HRM 510 WEEK 10 DISCUSSION - 83720

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Please respond to the following: • Should employers issue employee handbooks? If so, how should handbooks be constructed? Disseminated to employees? Please respond to the following: • What are some feasible alternatives to downsizing? If downsizing must occur, what criteria should be used to select those individuals who will be downsized? NOTE: THREE ANSWER POSTED FOR EACH DISCUSSION AS A BONUS JUST CHOOSE ONE
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DISCUSSION 1

 

Should employers issue employee handbooks? If so, how should handbooks be constructed? Disseminated to employees?

A main advantage of issuing an employee manual is establishing uniform, well defined employment policies.  Even the most novice human resource professional recognizes that the hallmark of good employee relations is standardized and consistently applied personnel policies.  In its most basic format, an employee manual defines and codifies the employer’s standards.  These defined and communicated standards allow employers, however large, to treat employees consistently on a long term basis.

Obviously, an employer need not have an employee manual to have uniform, well defined personnel policies.  In practice, however, it is the adoption of an employee handbook that creates the uniformity and definition which allows for consistent application of the employer’s policies.  Simply stated, most employers that do not have an employee manual also do not have standardized personnel policies.  Creating an employee handbook focuses an employer’s attention on adopting across-the-board standards.  Indeed, it is often the creation of a handbook that is the springboard for establishing a sophisticated (or more sophisticated) human resources function.

 

Once distributed (and understood), the employee manual should establish a common understanding between employer and employee regarding performance standards and workplace behavior.  Creating such a common expectation is, perhaps, the key advantage of issuing an employee manual.  Most often, it is the lack of a common expectation that causes the breakdown in employee relations.  This is certainly true for poor work performers.  Clearly, there is no excuse for a breakdown of expectations regarding core issues like sick leave and pay day.

OR

Should employers issue employee handbooks? If so, how should handbooks be constructed? Disseminated to employees?

I know that one thing that most companies think about is cost and when your printing up thousands of copies of handbooks it can be very costly but I do feel that employers, companies and organizations should issue handbooks to each and every individual that is hired.  The last page of the handbook should be an agreement stating that you have read the information and you are understanding of it and can adhere to it and turned into the HR Generalist of the company and stored into your personal file. 

For cost reasons I think that they should be constructed on an internal website that only employees have access to.  Most companies have company sites wha

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