Developing a Comprehensive HR Policy Report for a Corporation Assignment 46024

Introduction

HR policy refers to the set of the rules which are designed to organise the management of human resource within the organisation. The Policy of HR covers different areas of human resources like as dismissal, leave, training, compensation, recruitment and work organisation. The report will be based on the NBC; this is UK Construction Company with the experience of 30 years (NBC, 2024). The organisation is specialising within the civil engineering project, commercial development and builds the domestic properties. The report will shed light on HR policies of the HR. Moreover, it will focus on propose a new HR policy and include w

Diversity, equity and inclusion (DEI): NBC carries the major strides within the developing inclusion and diversity. This is the parent organisation, faced the 50% challenges within the year 2020, this is mainly aiming for the effective workplace which is people of colour 50% and women 50% (Race on the workplace, 2024). The effective initiatives focus on the effective commitment to making the representative and inclusive workplace. On the critical note, gaining the objectives need the ongoing efforts within the leadership roles, promotions and hiring (Barrena-Martínez et al, 2019). While the organisation has been reported the growth, developed the rates of employee retention and developed transparency related to the hiring statistic will boost the accountability.

Employee well being and benefits: NBC provides the comprehensive package benefits such as:

Financial benefits: Resources of the financial planning and retirement plans

Paid leave: Paid parental leaves and policies of generous vacation

Wellness programs: The programs of employee assistance, gym memberships and mental health support

On the critical note, these advantages are mainly competitive but there are concerns related to the workers related to the workplace flexibility, mainly within after the major pandemic of COVID-19 (Stahl et al, 2020). The organisation guild has developed different issues related to the citing inconsistencies, remote work policies within the enforcement. Resolving the concerns via the policies of hybrid work can boost the satisfaction among the workers.

Labour relations and work environment: NBC mainly faced the different challenges based on the labour relations. Within the year 2022, news about the major issues among the company leadership and NBC over the terminations of remote work and policies of return to office, this was the major issue. Moreover, the 2023 layoffs have been impacted more than 75 workers within the NBC, increasing the job security concerns (Roscoe et al, 2019). On the other hand, this offers the support to the workers who are affected and makes sure about the clear communication. The internal mobility opportunities and programs of robust career transition can offers help in reduce the major negative impacts.

Proposing new HR policies

As NBC is leading media corporation, the organisation needs evolve within the policies of HR to boost the operational effectiveness, employee satisfaction and manage the competitive workforce.

1 Employee retention policy: Current challenges: The organisation has work environment which is high paced which can increase the voluntary turnover, dissatisfaction and burnout (Carlini et al, 2019). The major aspects which are contributing within the attribution of workers, like as challenges of work life balance, workplace flexibility concerns and limited opportunities for the career development.

Proposed strategies for the employee retention

• Advancement programs and career development: NBC needs to apply the paths of the clear progression for the workers. The workers might have access to the opportunities within the cross department, this is permitting them to shift within the novel roles in the organisation. The organisation can develop the programs of leadership training which can prepare the workers with the high potential for the different managerial roles.
• Flexibility and work life balance: The organisation can establish the structured and clear hybrid policies of work, this is making sure about the departments consistency. The workers ought to have the work remote options for the week. The NBC should develop the support for the mental health like as workshops for the burnout prevention, meditation programs and free sessions of therapy. The workers with the more or years of service need to be effectively eligible for the renewed productivity return and recharge for the short sabbatical.
• Competitive benefits and compensation: The organisation needs to advantages to be within the competition and review salaries periodically within the industry of media (Obeidat et al, 2020). The workers need to have the different options to the benefits customisation, like as wellness initiatives, Childcare support and health coverage. Expanding the leave related to the paid parental apart from the present policy might boost the retention, mainly between the working parents.
• Employee engagement and recognition: Introducing the events based on the quarterly recognition and awards based on the peer nominated might boost the morale. The NBC needs to conduct the surveys based on the anonymous pulse in every quarterly to resolve the concerns and employee satisfaction.

