The most critical aspect of performance appraisal is the methodology adopted to measure – learn everything you must know about performance appraisal methods. Read on!

Performance Appraisal Methods

Performance appraisal methods are the different ways in which organizations are able to enhance the performance of the employees. The performance appraisal process can be made more effective and rewarding by using a good performance appraisal method. The performance appraisal methods identify an employee’s job contribution.

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What are performance appraisal methods?

Performance appraisal methods are different appraisal processes adopted by organizations to evaluate their employees. Each performance appraisal method has its own advantages and disadvantages which may be suited to one organization and not to another. There is no single method suitable for all organizations.

Defining performance appraisal methods

Performance appraisal methods can be defined as the practice of evaluating employees based on their job performance and providing feedback in order to enhance their productivity. These performance appraisal methods can be widely classified into traditional methods and modern methods, with modern methods, more widely accepted.

What is the modern method of performance appraisal?

The modern method of performance appraisal is more focused on evaluating an employee based on their work results. They are more inclined towards an employee’s job performance rather than the personality traits. Modern performance appraisal methods are said to be more objective.

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Why is a strong performance appraisal system critical?

A strong performance appraisal system is considered critical to enhancing the organization’s productivity, growth, and performance. Strong performance appraisal methods help managers to understand the development needs of their employees through the 360-degree feedback method. We will discuss these reasons in further detail below,

Effective appraisals system help in employee development

Performance appraisal system applied effectively in an organization helps majorly in the development of the employees. Performance appraisal methods identify the strengths and weaknesses of the employees which in turn helps in identifying training needs. Appraisals systems contribute to the further growth of employees.

The performance appraisal method is useful in identifying problem areas

Performance appraisal methods are used to identify problem areas so that they can be rectified in time to avoid any major mishappenings. Early intervention helps in better performance and enhanced productivity. The appraisal method used by each organization is not the same.

Performance appraisal system increases productivity

The performance appraisal system is known to increase productivity by motivating high-performing employees and assessing the issues faced by low-performing employees. The 360-degree feedback method is useful in enhanced performance. Effective appraisal systems should be in place in each organization to increase employee and organization productivity.

Performance appraisal systems help in motivating employees

Performance appraisal systems involve meetings between the manager and the employee to discuss the job performance on a regular basis. Performance appraisal methods give managers an opportunity to reward their high-performing employees and motivate them to improve further. Recognizing the hard work of the employees is essential.

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How to set up effective performance appraisal methods?

Setting up effective performance appraisal methods is essential for an organization to grow. There are several things to keep in mind while adopting performance appraisal methods. The best type of performance appraisal methods involves 360-degree feedback to rectify mistakes in time.

Performance evaluation methods should comprise the development plan

Employee valuation systems need a development plan in place to give desired results. Performance evaluation methods involve a development plan mutually agreed upon between both the manager and the employee. It helps employees get a direction in their work and a job standard.

Performance evaluation system inclusive of rewards and recognition

A very important thing to keep in mind before picking up performance evaluation methods is to motivate and encourage the employees. Ensure that the performance evaluation system recognizes the hard work of each and every employee and has a reward system in place.     

Effective performance appraisal systems should align with the company’s needs

Performance appraisal systems must be in accordance with the needs of the company. Understand what is the required outcome of the performance appraisal method and then start setting it up with the goal in mind. Take inputs from everyone to improve it further.

Performance management model must consist of continuous feedback

Continuous feedback in a performance management model is a must in order to avoid bigger mishappenings. Managers must intervene when they see something wrong happening which saves time and effort for everyone. Instead of just giving negative feedback, include corrective actions as well. 

Appraisal models with managers as mentors

Appraisal models wherein managers act as mentors are very effective. Employees should feel free to come up to their managers and talk in case of any work issues. As mentors, managers can help employees devise future plans to help them become more productive and this is one of the foundations of strong performance appraisal methods.

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7 important types of appraisals

Over the years, several performance methods have been utilized by different organizations. Some of these appraisal methods are more suited than others. As the times have passed, performance evaluation methods have evolved. Let us go through the different types of appraisals one by one below,

The 360-degree performance appraisal method

The 360-degree appraisal definition suggests that the employee should be evaluated based on the reviews of the employee’s circle of influence such as peers, managers, clients, etc. 360-degree appraisal system provides continuous feedback that helps employees learn from their performance result and stay motivated.

