Future Docs Blog

A healthcare business is no better than those who work for it, so hiring the best and brightest is vital to success. An HR department in your organization is there to handle the recruitment and hiring process, the retention of your employees and the administration of benefits. How they do this must be aligned with company directives, employment standards, and industry-wide protocols.

Are you in charge of putting together how your HR department operates? This can be a difficult task because there is so much to consider. Learn how to create HR policies and procedures for your healthcare business. Use this as a guide to creating your HR team, and consider getting outside help from professionals when needed. Then, you will see your workforce thrive in their roles.

To help you cover all your bases, here are some guidelines for creating HR policies and procedures in healthcare.

What Are HR Policies and Procedures?

A human resources department’s policies are formal rules and guidelines for managing employees created by a business. The procedures implement step-by-step instructions on how to comply with these policies and what actions to take.

Your HR department creates documents for standard operating procedures to cover things like:

• Recruitment
• Termination
• Vacation days
• Dress code
• Sick days
• Personal leave
• Performance evaluation

The law requires many of these policies and procedures, but they also create a work environment and culture where trust, inclusion, and fairness are present among all staff members. Ultimately, they legally protect the company, creating a safe work environment and helping to address any disputes or grievances employees may have.

HR Consultant

New and smaller businesses may not have a dedicated HR department or are working to create one, which can be overwhelming. Fortunately, some HR consulting companies are available for guidance and direction.

Hiring an HR consultant can assist you in putting together strategies and training your HR staff to get them up to speed. These consultants can set up all aspects of human resources, including:

Recruitment and Retention

This is done through orientation, onboarding new employees, and team-building procedures to develop your company ethos and culture.

Performance Management

Consultants teach your HR personnel how to provide training to employees and conduct performance reviews. This also includes how to take any corrective action and deal with terminations.

Developing Your Policies and Procedures

They can assist in creating your HR manual and developing your recruitment processes, health and safety protocols and termination paperwork.

An HR consultant is also there to help you adopt relevant policies for human rights, workplace diversity, privacy and regulated employment standards so you are legally protected.

Simple and Clear Language

HR policies and procedures are for employees, and they need to understand them fully. You are laying out the expectations of the employees and the company’s values, and there must be clarity to avoid confusion.

Make sure titles are very descriptive for easy reference, and the body of each policy can be read clearly, without any extra jargon. The language and terminology should also be consistent throughout all documents and fit the organization’s goals.

Start With a Code of Conduct

Your code of conduct outlines expectations and behaviours, describing what is acceptable and what is not so everyone is safe and comfortable at work. This should cover aspects like:

• Harassment
• Bullying
• Drug and alcohol use
• Dress code
• Punctuality

With this online, you set all workers’ rules, values, principles, behaviours, and relationships.

Work and Overtime Hours

Employees need to know what time commitment is required for their employment, so list their regular weekly work hours and how overtime is handled. This also includes scheduled breaks and when to clock in and out. Paid and non-paid leave should also be listed in this section so employees are informed of how they can request vacations, sick days, public holidays and even the birth of a child.

Guidelines must also be outlined if your company offers hybrid or remote work options. This educates workers on the relevant work-from-home procedures and any home office allowances.

Recruitment and Termination

Recruitment policies give a new employee the criteria for selection as a candidate and the overall onboarding process. For termination, this describes the procedure for resigning and the amount of notice you must give. It also should include the steps taken when terminating an employee and a list of actions that warrant it.

Performance and Promotion

Employees need to know that they will have performance reviews and how they are conducted, detailing how jobs are graded. Performance can also be rewarded, which needs to be explained so employees understand that they will be treated fairly. This works as an efficient motivational tool.

Compensation and Benefits

Employees should know what they are getting paid and any wage increase schedules that the company offers. Payroll frequency and the types of payment options can be listed as well. Whatever benefits the employer offers, like medical, dental, wellness programs, allowances, and bonuses, should be clearly stated, too.