What is an HR policy? Definition
An HR policy is a set of rules designed to organize the management of a company’s human resources. HR policy covers all areas related to human resources: work organization, recruitment, compensation, training, leave, dismissal, etc.
To be operational, a company’s human resources policy must ensure that working conditions are conducive to the development of its various employees and their internal progression, in order to contribute fully to the company’s performance.
But beware: HR policy should not be seen as a separate strategy: it must naturally be integrated as an essential component of performance. To reap the full benefits, in terms of both team well-being and overall development, this medium- and long-term HR strategy must be aligned with the company’s overall policy. It must be applied in line with the company’s values, culture and identity.
By guaranteeing the best possible operation of the business and effectively complementing the company’s HR strategy, the HR policy will facilitate the day-to-day work of managers and/or human resources officers.
What’s the difference between HR policy and HR strategy?
Often confused, HR strategy and HR policy are as different as they are complementary.
Reflecting the company’s ethical charter, the HR strategy aims to anticipate potential changes that the company may face. HR policy, on the other hand, is the concrete application of the objectives defined by HR strategy. The two are therefore inseparable if we are to put into practice what we have worked on and predefined upstream.
The HR strategy is truly long-term in nature, encompassing all the strategic orientations to be implemented to boost results and performance. In order to best anticipate the company’s specific hazards and problems, strategy takes into account a number of related strategic factors:
- Business sector ;
- The economic environment ;
- Political and social movements;
- The company’s needs in different contexts (employee professional development, career management, etc.).
Why define a human resources policy?
The HR policy ensures the proper administrative management of both staff and the company itself. Understanding the issues surrounding HR policy can make all the difference!
One of the most important features of an HR policy is its flexibility. HR policy can be adapted to the many issues facing a company, which are themselves likely to evolve over time. Between changes in conventions, legislation and socio-economic contexts, HR policy must always know how to refocus on the human factor to deal with these many changes.
To achieve this, the HR director or human resources manager needs to stay in touch with employees to ensure the company’s long-term viability, the retention of talent and forward-looking job management. The stakes are therefore colossal for HR professionals, who need to ensure that HR policy is perfectly aligned with corporate strategy, in order to best support current and future transitions.
How to implement an HR policy: our step-by-step guide to success
Deploying an HR policy
To implement an HR policy in line with the company’s culture and development objectives, it is drawn up in direct collaboration with the HR department, the Human Resources Director or the HR Manager. In order to achieve this, we need to focus on a number of key areas:
- Administrative management: efficient, secure and ideally centralized. This includes managing payroll, complying with legal obligations and ensuring employee health and safety.
- Implementing a recruitment policy: this not only concerns the process of recruiting new talent, but also the integration process. Of course, the measures taken must attract new employees, but they must also retain existing ones.
- Deployment of an individual follow-up system for each employee: in addition to the introduction of individual annual interviews, this follow-up system makes it possible to assess the quality of the company’s policy. In this way, potential shortcomings can be identified and rectified as quickly as possible, by listening to employees’ needs and managers’ feedback. The employee’s quality of working life and professional development needs must be taken into account to ensure optimal career management.
- Managing human relations: as far as human resources are concerned, it is also vital to ensure the quality of social dialogue and human relations within the company. By developing and promoting internal communication around events, it’s easier to familiarize employees with the corporate culture and its deployment.
Managing human resources as part of an HR policy involves a number of aspects that are important to develop in order to maximize returns.
Improve an existing HR policy
As part of a corporate project, HR policy and strategy play a key role. To improve human resources policy, training can be provided to the HR department to help it implement an effective and ambitious policy.
Thanks to its flexibility and adaptability, the continuous improvement of HR policy can follow the following lines:
- Centralize human resources management;
- Implement a simplified, harmonized compensation policy;
- Steer digitalization training to ensure the successful completion of missions;
- Take concrete measures to promote fairness and equality between women and men within the company;
- Work on the professional integration of people with disabilities;
- Raising employee awareness of fundamental issues such as anti-discrimination, sexism and the environment;
- Developing well-being at work;
- Facilitate internal mobility to enable career development and equal opportunities.
An HR policy for an effective HR strategy
Aligning a high-quality HR policy with your company’s culture has many benefits that should not be overlooked. From employee professional fulfillment to guaranteeing your values and managing your company’s organization, HR policy is your operational lever for successful business development!