360 appraisal example is when managers, clients, suppliers, peers, customers, etc are all included in the performance appraisal system making the entire process transparent.

Trait appraisal method

Supervisors and managers are required to rate employees based on specific traits exhibited by each employee. Trait appraisal is particularly popular with customer service departments. It focuses on a simple checklist of behavioral qualities such as communication, customer service, business etiquette, helpfulness, dependability, punctuality, etc.

Employee evaluation methods rate employees as excellent, satisfactory, needs improvement, etc. The biggest drawback of trait appraisal is that it is subject to supervisor personal bias.

MBO performance appraisal method

In the MBO performance appraisal method, both employees and managers sit together to identify, plan, and organize goals for the upcoming appraisal year. These goals are considered as job standards for that particular employee.

Employee performance is calculated based on the goals achieved in the given duration and is incorporated to be part of the company’s performance appraisal methods. MBO examples can be seen in many organizations. MBO appraisal emphasizes career-oriented and tangible goals but often ignores interpersonal skills, job commitment, etc.

Psychological approaches to performance management

Psychological appraisals focus on evaluating the employee’s future performance by determining their hidden potential. This type of appraisal approaches performance management in a slow manner making performance appraisal methods costly and complex.

These tests evaluate an employee’s emotion, intellect, and other related traits which could affect the future performance of the employees in the organization. This type of performance appraisal system is not always accurate as the results can be inaccurate sometimes.

Behavior-based employee evaluation systems

These performance appraisal methods and appraisals systems are considered to be the most effective as it brings out both the qualitative and quantitative benefits of the employees’ performance appraisal system. The behaviorally anchored rating system helps in providing clear standards, improved feedback, consistency in evaluation, and accurate performance analysis.

The primary drawback of this kind of employee performance appraisal system is the risk of result tampering due to employee bias in the organization.

Cost accounting method of formal appraisal

The cost accounting method evaluates an employee’s performance based on the monetary benefits they yield to the company. The monetary benefit is calculated by comparing the cost incurred on keeping the employee in the organization to the monetary benefits reaped from that particular employee.

The formal appraisal considers factors such as quality, overhead cost, interpersonal relationships, etc. Such type of performance appraisal methods are not very effective due to its cost dependency.

Assessment center performance review system

This kind of performance review system creates a set of diverse exercises that simulates various work environment components. The main idea behind this type of performance appraisal method is to assess how employees behave in certain kinds of situations and the effect of these situations on their performance. The drawback of this kind of appraisal management system is that it is a long and exhaustive process that can be expensive.

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5 top performance measurement tools and techniques

Performance appraisal methods are vital for an organization’s growth process. To make the employee appraisal system effective, managers need several tools and techniques to receive on-time and crucial feedback. Let us look more into the 5 top performance measurement tools and techniques,

360 appraisal feedback

360 appraisal feedback is a very efficient technique that evaluates employees based on the review received from the employee’s circle of influence such as customers, suppliers, peers, managers, etc.

Performance appraisal 360 one of the popular multidimensional performance appraisal methods that reduces the possibility of bias as it involves getting feedback from multiple people. This performance evaluation instrument makes sure that the employee is receiving continuous feedback that keeps them motivated and eager to learn.

Investing in performance appraisal tools to build motivation

It is common knowledge that happy and motivated workers perform better. Performance-based evaluation systems which generate happy and motivated employees can be created in several ways.

Pep talks and appreciation emails are proven methods that can keep the employees motivated. Performance appraisal tools such as gamification can be used to your advantage by methods like leaderboards, status bars, badges, etc to improve performance appraisal methods.

Personality trait appraisal

Trait-based performance appraisal methods give both quantitative and qualitative benefits. The performance management methods use tools that assess employees based on different personality traits.

This not only helps in evaluating the work but also considers different other aspects such as punctuality, teamwork, business etiquette, etc. The Personality trait appraisal is best to assess the overall performance of an employee in an organization rather than just the work performance and results-based evaluation.

Performance evaluation tools focusing on work essence

The KPIs (Key Performance Indicators) selected by managers should not only measure success but also consider the steps taken to achieve success. Performance evaluation tools that focus on actions are more useful in motivating employees, improve productivity, enhance performance, fix work problems, etc.