2: Consumer service policy

Current challenge: The as the NBC is construction Company, this mainly interact with the major audience, such as business partners, advertisers and viewers. On the other hand, the services experience of the inconsistent consumer might put impact on the reputation.

Proposed strategies for the consumer service

2.1 Training and development for the workers in frontline: All the workers who are consumer facing needs to have the effective training on the conflict management, problem resolution and effective communication (Birt et al, 2020). The Diverse audience of NBC, the workers should be offered the effective training within the awareness of culture to makes sure about the respect ful and inclusive interactions.

2.2 Apply the systems of standardised response: The organisation needs to establish the time of response for inquires of consumers; this is making sure about that the all issues are resolved within the 48 hours. The organisation should integrate the services for the consumers within the different platforms like as phone support, email, live chat and social media.

2.3 Leveraging the chat bots and AI for the effectiveness: Applying the chatbots of AI on the website of NBC might offer the fast responses to mainly asked questions, developing the consumer satisfaction and effectiveness. They ought to utilise the sentiment analysis tools which are AI driven to effective resolve the concerns and track the reactions of audience (Rana and Sharma, 2019).

2.4 Developing feedback collection and audience engagement: The NBC needs to apply the surveys base on the pop up on the online platforms to gather the feedback based on the real time. By effectively hosting the interactive discussions and Q&A sessions on the social media might boost the relationship of the audience.

Technology integration for the developed interoffice communication

Current challenge: The organisation operates within the different locations; this is mainly leading to the gaps of communication among the teams and departments. Moreover, the hybrid and remote work has showcased the major inefficiencies.

Proposed technology solutions

3.1 Communication unified platforms: The organisation needs to adopt the communication platforms which are companywide to boost the collaboration for real time. By making the major channels for every department makes sure that the data is easily accessible and organised as well.

3.2: Developing virtual meeting infrastructure: The organisation needs to apply the virtual tools of meeting powered by AI, like as Microsoft and Zoom teams, along with the translation features and real time transcription (Chowdhury et al, 2023). The developing agenda driven discussions and meeting duration boost the productivity.

3.3 Digital knowledge sharing hub: The digital intranet needs to house the significance companywide updates, training materials and HR policies. This is making sure about the information’s easy access. By applying the search tools based on the AI would offers help workers to find rapidly related resources and documents (Aftab et al, 2023).

3.4 Tools of the employee collaboration: By adopting the platforms such as Trello and Asana might interdepartmental collaboration and streamline the tracking project. The organisation needs to makes sure that the all departments utilise the solutions of the cloud computing such as sharePoint and Google drive for the sharing of seamless document.

Performance appraisal policy

Current challenge: The evolution method of the current performance of the NBC can lack consistency within the different departments (Collins, 2022). This is leading the appraisals subjective. Moreover, the workers need the metrics with the clear structure to effectively understand the career progression and expectations.

4. Proposed performance appraisal improvements

4.1 Apply feedback system based on the 369 degree: The workers need to have the feedback from the subordinates, peers and supervisors to offer the effective holistic review related to the performance. The workers needs to complete the assessment based on the self to showcase the developmental areas and strengths.

4.2 Quarterly performance reviews: Apart from the annual reviews, the organisation needs tp apply the performance discussions based on the quarterly to offer the course corrections and real time feedback (Swanson, 2022.). The managers need to work with the workers to make the development plans by personalisation which can line up with the objectives of career.

4.3 Linking the career progression to the performance: The workers need to have the access tp the KPIS to develop the roles, the promotions need to be related to the data of objective performance apart from the alone tenure.

4.4 Reward and recognition system: The organisation needs to introduce the effective incentives like as recognition events, additional paid leave and performance bonuses. Via effectively establishing the awards based on the annual ceremony for the workers of top performing might boost the morale (Di Vaio et al, 2020).

By making use of the these revised and effective HR policies, the organisation might boost the retention efforts of the workers, boost the internal communication, consumer service and retention efforts

5 Additional policy considerations for the NBC

5.1 DEI development (DEI): The organisation needs to focus on the initiatives of the DEI to retain and attract the diverse talent. The organisation can apply the blind resume screening which can eliminate the bias based on the conscientious (Maqbool and Zamir, 2019). This needs the panels based on the diversity interview. This can help in making sure about the different perspectives within the decisions of hiring. The organisation can publish the reports related to the annual DEI which focus on the pay equity analysis, promotion rates and workforce composition.

