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Synopsis

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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An employee handbook can be used as a tool for promoting ethical behavior in the workplace by clearly outlining the company's expectations for employee behavior, including ethical standards and guidelines. It can also highlight the company's values and culture, which can help to foster an environment of ethical behavior. Additionally, the handbook can provide information on the consequences of unethical behavior, which can deter employees from engaging in such actions.

Some ways to ensure that employees read and understand the handbook include: making it engaging and easy to read, incorporating quizzes or tests to check understanding, providing a summary of key points, and asking employees to sign a document stating they have read and understood the handbook. Regularly updating the handbook and informing employees about these updates can also help ensure it is read and understood.

An employee handbook can contribute to a company's brand image by showcasing the company's culture and values. It can help get new hires excited to be part of the team and set them and the company up for success. It also outlines expectations for employees, which can protect the employer in case of any legal issues.

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Slide highlights

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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Some strategies for aligning a company's culture and values with its mission and vision include: 1) Clearly defining and communicating the mission and vision to all employees. 2) Incorporating the mission and vision into all aspects of the business, from hiring practices to performance evaluations. 3) Encouraging employees to live the mission and vision in their daily work. 4) Regularly revisiting and revising the mission and vision to ensure they remain relevant and aligned with the company's evolving culture and values.

A company's culture and values can significantly impact its relationships with stakeholders. They set the tone for how the company operates and interacts with its stakeholders. A positive and strong culture can foster trust, collaboration, and mutual respect, which can lead to stronger relationships with stakeholders. On the other hand, a negative or weak culture can lead to mistrust and poor relationships with stakeholders.

There are several ways to communicate a company's culture and values to new hires. One of the most effective ways is through an orientation or onboarding program where the company's values, mission, and culture are clearly explained. This can be done through presentations, handbooks, or interactive sessions. Regular team meetings and workshops can also be used to reinforce these values. Additionally, the behavior of leaders and managers within the company can serve as a powerful example of the company's culture and values in action.

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Overview

"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:

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An employee handbook can help in managing diversity and inclusion in the workplace by setting clear policies and expectations for all employees. It can outline the company's commitment to diversity and inclusion, explain what is expected from employees in terms of behavior and attitude towards diversity, and provide guidelines on how to handle any issues or conflicts that may arise. It can also provide information on any diversity and inclusion programs or initiatives that the company has in place.

Some best practices for distributing and implementing an employee handbook include making it easily accessible to all employees, regularly updating it to reflect changes in company policies or laws, and ensuring that all employees acknowledge that they have read and understood the handbook. It's also important to provide training sessions to help employees understand the policies outlined in the handbook.

An employee handbook can foster a positive work environment by creating transparency and consistency across the organization. It provides a clear understanding of the company's policies, expectations, and procedures, which can reduce confusion and misunderstandings. This can lead to a more harmonious and productive work environment. Furthermore, it can protect the company from potential legal issues by clearly outlining the company's stance on important issues.

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  • 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 make an employee handbook more engaging and user-friendly, you can incorporate visuals and infographics to explain complex policies or procedures. Use clear, concise language and avoid jargon. Break down information into smaller sections or bullet points for easy reading. Include a table of contents for easy navigation. You can also add a FAQ section to address common queries. Lastly, make sure to update the handbook regularly to keep it relevant.

An employee handbook can help in reducing legal risks by ensuring compliance with federal and state laws. It clearly and consistently communicates key company policies, which can help defend against employee claims. Moreover, it provides a source for employees to turn to for help, further minimizing potential legal issues.

An employee handbook plays a crucial role in setting performance expectations by clearly communicating the company's expectations. It introduces the staff to the company's culture, mission, and values, and educates them about what they can expect from management and leadership. It also ensures that key company policies are clearly and consistently communicated. This helps employees understand their roles and responsibilities better, leading to improved performance.

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Application

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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Statistics

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).
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