Performance evaluation methods looking only at results will cause low-performing employees to grow distant and leave them with little to no knowledge at the end.

Performance evaluation methods must have a direct approach

The performance evaluation methods adopted by the organization must have a direct and transparent approach. Performance management techniques include letting employees know what defines success.

Both managers and employees must have access to the goal sheet which gives a clear picture of what is expected from them. The best performance appraisal methods ensure that the employees are receiving continuous feedback and seek guidance if needed. 

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The best type of performance appraisal involves below best practices

Methods of performance appraisal have evolved to suit the needs of the organization. Employees are no more judged based on their personality traits. The current performance appraisal methods are more result-based. The best types of performance appraisal methods involve the following practices,

Include 360 performance appraisal

360 degree performance appraisal definition states that it is a multidimensional performance evaluation method that assesses an employee based on the feedback collected from the employee’s circle of influence such as managers, peers, clients, etc. The 360 degree appraisal method is considered to be very effective.

Usage of different performance appraisal instruments

Different performance appraisal instruments can be used to make the performance measurement methods more effective.  Appraisal instruments are useful in measuring the employee performance against the set standards and provide ratings accordingly. The rating is not a result of one single parameter but multiple parameters.

Results-based performance appraisal

Adopt a result based performance appraisal method which focuses on the accomplishments and completed assignments by the employee. Traditional performance evaluation models were more personality trait-based but the modern performance methods take up a more result-based approach. Managers check how many goals were achieved by the employee.

HR appraisal system should provide concrete examples

HR appraisal system adopted by the organization should provide concrete examples supporting both achievements and low performance. These performance appraisal methods should be communicated to the employee throughout the review process. Providing specific examples helps in supporting your feedback and shows that the managers have done their homework.

An ideal appraisal system adopts tactful communication practices

Ideal appraisal systems should focus on motivating their employees rather than bringing them down. While providing negative feedback use thoughtful communication to build up your employees. Performance methods should train managers to help their employees find ways to improve productivity further.

Employee referral can be one of the most powerful team augmentation strategies. Know how to set up a super effective employee referral program. Read on!

Employee Referral

Employee referral is the hiring processes done based on the referrals of a candidate referred by an employee of your firm. The employee referral process is not new and has been used to find the best fit for a position. The success of referral drive can vary, you may find a candidate quickly, and sometimes it is time-consuming. In this blog, we elaborate on the pros and cons of the employee referral process and how you can implement an employee referral program in your organization.

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What is a referral?

What is a referral? A referral program is a process in which you reward customers for spreading the word about your product. An employee referral is an extension of the referrals where companies reward employees for referring a candidate for your company.

What is an internal referral?

An internal referral is a structured program where companies find a talented candidate by asking their existing employees to recommend candidates from their existing network. When you recruit the candidate, the company offers the employee referral reward. The employee referral reward could be money, tickets, food and drink, days off, trips, etc.

What is a referral source?

A referral source is a way that a possible recruit found out about your organization. Referral sources can be internal or external. Other referral sources can include advertisements and search engines. 

What is an external referral?

An external referral program can be called a community referral program, non-employee referral program, or bounty hiring program. In an external referral program, the company’s collective community (ex-colleague, friends, family, and acquaintances) refers to a potential candidate. External referrals can allow you to hire a more diverse range of people to make referrals.

What is a referral drive?

Referral drives are recruitment drives where an employee can refer large-scale hiring process. It can be an entry-level hiring process. After a recruit successfully cleared the written and interview process and is hired the employee who referred them is entitled to a reward.

What is an employee referral program?

An employee referral program is a recruitment method designed to allow employees to be involved in their company’s recruiting process. In this method, the staff shares their company’s vacancies with their acquaintances and recommendation for candidates who apply.

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How does job referral work?

Finding the right candidate has become increasingly difficult for recruitment in a candidate-driven job market. Hiring a new candidate costs time, effort, and resources. Employee referrals are the most reliable, available, and untapped sources for the candidate. Here is how job referral work,

Employers with organized referral job programs

You need to have an effective and organized referral job program. It should be a transparent and straightforward mechanism like paper or online referral systems where staff can forward referrals easily. 

Rotate reward in the associate referral system

You need to change the rewards in the associate referral system. Some employees prefer monetary rewards, while others want recognition. You need to provide various options to your employees.

