Momentum - Business to Business Online Magazine Summer 2017 Issue | Page 24

HR Corner
Where Is
“The Book?”
By: Nicole Bellow, *DBA, MBA, SPHR, SHRM-SCP
Smarter HR Solutions, LLC
Whew! Now that “hiring season” is over, it may be time to
take a look at your business and the processes it may need to
adopt, create or update as we look forward to the second half
of 2017. May through August seems to be “slow-season” for
hiring as company executives and decision makers take time
off from work to recharge and vacation with family. So, this
is a great time to take a look at the document that governs
how your company conducts business, that provides risk
management and employee related protection from fees and
fines, that houses your vision and mission and that serves as
the roadmap to how your staff should conduct themselves as
employees of your company…yes, your Employee Handbook.
This book should be reviewed annually and updated as your
business’ needs change and as employee expectations and
new guidelines go into effect.
Creating and updating your company employee handbook
can seem like a daunting task, but having an updated, state-
specific, and customized employee handbook brings many
benefits. Here are eight reasons your organization should have
an employee handbook:
1. Relays your culture, mission and values to your employees:
Perhaps the most vital element of your handbook is introducing
employees to your company’s culture, mission, and vision.
Having a clear sense of your company’s purpose, standards,
guidelines, policies and procedures and receiving employee
“buy-in” early helps foster pride and a sense of belonging
to the company, which studies show will help employees be
more creative and productive in a shorter period of time. The
introduction should answer questions like:
“How did the company get here?”
“What is the company passionate about?”
“What sets us apart from the competition?”
“How do I fit in and become a part of the culture?”
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2. Communicates clear expectations
A well-crafted handbook provides employees with
a clear understanding of their responsibilities and
expected performance. The handbook guides
employees through an organization’s policies,
procedures and expectations and informs on whom is
responsible for what and how to conduct business as
an employee.
The handbook assists Management in communicating
to employees their roles and responsibilities regarding
safety, timekeeping and reporting. An employee
handbook also provides companies’ objectives,
leadership styles, and best practices, to facilitate
healthy management-employee relationships at work.
By providing clear, accessible information, handbooks
ensure companies’ messages are clear as they move
operations in the right direction.
3. Helps ensure key company policies are clearly and
consistently communicated
Lack of consistency leads to ineffective policy
practices. A handbook will accurately communicate
your organization’s policies regarding employment,
conduct and behavior, compensation and other
policies and procedures when it is properly followed
by Management. Moreover, managers can refer to
the handbook when answering questions or making
decisions regarding your policies and are ensured
their answers and actions are consistent with company
policies and best practices.
4. Spotlights the benefits your company offers
Your handbook should outline your employee benefits
(i.e. vacation, sick time, 401(k), health insurance,