A well-crafted HR policy is a key connector in aligning fit between employees and the organization. HR policies serve as communication tools that help shape employee performance, expectations and behavior. It is critical that your HR policies are keeping these aspects in alignment with your business strategy in order to achieve your business goals. In this practical seminar you will learn and discuss examples of how to write your HR policies so that they will create and enable the type of organizational culture needed to support your organization’s strategic goals. This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com

1. How To Write An HR Policy That
Supports Your Organization’s
Culture
Dr. Adrienne A. Isakovic
Assistant Professor of Human Resources
Hamdan Bin Mohammed e-University
Dubai, UAE

2. The UAE and the Knowledge Economy
Start-Ups and SMEs – Market Leaders

3. Self-check your policy environment


Employees are confused and worry about getting into trouble for making mistakes.

Employees have complained about unfair treatment and favoritism from managers.

HR is not 100% sure if the organization is in compliance with governmental or regulatory laws,
policies, etc.

HR is getting a lot of repetitive questions from managers about “what to do if…”

Managers are getting a lot of repetitive questions from staff about “what to do if…”

Employees are being corrected and/or coached on their behavior and points of administrative
processes more than on the knowledge and skills required to do their jobs.

You suspect employees aren’t comfortable talking to HR and/or may not trust you.

Managers are unresponsive to HR communications about policy issues, and can be
uncooperative.
Employees are often criticized behind their backs, but not to their faces, for their behavior.

4. HR Policy Drivers
Legal and Regulatory Compliance
Business Operations and Performance
Employee Preference & Engagement

5. Legal & Regulatory Compliance
• Adhere to regulatory requirements and legal obligations,
including those specific to certain industries
• Educate employees about possible sources of risk

6. Business Operations & Performance
Address practices
specific to an
organization’s
unique culture,
operating model,
and industry

7. Organizational Culture
The way you do things
Shared set of values and beliefs

8. Employee Preference & Engagement
• Maintain consistent practices of importance to employees
• Provide equitable privileges and benefits across the
employee population
• Define performance and behavioral expectations for
employees
• Enhance employee relations and engagement, thus driving
performance and retention

9. Establish a Need for a Policy
• There is legislation that expressly requires an organization has a
policy in place
• There is legislation that does not expressly require an organization
have a policy, but the regulations and steps to be followed are
tightly defined and a policy will help to ensure the organization is in
compliance
• There is inconsistency in how employees behave or managers
make decisions that is negatively impacting the work environment
or accomplishment of business
• There is significant confusion about certain areas of the business or
how things are done and the organization would benefit from a
policy

10. Think about repercussions
• Policies affect everyone – policies are standards that apply broadly across
the organization.
• They reduce management’s flexibility – policies eliminate managers’
abilities to treat each situation as unique.
• They can harm rather than protect if poorly written and communicated.
• They are difficult to change once implemented because frequent changes
can cause disruption and confusion.

11. What to write in the policy
• What does this policy need to accomplish? What are the outcomes?
• Will this policy foster something our organization believes in? For example,
if an organization has a "family first" philosophy, it might want to have
family-positive policies, such as flexible work hours.
• How does this policy support the development of our desired work
culture?
• How will this policy be monitored and enforced?
• How will this policy impact a manager’s ability to act, for example, when
reviewing performance, awarding promotions, approving leave, hiring or
terminating?
• How will this policy impact our ability to attract quality candidates?

12. Example Policy Topic – Working Hours
UAE Labor Law
The maximum
normal working
hours for adult
employees shall be
eight hours per day
or forty eight hours
per week.
How many?
Where?
When?
How measured?

13. Example Policy Topic – Dress Code
UAE Labor Law
No legislation.
What is the
organizational
culture?

14. Example Policy Topic – Fire Safety
• UAE Labor Law
• UAE Civil Defense
• Abu Dhabi Emirate Environment,
Health & Safety Center
Working environment?
Materials present?
People present?

15. Thank you for participating!
Any questions?
Dr. Adrienne A. Isakovic
Assistant Professor of Human Resources
Hamdan Bin Mohammed e-University
Dubai, UAE
a.isakovic@hbmeu.ac.ae
+971 04 424 1083

16. References Used During This Session
http://hrcouncil.ca/hr-toolkit/policies-guideline.cfm
http://hr.mcleanco.com/research/ss/hr-manage-hr-policies