Market your job referrals well

Market your job referrals program announcement well. Engage your marketing to show and remind your employees about the referral program. You can put employee referral notices in a prominent place in your office or notices on your notice board.

Implement your referral recruiting with your ATS

An applicant tracking system helps you make most of the referral drives. It eliminates errors or delays and helps to ensure everyone involved in hiring has a smooth experience.

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Benefits of employee referral program 

A report by LinkedIn Global Trend Report 2016 shows a massive 90% of professionals are interested in hearing about new job opportunities even if they are not looking for the new job opportunity. 

But reaching potential recruits when they are not actively looking for a new job opportunity can be challenging. Employee referrals and social media can prove to assets in these situations. Job referrals help the candidate be better prepared about knowledge of the job and company. Other benefits of an employee referral program are as follows, 

Referring someone for a job reduced time and cost for hiring

Referring someone for a job means you will get a quality candidate applying for the post. You can ask the candidate for a formal interview. Employee referral saves you valuable time and money from the sourcing and screening process. It helps make your hiring process more efficient.  

Candidate referral improves the quality of hire

Your current employees know your company culture, mission, and vision. They are likely to recommend a candidate who is a good cultural fit for your company. The employee referral program is a great way to approach a passive candidate. The best job candidates are said to be passive job seekers, and you can have quality hires.

Employee referrals advantages by showing better retention rate

Employer retention and the quality of the candidate are interrelated. The better quality of candidates improves employee retention. Unsuitable candidates are likely to leave sooner. We see employer referral advantages candidate can get a better idea of work culture and atmosphere. Candidates who are hired from job boards are less likely to know about the employee experience. 

Referred by job application helps to strengthen employer brand

When an employee wants to recommend someone for a position, they generally talk to the candidate first. A prospective candidate trusts an employee’s word more than CEOs or from a corporate brand.

An employee generally enjoys working for your firm when they give an employee referral. Referred by job application helps to strengthen employer branding and improve talent pool for future openings. 

Referral job applications are better for hard-to-fill roles

For some positions, you might post an ad and get numerous job applications. Alternatively, you can browse on the portfolio site and shortlist suitable candidates. But for some hiring roles finding candidates may not be easy. It may be a large project you are looking to scale up or looking for skill sets in a highly competitive space. Your staff or coworkers can help you find a candidate through employee referrals. Referrals job applications source are a good source to find candidates. 

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How to build an effective employee referral program?

An employee referral program can help your human resource department cost-effective source and hire candidates within employee’s networks, speeding up the hiring process and reducing the cost-per-hire. As per a survey by Yello Recruiting Study, 94% of employees would refer a friend. Here is how you can build an effective employee referral program,

Work referral by incentivizing employees

Create a tiered incentivize program for referrals. Incentives can include in-office interviews and cash rewards for accepted offers. Work referral incentives like gift cards, extra vacation days, or work-from-home opportunities. 

Candidate referrals by creating brand ambassadors

You need to provide your employees with material to promote your company. Consider holding a candidate referral training session to best position your brand. It may be your company’s mission, what makes a great candidate, steps required to refer a candidate, and incentives to encourage them to refer candidates.

After training your employees should know the required qualifications for the candidate. How to communicate the criteria to their spheres of influence? How you will reward your employees for the successful referrals?

Referring to employee program by staying on top of their mind

After briefing your staff about referring employee program, you need to continue to build momentum. Works with the internal communication team to secure a spot in the employee newsletter include a synopsis of your training program, vacancies, and referral rewards associated with the program. 

Be transparent with referred by the employee

Show your employee where their referral stands when they refer a candidate. Use referral technology to automatically increase hiring transparency saving you time from responding to employee referral status inquires. Your employees are engaged regarding the hiring process to know what stage their referral is in the process. The total number of candidates referred over time and the total reward associated with each position.

Invest in technology for employment referral to work

Referral technology can enable the employee to access employment referrals. The technology gives access to refer candidates, track the process, and calculate their associated rewards. Referral technology improves the applicant-to-hire conversion rate, automatically incentivizes the referrals, streamline inter-departmental communication. 

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5 demerits with employee referrals

There are disadvantages of referred by the job application process. We have listed the top 5 demerits with employee referrals, 

Referral for a job can alienate the team

Referral for the job your team may think is not a level playing field anymore. The two friends may interact more with one another alienating other members of the team. 