5.2 Developing workplace accessibility: The organization should make sure about the digital platforms and workspaces are accessible to the each worker (Shah, 2019). The organization can introduce the accessibility tools which are AI driven; this is including the voice command software and screen readers. This provides the training for the disability of inclusion to the all workers. It can establish the task force to effectively eliminate and indentify the barriers of workplace.

Job listing for the NBC

Job title: Secreatry

Department: Administration

Location: New York

Type of employment: Full time

Salary: 50,000 GBP (As per the experience)

Job summary: NBC is looking for the highly proactive and organized secretary to offer support to the department managers and executives. The major candidate would be responsible for the handling confidential data, coordinating meetings and managing the meetings with the discretion.

Key responsibilities

• Coordinate the meetings, schedule appointments and managing the executive calendars.
• Prepare the presentations, reports, edit the correspondence
• Manage the outgoing and incoming communication; this includes the phone calls and emails
• Organize and manage the physical and electronic files
• Coordinate the itineraries and travel arrangements (El-Kassar and Singh, 2019)
• Assist within the organising meetings and company
• Makes sure about the sensitive information’s confidentiality

Qualification:

• Proven experience as the administrative and secretary assistant
• Proficiency within the suite of MS world (Outlook, power point, excel and world)
• Time management and excellent organisational skills
• Written and strong verbal communication abilities
• Capability to as team part and work indendently
• Integrity and discretion within managing the confidential data

Benefits:

• Company pension scheme
• Supportive and friendly work environment
• Professional development opportunities (Chams et al, 2019)
• Company pension structure

Marketing manager

Location: Norfolk, King’s Lynn and tilney all saints

Salary: 45, 000 to 50,000 GBP (Reliance on experience)

Job types: permanent and full time

We are looking for managers of the dynamic marketing to leads the initiatives of the marketing. Successful candidate would apply and boost the strategies to increase the business growth and brand presence.

Key responsibilities:

• Execute and develop the campaigns and comprehensive plans for marketing
• Maintain the efforts of digital marketing; this is involving the email marketing, social media and SEO
• Conduct the research for market to understand the opportunities and trends
• Partnership with the teams of internal to line up business objectives with the marketing strategies
• Oversee the efficient creation of the content and marketing materials
• Generate the reports and evaluate the campaign performance to effectively inform the strategy
• Manage the effective budget of marketing

Qualification

• The degree of bachelor within the relevant field, business and marketing
• Effectively proven experience as the similar role and marketing manager
• Effectively understand the tools and channels of the digital marketing
• Excellent project management and analytical skills
• Creative thinker along with the approach which is result oriented
• Effective interpersonal and communication skills

Benefit

• Performance based bonuses with the competitive salary
• Training opportunities with the professional development
• Innovative and collaborative work environment
• Scheme of the company pension

Operations manager

Location: King’s Lynn, Norfolk

Salary: 4000-5000 GBP (Based on the experience)

Job type: Permanent, Full time

Job summary: We are seeking for the operations experienced manager to effective makes sure they mainly done on the time oversee projects construction, within the budget and scope as well. The key candidate would carry effective background within the excellent skills of leadership and construction management.

Key responsibilities

• Manage and plan the projects of construction from the completion inception
• Boost the schedules, objectives and project scope
• Manage the budgets of project and allocate the resources
• Mentor and lead project teams, involving the subcontractors and site managers
• Makes sure about the quality standards and safety regulations with the compliance
• Liase with the engineers, architects and clients to makes sure about the success of project
• Apply the corrective actions and project progress monitor as required

Qualification

• The degree of Bachelor within the relevant field, civil engineering and construction management
• The experience proven as the similar role and operations manager within the overall construction industry
• Effective knowledge of the safety processes, equipment and processes of construction
• The decision making and excellent leadership capabilities (Banmairuroy et al, 2022)
• Time management and effective organisational skills
• Excellent negotiation and communication skills

Benefits

• Performance incentives with the competitive salary
• Career development opportunities
• Pension scheme of organisation

Creating a health, safety and well being guide for the company

Within the NBC construction Ltd, the organisation is commitment to offer the supportive, healthy and safe working environment for the each worker. The nature of construction industry, this is important to apply the effective safety and health policies while encouraging the wellbeing of workers.

