HR Policies and Processes Development
We develop HR policies and processes for organizations in Kenya, Uganda, Tanzania, and Zambia. HR Policies & Procedures guide the behaviour of Employees in the workplace. To a large extent the policies and processes in place and their implementation thereof. We do policies that are easy to understand and apply, but at the same time regulate behaviour in the workplace to ensure that the organization can function effectively. We ensure the policies are legally compliant, define the rules, and communicate the organizations’ expectations of how things should be done within the organization.
Some of the policies we develop include;
- Hiring & Selection Policy. This will include coming up with the recruitment guidelines and principles, drafting a customized recruitment process, and defining the metrics for measuring each stage of the process. We will also define the kind of employment contracts we offer, the working environment, and the employer value proposition we seek to propagate.
- Performance Management Policy. Performance management includes defining kind of work culture we envision, the role of various key players in ensuring performance metrics are concise, clear, and measurable, and the support the organization provides under a performance improvement plan.
- Compensation Policy. Compensation covers salaries and benefits. Under the compensation policy we will define all the add Ons to salary and the metric to getting each, develop a standard pay structure, define grades, and define the progression points for salary increments.
- Health and Safety Policy. The health and benefits policy helps in creating a safe working space. It defines the key precautions and is in line with the OSH Acts in various countries.
- Employee Retention Policy. Retention of employees can assist in enhancing the employee culture and lead to increased performance as employees who have been with your organization for a while understand your offerings better and are likely to be more aligned to the overall organizational objectives. The employee retention policy will define various engagement touch points and the key metrics to measure successful retention.
- Learning and Development Policy. Learning and development is a key component of the employee life cycle. Having a targeted L&D policy will help line managers understand how to audit the skills and the skills gaps in their development, recommend appropriate trainings, and effectively measure the output of these trainings.
- Reward and Recognitions Policy. At Talent Grid Africa, we develop an R&R policy that is aligned to the performance management policy and the general culture the organization is looking to achieve. It covers long term incentives, short term incentives, and recognition initiatives such as employer of the month/year and applauding members who have done well openly through social media and internal team meetings.
- Sexual Harassment Policy. Sexual harassment policy one of the few mandatory policies that each company is required to have in most countries in Africa. Having a clear policy on sexual harassment will promote workplace safety and ensure team members respect each other and treat one another with dignity.
- Leave Management Policy. Depending on the country, leaves or paid time off varies. At Talent Grid Africa, we will develop policies that are in line with the various types of leaves such as sick leaves, compassionate leave, annual leave, maternity, and paternity leave. In Kenya, the various types of leaves and the days allocated for each are covered under Section 27 of the employment Act of 2007.
- Travel Policy. Travel policy is an important yet ignored policy in most organizations. It is important for setting the ground work on what kind of travels are recognized by the company, what are the various modes of transport and accommodation, authorizations of travel, and the reimbursement or financing model the organization adopts for corporate travels. Once we develop the policies and they are adopted, we formulate the policy roadmap with key processes and procedures per policy and share the employee handbook and the policy manual with the management as key output. As an add on, we train line managers or employees on the policies to ensure they are adopted and reflect the company culture and goals.