Nursing Research For Evidence-Based Practice

Nursing Research For Evidence Based Practicetabular Format Of Review O

Nursing Research for Evidence-based Practice Tabular Format of Review of Literature DISCUSSION QUESTION 1-1 MB650 Legal Issues of Employment Assignment #1: Employment Relationships Discussion Question 1 Upon completion of the Required Readings, write a thorough, well-planned narrative answer to each of the following discussion questions. Rely on your Required Readings and the Lecture and Research Update for specific information to answer each discussion question, but turn to your original thoughts when asked to apply, evaluate, analyze, or synthesize the information. Your Discussion Question responses should be both grammatically and mechanically correct, and formatted in the same fashion as the questions themselves. If there is a Part A, your response should identify a Part A, etc. In addition, you must appropriately cite all resources used in your responses and document in a bibliography using APA style.

Identify two (2) reasons companies have written personnel policies; your answer should address both legal and non-legal reasons for written policies. Then make four (4) recommendations for drafting and one (1) recommendation for distributing policies; address the writing style, content, and the process of writing as well as the distribution of written policies. (50 points) (A 2-page response is required.)

Paper For Above instruction

Personnel policies are fundamental elements within organizational management, serving vital roles in establishing clear guidelines and expectations for both employers and employees. Two primary reasons companies write personnel policies include legal compliance and organizational consistency. From a legal standpoint, companies are mandated by labor laws and employment regulations to develop and communicate policies that delineate rights, responsibilities, and procedures, thereby reducing the risk of legal disputes and ensuring adherence to statutory requirements (Cascio & Boudreau, 2016). Non-compliance can lead to lawsuits, penalties, or sanctions that could jeopardize the organization’s operations and reputation. Legally grounded policies also serve to protect the organization against claims related to discrimination, harassment, or wrongful termination by providing documented evidence of fair practices and procedural fairness (Snape & Redman, 2019).

Besides legal reasons, non-legal motivations also drive the formulation of personnel policies. These include organizational consistency, culture establishment, and employee morale. Well-structured policies contribute to creating a predictable work environment, which can enhance organizational stability and ensure uniform application of practices across various departments (Dessler, 2020). Furthermore, comprehensive policies communicate organizational values, expectations, and standards that shape the organizational culture, fostering a sense of fairness and transparency. This transparency can increase employee trust and satisfaction, thereby reducing turnover and promoting commitment (Armstrong & Taylor, 2020).

When drafting personnel policies, certain recommendations are essential to ensure clarity, effectiveness, and fairness. Firstly, policies should be written clearly and concisely, avoiding ambiguous language that can lead to misinterpretation. The writing style should be formal, yet accessible, avoiding jargon and complex legalese unless necessary, and including definitions for technical terms (Mathews & Deary, 2021). The content should be comprehensive, covering relevant areas such as performance standards, grievance procedures, disciplinary actions, and confidentiality. It is also vital that policies are developed collaboratively, incorporating input from legal advisors, human resources, and employee representatives to ensure fairness and legal compliance (Taylor, 2019). The process of writing should include reviews and updates periodically to reflect changes in laws or organizational circumstances.

For distributing policies, a recommended approach is to employ multiple channels such as employee handbooks, online portals, and training sessions to ensure accessibility and understanding. Policies should be presented in a format that is easy to read and refer back to, with summaries or FAQs to aid comprehension. Additionally, organizations should obtain acknowledgment from employees through signed acknowledgments, confirming they have read, understood, and agree to abide by the policies (Groschl, 2018). Regular training and communication reinforce policy awareness and compliance, fostering a culture of adherence and ethical practice.

In conclusion, personnel policies are vital tools for legal compliance and organizational integrity. Thoughtful drafting, inclusive content, and effective distribution strategies are essential to maximize their effectiveness and uphold the organization’s legal and cultural standards.

References

  • Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice (15th ed.). Kogan Page.
  • Cascio, W. F., & Boudreau, J. W. (2016). The Search for Talent: From Closed Doors to Open Windows. Journal of Business and Psychology, 31(4), 683–687.
  • Dessler, G. (2020). Human Resource Management (15th ed.). Pearson.
  • Groschl, M. (2018). Employee acknowledgment and its role in policy compliance. HR Management Review, 12(3), 45-50.
  • Mathews, R., & Deary, I. (2021). Clarity in written policies: Best practices. Journal of Organizational Behavior, 42(2), 135-149.
  • Snape, E., & Redman, T. (2019). Managing Employment Relations. Routledge.
  • Taylor, S. (2019). Developing fair and effective personnel policies. HR Journal, 10(3), 38-44.

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