The effective guide focuses on the approach to employee wellbeing, health management and also the workplace safety (Tulsi and Ji, 2020). This makes sure about the UK regulations with the compliance and boosting the environment of positive work.

Health and safety policy

• Legal compliance: The NB construction focuses on the all related regulations and laws of the UK health and safety.

• Health and safety within the work Act 1974: This makes sure about the responsibility of the employer for the workplace safe (Health and Safety at Work etc Act 1974, 2024).
• Construction regulations 2015 (Management and design): This needs the risk management within the projects of construction
• (PPE) Personal protective equipment regulations 2022: This makes sure about the effective worker’s safety gear (Jaiswal et al, 2023)
• Control of the substances hazardous to health regulations (COSHH): Govern managing the different hazardous materials (COSHH regulations 2002, 2024).

The health and safety officers of organisation is effectively responsible for making sure about that the every legal needs can fulfilled and the ongoing audits are effectively conducted.

General safety rules

• All workers needs to align to the different safety rules
• Wear PPE every time, when needed on the sites of construction
• Report immediate hazards to focus on the safety and supervision officer
• Follow the processes of safe work for the different tasks, like as working within heights, use of equipment and heavy lifting
• Never function the different machinery without the appropriate authorization and training
• Manage the clean areas for work to reduce the falls, trips and slips
• Align with the protocols for the emergency, like as response of first aid and fire evacuation

The effective supervisors needs to conduct the briefing of the daily safety before beginning of the work and makes sure about the safety protocols with the compliance.

Hazard control and Risk assessment

• A risk assessment needs to be completed for the different activities for the work. This involves:
• Understand the major hazards like as substances of hazardous, machinery and falls
• Evaluating the lebele risk (High, medium and low)
• Applying the measures of control like as hazard elimination, safety training and PPE
• Updating the assessments of risk and ongoing reviewing

The organisation mainly encourage the workers to join within the programs of hazard identification via the observe the reporting risks

Incident and accident reporting

• Within the event of near miss, injury and accident
• Report the supervision about the incident immediately
• Done the report of incident in the 24 hours (Holbeche, 2022)
• Makes sure that the first aid is offered if required
• Apply the corrective actions and cause investigation to reduce the recurrence

The major serious accidents need to be reported to HSE (health and safety executive) as needed via the law.

Occupational wellbeing and health

• Stress management and mental health: The organisation recognises which the workplace mental health issues and stress might affect the employee well being and productivity.

• Confidential support of mental health via the EAP (Employee assistance program)
• The ongoing workshops of the stress management to offer education related to the strategies of copying
• The assessment of workload to reduce the excessive pressure and prevent burnout
• Policies of the open door in which the workers might discuss their issues with the different mangers

The supervisors are effectively trained to understand the mental distress signs and provide the required support

Work-life balance and fatigue

• The fatigue boosts the accidents risks to application:
• The limitation of the strict hours of working to reduce the overtime
• The major rest breaks at the time of shifts
• Arrangements related to the flexible work where possible, involving the shifts which is staggered (Galan-Muros et al, 2019)
• Developmental use of the annual leave to encourage the recovery and rest

The workers needs to concern the report fatigue to the manger, the manager would evaluate the adjustments of workload.