Employee referral on job application might lead to lack of ideas

Employee referral on a job application could bring an attitude where some employees stick together. This attitude can lead to a situation where organizational problems can be hidden and increase. The growth of employee referrals can lead to stagnation.

Work referrals can lead to disillusionment in the employee referrals program

When bonuses are tied up with your employee referrals program employees may become disillusioned with the process. The disillusionment can lead to discontentment with the company.

Referral application can lead to charges of discrimination

If your company is heavily on the referral application process, then your firm may face charges of discrimination from candidates who have not to be selected. 

Employee referral benefits can limit your options

It is impossible to gain all your recruits through employee referrals. You need to have other strategies to recruit candidates. You should implement processes from hiring candidates from a larger talent pool or you could be missing on thousand of great recruits your employees don’t know. 

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Examples of employee referral program from top companies

Here is a list of examples of employee referral program from top companies in the US,

Salesforce’s employee referral example

Salesforce is a market leader in cloud computing. The Salesforce employee referral example offers their employee monetary and other types of rewards. The company organizes a recruitment happy hour get-together where employees can invite the person they plan to refer. It is a perfect way for a recruiter to interact with a potential candidate. The employee gets to enjoy an evening with their friend. 

Facebook referral process

Facebook has an internal tool that allows its staff to track the progress of their referrals. Facebook referral process prevents the referrer to be involved to prevent a conflict of interest. The employee referral tool allows the staff to see their acceptance rate and how they have done in the past. Facebook has a strong employee referral program.

IBM referral program

Before an employee refers a candidate they need to register in the referral program. Employees can fill the form and the candidate in question. This will tie the candidate to the specific listing. The employee can provide an external reference link for the listing. In the past, the referral bonus point could go up to 7500 points.

Are you stuck on how to prepare an employee handbook? Here is a comprehensive list of employee handbook template and formats for you to start. Read on!

Employee Handbook Template

An employee handbook template is a guide to create an employee handbook. It must contain the elements that need to be pen down in a handbook. In this article we will discuss in detail the definition of employee manual template, different types of company handbooks template, why do we need to create a sample company policies and procedures manual, employee policy examples, sample human resources policy, and example of employee handbook.

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What is an employee handbook template?

An employee handbook template contains samples for creating the company’s description, sample policy manual, human resources policy template, and so on. It is essential to draft the company rules and regulations for all employees in an employee handbook or human resource manual template. An employee handbook helps to keep the company in order.

Why do you need employee handbook examples?

Employee handbook examples are the best ways to create a well-documented employee handbook. In this section, we will discuss the needs of maintaining an employee handbook template and how effective they are in drafting an efficient handbook.

Create a free sample employee handbook template

The employee handbook examples are necessary to create a free sample employee handbook template. It will assist in preparing the cover design, introductory page, and detailed design sample. You can create a professional handbook using the free employee handbook templates. You can refer to sample human resource policy in the employee documentation examples.

Leverage company handbook template to prepare a simple handbook

A company handbook template will be a ready reckoner in preparing a simple employee handbook. The employees must be able to refer, read, understand and follow the policies and procedures in the handbooks. With employee manual examples and policy manual examples at hand, it is super easy to create a handbook.

Employees manual template for documenting the policies

Employees manual template must be referred for documenting the employee policies and sample HR policies well. You do not need to start writing from scratch but refer to the guidelines mentioned in the employee handbook template and employee policies examples. The policy section will contain the steps to draft the company policies related to each department.

Document the employee benefits using a free employee handbook template

Documenting the employee benefits is equally important and hence it is recommended to refer to a free employee handbook template or personnel policies examples for the same. The sample handbooks document will help in recording benefits related to holidays, leaves, vacations, medical and health insurance, retirement, and pension plans.

Company policy template for drafting rules

The company and each department of a company have their own set of defined rules and regulations that need to be followed by the employees. It is important to define the rules in the handbook and the best way is to refer to the company policy template or the employee handbook samples.

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When should you make use of a sample employee handbook?

