For many organizations employee handbooks are the primary – often the only -- method used to communicate important employment-related information. They represent the official method of providing critical information about how employees should act and respond to various business decisions. They also tell employees how their organizations “will act.”
At the same time, organizations use employee handbooks to communicate the expected values employees should demonstrate; the expected conduct employee should exhibit; and what happens – such as employment at will – when employees fail to live up to their organizations’ expectations. Thus, employee handbooks summarize what is expected of them and what they should expect from their employers.
However, there is often a disconnect between the drafting of handbook policies and the implementation of policies. To increase the effectiveness of your employment policies, your organization will have to: 1) enhance its business, operational, and legal intelligence to ensure that it has identified the changing external and internal factors that affect its policies; 2) increase internal stakeholder participation in the handbook development process to obtain greater employee commitment and operational alignment; 3) establish new metrics to assess handbook policy and practices performance and measure the achievement of organization goals; and 4) implement internal controls that identify and alert management when employee handbook policies and procedures failure.
In this session, expert speaker Ronald Adler will discuss key issues that need to be addressed when creating or updating your employee handbook. This session targets the expanding human resources management needs that organizations must address in communicating with their employees. Additionally, it provides guidelines that organizations should consider when drafting and disseminating their employee handbooks.
Since employee handbooks are often the only information about your organization seen by third parties, they must additionally serve as a positive tool about employment with your organization. Thus, while employee handbooks serve to communicate work rules; they must also provide a positive message about why individuals should work for your organization.This session discusses these issues and provides guidelines on how to best communicate critical information.
As a result of this session, you will be able to identify and critique the key elements of your employee handbook. You will further be able to review and plan for the expanding purposes and scope of employee handbooks, learn the changing dimensions of critical handbook policies, understand the framework of employee handbook audits activities, and develop employee handbook key performance indicators.
Who Should Attend
This program is designed for:
- Jennifer Raphael Komsky
Ronald Adler is the president and CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm that helps organizations create value through human capital risk management. Laurdan specializes in HR audits, employment practices risk management, benchmarking and HR metrics, strategic HR, and unemployment insurance cost management issues. Mr. Adler has more than 41 years of HR consulting experience working with U.S. and international firms, small businesses...
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