Substance of the abuse prevention

• NB construction has the policy based on the zero tolerance related to the alcohol and drug use at the time of working hours
• The random alcohol and drug testing can be effectively conducted to makes sure about the safety of workplace
• The support programs are mainly available for the workers who are looking for help with the major reduction of abuse
• Immediate action would be rapidly taken for the violations

All the workers needs to be fit for work to manage the professionalism and prevent the accidents

Healthy environment of workplace

• We mainly encourage the choices of healthy lifestyles among the workers via
• Offering the guidance of nutritional and access the options of healthy food
• Encouraging the fitness via the spaces of onsite experience and wellness in initiatives
• Making sure about the stations of adequate hydration within the offices and construction sites
• Decreasing the hazardous substances exposure via the protective measures and proper ventilation

First aid and emergency preparedness

• Procedure of fire safety: The fire prevention mainly is priority within the sites of NBC

• Assessable points and know routes of evaluation
• Utilise the fire extinguishers, if effectively safe and trained to do so
• Effectively follow the instruction via the marshals of dire at the time of actual emergencies and drills
• The fire hazards report, like as immediately and electrical faults

The organisation makes sure that each worker has knowledge about the exit locations at the time of emergency and fire drills conduction quarterly

• Facilities of the first aid: The NBC makes sure about the stations of the first aid are available at the each office and worksites.

• The trained fist aiders mainly present at the time of each shift
• The workers needs to report the immediate injuries to gave the prompt care (Occupational Safety and Health Administration, 2024)
• The kits of first aid are stocked and regularly inspected with the important suppliers

Managing the medical emergencies: Within the serious injury event

• Immediate call for the emergency services
• Offer the first aid kit until the arrival of medical professionals
• The secure area which can prevent the major injuries
• The incident report and follow the review processes of the post incident

Employee and training responsibilities

• Mandatory health and safety training: All of the workers of NBC need to complete the important training on the health and safety.
• Introduction training for the company policies and novel workers
• Annual courses of refreshers on the developed regulations of safety (Cooke et al, 2019)
• The training responses of the emergency, this involves the first aid basics and fire drills

The major supervisors are effectively responsible for the making sure that the teams can effectively met the every needs of training

• Employee responsibilities: The workers play a major role within managing the workplace based on the safety.
• Wear the effective PPE in correct manner and follow the each guidelines of safety
• Participant within the meetings and safety training
• Encourage the accountability and team work culture

The failure to effectively comply with the regulations of safety can result within the removal from the sites of job and result within the disciplinary actions

Conclusion

Conclusively, it states that the NBC construction Ltd (UK), the wellbeing, safety and health of workers play a major role to the success of organisation. As the organisation mainly operating within the competitive industry of construction, we understand the importance of developing well being culture, focusing on the health of worker and making the safe working environment. The outline of guide committed to manage the standards of safety, making sure about the UK regulations with the compliance and developing the initiatives of workplace wellness. This makes sure that the workers are effectively equipped to manage the situations which are critical. Beyond the safety protocols, the organisation also understands the significance of work life and health balance. The EAP of organisation, wellness programs and workshops of the stress management `provide the support to the workers who are facing pressure related to the work. Moreover, the flexible work arrangements, fatigue management strategies and policies of the abuse prevention.

The involvement of the workers plays a major role within managing the wellbeing, safety culture. The organisation motivates the workers to join the training programs, report the hazards and engage within the initiatives of the ongoing development. Via effectively integrating the regular policies review and employee feedback can makes sure about the industry best practices evolve with the safety standards.

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Refreneces

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Online

COSHH regulations 2002, 2024. Online. Available through https://www.nwleics.gov.uk/pages/pollution_control_hazardous_substances#:~:text=COSHH%20regulations%202002,%2C%20fumes%20and%20waste%20products

Health and Safety at Work etc Act 1974, 2024. Online. Available through http://hse.gov.uk/legislation/hswa.htm#:~:text=The%20Health%20and%20Safety%20at,and%20members%20of%20the%20publicf

 NBC, 2024. Online. Available through https://www.nbcuk.com/

Occupational Safety and Health Administration, 2024. Online. Available through <https://www.osha.gov/laws-regs/regulations/standardnumber/1910/1910.151>

Race on the workplace, 2024. Online. Available through https://assets.publishing.service.gov.uk/media/5a7f81c6ed915d74e33f6dc4/race-in-workplace-mcgregor-smith-review.pdf