When you are worrying about how to create an employee handbook for your company, you need to refer to a sample employee handbook and a sample HR policy. It will help you to draft the following seamlessly and without any hassles,

1. Company objectives, and purpose
2. Business code of conduct
3. Hiring and Recruitment policies
4. Separation policies
5. Transfer policies
6. Compensation policies
7. Medical and life insurance benefits
8. Non-discrimination policies
9. Pension and superannuation policies
10. Promotion policies
11. Communication guidelines
12. Escalation process
13. Dress Code Policies
14. Employee ethics and grievance Policies
15. Gifts and Donations Policies
16. Procedures for using personal gadgets

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Top 8 employee handbook examples

Now that we have understood why do we need an employee handbook template, let us now focus on the top 8 employee handbook examples that can be referred for easy guidance. These handbook examples on the various sections or elements that need to be included in the handbook are convenient and easy to consult.

Example employee handbook for company culture, values & mission

For guidance on how to draft company culture, values, and mission, the example employee handbook must contain the following,

1. Company description containing the introduction, products/services of the company, headquarters, and branches of office, number of employees, and the key leadership names and designations
2. Company purpose, mission, vision and the objectives to be achieved in future
3. The quarterly and yearly revenue of the company for the awareness of the employees
4. Key contacts with phone numbers and names of each department within the company must be part of employee handbook examples or templates

Handbook template for employee basics

Employee basics are an important section in the handbook template. This section of an employee handbook template contains the basic definitions required to be referred by employees,

1. Contract types and modes of employment for example full-time, part-time, contract bases, internship, apprentices, and other modes.
2. A statement or declaration by the company on non-discrimination and equal opportunity of employment is a mandatory inclusion needed in employee handbook templates
3. Recruitment, selection, and hiring process and steps that are followed in the company. You can also mention the terms and policies of the employee referral programs here.
4. Attendance rules and regulations

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Employment handbook examples for workplace policies

Workplace policies form a critical part of employee handbook examples and employee manual template free. The key components of this section of the policy manual template are,

1. Data Protection, Security and Confidential Laws and rights must be mentioned mandatorily in employee handbook examples or templates. Besides the employees handbook example must specify how the employees are expected to adhere to them
2. Safety and health standards and norms for workplace security must be included in the handbook templates. Mention the related laws and the steps taken by the company for a safe work environment in the free handbook template
3. Prevention of harassment, violence, and indiscrimination policies adopted by the company must be mentioned in this section of the office policy manual sample

Code of conduct free employee handbook templates

Code of conduct is a vital part of free employee handbook templates. It determines and guides employee behavior in the company. The key parts of this subsection of a handbook sample or employment policy example are,

1. Conflict of interest faced by employees and the consequences of violating the rules is essential to include in employee templates
2. Company Dress code is a vital inclusion in a sample of employee handbook
3. Usage of digital devices, the internet, and cybersecurity form an essential part of the employee handbook free template
4. Visitors at workplace and employee relationship guidelines are crucial to mention in the free sample employee handbook

Free sample employee handbook template for benefits and perks

Employee benefits and perks are an essential part of a free sample employee handbook template. This template is one of the important employee handbook examples and its key components are,

1. Compensation policies based on company rules and government laws form a crucial part of a sample employee manual
2. Employee wellness and health programs are also important inclusion in employee rules template
3. The third important factor to be included in the employee rules and regulations template is employee expense claims and reimbursement policies
4. Work from home and remote working guidelines form a part of the job manual template
5. Guidelines for usage of company provided software, hardware and gadgets must be included in the template for employee handbook
6. Company car usage and parking facilities too must be specified in the company manual template

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Employee handbook sample for compensation and development

Compensation and reward policies and programs for competency development of employees occupy a prominent part in the employee handbook sample. The key inclusions in a staff template are,

1. Performance Review and Appraisal process for employees are some of the hr policy examples that must be included in the human resources handbook template
2. For US companies, it is crucial to mention the compensation policies and payroll laws for exempt and non-exempt employees in the human resource handbook template
3. A faculty handbook template must contain an employee training manual sample and strategy for conducting learning, training, and development programs for employees

Free employment handbook template for work hours, leaves, holidays

Norms and guidelines for work hours, leaves, and holidays are compulsory inclusions in a free employee handbook template. The key elements of this particular sub-section in a template employee handbook are,

1. Working Hours, overtime, and paid days off are a major part of the employee policy and procedures template
2. Secondly, a list of company holidays must be mentioned in samples of employees handbooks
3. The next salient part is the types of leaves, when can they be availed and the count – a foremost inclusion in a staff handbook template
4. Maternity and paternity leaves and the laws guiding them need to be stated in a sample of employees handbook

