is expected from them in the role they fulfill. Yes. We have a policy that we require formal job descriptions for most staff. Not really. We have the odd job description, but these are often quite limited (e.g. doesn't cover all elements of the job) and/or are only done for a few positions (e.g. senior managers) but there is no policy governing this. No. We don't have a policy requiring job descriptions for our staff. Do you have a policy that defines how employee performance will be measured? Yes. We have a policy that defines how the performance of ALL positions will be measured. Yes, to a degree. We have a policy governing employee performance measurement, but this is limited (e.g. to a number of levels/ positions and is not ongoing). No. We don't have a policy governing how employee performance is measured/ monitored. Do you have a formal succession plan, covering all critical roles in your organisation? Option 1 Option 2 Do you have formalised employee appraisals processes (performance reviews) and reviews by which employee performance is assessed relative to an agreed performance standard? Option 1 Option 2 Do you have formal job descriptions (JD's) and performance contracts (a.k.a. KPA's or KPI's) in place for employees? Option 1 Option 2 Do you have polices and procedures in place to identify high risk employees (e.g. over indebtedness, substance abuse - drugs/alcohol, gambling addictions or experiencing personal challenges) or significant changes in lifestyle (e.g. unexplained lifestyles, overseas holidays, expensive jewellery and clothes, new/luxury cars, private schools)? Option 1 Option 2 Do you have policies and procedures in place to cover disciplinary and grievance issues? Option 1 Option 2 Do you have formal and well documented remuneration policies? Option 1 Option 2 Do you have policies and procedures in place to deal with the occupational health and safety of staff? Option 1 Option 2 Does your business have HR Policies and a Code of Conduct, are you committed to fair labour practices and are Employment Contracts in place for all employees? Yes, absolutely. We are committed to fair labour practices and have comprehensive HR policies which incorporate a code of conduct in place. These are updated on a regular basis to reflect best HR practice, e.g. drugs in the workplace, racism, sexism, confidentiality/non-disclosure, use of company assets and use of social media. All our employees have very specific employment and performance contracts which are signed and agreed to by them. Yes, we make use of a generic HR policy document as well as standardised templates for employment contracts and job descriptions. This has however led to a number of conflicts and disputes with staff. Yes, to a degree. We have outsourced most of our service and labour requirements to independent service providers and labour brokers and this appears to have removed much of the labour problems and issues we were experiencing. No, not really. We don’t have employee contracts in place for all employees, particularly our long-standing employees. Our contracts have not been updated for some time and do not reflect a number of factors now relevant in the workplace/our business, e.g. extended working hours, drugs in the workplace, confidentiality, use of social media etc. No, we do not have a set down HR Policy or specific employment contracts in place for employees and rely on industry practice norms and negotiated (e.g. at industry or union level) requirements. Lifestyle Checks and Staff Monitoring - Are you vigilant to the risk of high risk employees (e.g. over indebtedness, substance abuse - drugs/alcohol, gambling addictions or experiencing personal challenges), leave not being taken, excessive overtime being worked or significant changes in lifestyle (e.g. expensive clothing, luxury jewellery, overseas holidays, private schools) and do you routinely (e.g. annually) obtain a declaration of interests from staff, so as to manage potential conflicts of interest? Yes, definitely. Our employment contracts, HR policy and code of conduct are explicit that these are a condition of employment and that any major change in the risk profile or behaviour of an employee or conflict of interest, will allow us to review their position and continued employment. Yes, to a degree. We do monitor staff for changes in lifestyle or behaviour, leave being taken and excessive over-time being worked, but do not take specific pro-active action to move or suspend staff who could pose a risk to the business. No, not really. We rely totally on the separation of duties, whistleblower line and rewards to ensure that any maverick employees are blocked in their tracks. No, we do not have any processes in place to monitor or check-up on our employees and do not ask for a declaration of interests. We take action around any specific incidents detrimental to the business as and when they occur. No, not at all. We do not have any formal monitoring processes in place, but refer any employees who are experiencing personal problems and who need support to external counsellors and look to discipline or suspend offending employees as a last resort. HR Policy Score Submit If you are human, leave this field blank.
