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Employee handbooks serve both the company and staff as they outline expectations for employees, and have the ability to protect the employer in case of any legal issues. With our Employee Handbook deck, you can showcase the best of your culture and values, get new hires excited to be part of your team and set them and your venture for success.

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Use this slide to communicate the venture's reporting hierarchy. This will ultimately provide guidance to all employees by laying out the official reporting relationships that govern the workflow of your company.

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The company culture and values set expectations for employees' behavior, ability to collaborate and function as one unit. The right company culture can break down the boundaries between departments and teams and improve overall workflow.

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"Creating an employee handbook from scratch can seem like a daunting task, but having one is essential to creating transparency and consistency across your organization. It can also keep you out of hot water," expert Human Resources (HR) advice platform, Paycor, writes. According to Paycor, the eight reasons your organization should have an employee handbook include:

  • Employee handbook introduces staff to your culture, mission and values
  • It communicates your expectations
  • Employee handbook educates employees about what they can expect from management and leadership
  • It also helps ensure key company policies are clearly and consistently communicated
  • It showcases the benefits you offer
  • Employee handbook ensures compliance with federal and state laws
  • It helps defend against employee claims
  • And provides a source for employees to turn to for help
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To create an informative and easy-to-use employee handbook, follow these guidelines put together by the Society for Human Resource Management (SHRM):

  1. Review and make required revisions to the current company policies – the SHRM experts say that employers should be able to easily scan the work environment for common practices that are currently in place. If there are no policies, they should be developed as soon as possible. Once the employer has updated the policies and formalized the common practices, legal counsel must review and approve them and HR should use these final policies for developing the employee handbook.
  2. Create an outline of what to include in the employee handbook – the topics should cover the employer's mission statement, equal employment opportunity statement, contractual disclaimer and at-will employment statement, purpose of the employee handbook and background information on the company.
  3. Create summarized versions of each policy and procedure – include a statement that summarizes each policy and procedure. The statements should be easy to read and contain no legal verbiage.
  4. Add each summary statement in the appropriate sections according to the outline – once the employee handbook outline is completed, write the organization's position, rules or policies under each of the outline topics.
  5. Review the entire document – carefully examine the document to ensure that the information is accurate and comprehensible.
  6. Provide a finalized version to the legal counsel – the legal counsel must ensure that the handbook contains no statements that may create contractual agreements.
  7. Select a means of publication – locate a vendor to produce the finished employee handbook. Once the formatting is complete, a final review and approval should take place before sending the handbook to print (or design if you want to go with the digital version).
  8. Distribute handbooks – when the vendor returns finished copies (or files) of the handbooks, the organization must establish a method for distribution, for example, during new-hire orientation or as a manual distribution to employees.
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Here are some HR onboarding statistics from Learning Hub to keep in mind and use in your presentation:

  • 61% of new hires do not get any training on company culture
  • 76% of HR leaders say employee onboarding practices are underutilized at their organization
  • 55% of organizations say they do not measure the effectiveness of onboarding programs, hindering accountability for success and preventing opportunities for improvement
  • 36% of HR professionals blame insufficient technology for their inability to automate and better organize onboarding programs, further inhibiting their ability to train managers in proper onboarding techniques
  • 53% of HR professionals say employee engagement increases when onboarding is improved
  • There are 220 plus onboarding software providers available (Examples: Paylocity, BambooHR, Paycom, Workday HCM, Workforce Now, UKG Pro, Ceridian Dayforce, Paychex Flex).