Breathing Life into Policies
As the 'war for talent' becomes increasingly competitive, organisations must explicitly demonstrate that they are genuinely concerned for their employees.
We accept that policies and procedures need to consider the ethical side of employing people. What we cannot accept is that a policy or a procedure once written is not brought to life by constant use and re-evaluation. If an organisation's people are to 'buy in' to these policies they must see the expressed and desired outcomes. The clarity of a policy is essential if it is to become a valued part of the psychological contract between the organisation and its people.
When developing policies and procedures for organisations, Cullen Scholefield has been involved in the usual areas as well as equal opportunities, sex and race discrimination. Recently we have incorporated the more complex issues such as 'whistle blowing' together with the new challenges such as sexual orientation and religious beliefs into organisations' policy manuals.
Writing policies, reviewing policies, writing employee handbouts, preparing briefings for managers, presenting Employment Law to managers - not everyone's favourite task. We have an excellent track record here - look at Brenda Roper's profile!
To ensure that we have taken account of the organisation's culture and values as well as the ethical issues facing society today, Cullen Scholefield takes a consultative approach when developing policies and procedures.This enables us to take into account views of the senior management team, employees, trade unions and current best practice.