Best employee handbook template for resignation and termination

If you want to create a best employee handbook template for recording resignation and termination policies, then you must include the following in your employment policies and procedures template,

1. Notice periods for resignation and the formalities that need to be adhered to must be drafted and spelled out clearly in the employee policy template
2. Processes and procedures for termination and the obligatory conditions that need to be fulfilled are vital to state in the sample policies and procedures manual
3. Conditions for providing and refusing references for an employee resigning or being terminated from the organization must be explained in details in the office manual template

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Other sample policies and procedures manuals

The above company handbook examples are the prominent ones for reference. There are other sample policies and procedures manuals, some of which are specific for US companies. In this section, we will focus on the additional examples of employee handbook template and their key constituents.

California employee handbook template

A California employee handbook template is similar to a normal employee handbook template and employee handbook examples free with a few exceptions. Here are some of the key factors that need to be considered while creating employee handbook California template,

1. Prevention Policies for written discrimination, harassment, and retaliation must be mandatorily stated in the employee handbook template California
2. Since the workforce are mainly Spanish speaking, policies in the employee handbook California sample must be mentioned in an understandable language
3. A unique part of the employment manual sample for California is that employees can alter the policies mentioned in the handbook by following certain guidelines. Hence the guidelines need to be strictly mentioned in the employee documentation template

Free employee handbook template for small business

While preparing a free employee handbook template for small business, you must cater to the following key aspects,

1. Define and specify your business policies in detail in a sample employee handbook for small businesses
2. Establish and specify clear work expectations from your employees in the employee handbook sample for small business
3. Mention the employee benefits in details in the employee handbook template for small business
4. State the onboarding processes and procedures of new employees in small business employee handbook template
5. Elaborately explain the HR policies and guidelines in the sample employee handbook for small business related to sexual harassment, discrimination, violence, etc.

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Creative employee handbook examples

Some interesting and creative employee handbook examples and employee handbook sample free for your reference. These sample policies and procedures manuals and examples will help in drafting the employee handbook template free – very creative and attractive for the employees.

The key aspects you can focus on for spelling down good and innovative policies and procedures manual template are,

1. Use visuals and colours related to the subject with a professional touch
2. Use a conversational tone in the company handbook sample
3. Use whimsical fonts in employee manual sample
4. Provide practical examples while curating sample human resources policies

Get an employee handbook pdf

An employee handbook pdf is another best option for preparing policy and procedures manual samples. The format can remain the same as any normal employment manual example. The advantage of creating an employee rules and regulations sample document is to keep the content protected.

You can record the company policies, rules, regulations, guidelines, benefits, and safety norms in the employees rules and regulations sample pdf. Besides policies and procedures manual sample and employee handbooks examples in pdf form will help in maintaining confidentiality. You can keep the HR manual template or the employee handbook template password protected for security.

At some point, everything boils down to benefits – learn how to create an employee benefit plan that can dazzle your team. Read on!

Employee Benefits

Once you hired employees, you need to retain them. Offering employee benefits is a great way to retain talent. You don’t need to be a large firm to offer compensation and benefits packages. Some employee benefits packages are mandated by law, while some are voluntary. In this blog, we will define employee benefits and types of employee benefits.

Also Read: Employee Relations | A comprehensive guide

What are employee benefits?

Before we begin, let us discuss what are employee benefits? Employee benefits or perks or fringe benefits are provided to employees over and above their salaries and benefits. They are indirect and non-cash compensation paid to employees. It is used to attract and retain employees.

There are different types of employee perks like health insurance, stock options, worker compensations, etc. Employers are required to offer their staff certain benefits like social security taxes and worker’s compensations. Employee compensation and benefits plans can be expensive if you are not careful. The main aim of the employee compensation plan is to remain competitive in the job market.

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How do benefits work?

Offering employee benefits is important because it shows you are vested in employee wellbeing. We have listed how do benefit wok?

Employees benefit plans help recruit and retain employees

An employee expects an employer to offer employees benefit plans. Results of an Employment Confidence Survey by Glassdoor, 4 out of 5 employees preferred additional benefits rather than pay raises.

Working benefit leads to a healthier workforce

Working benefits gives your employees the resources to remain healthy and productive. It can lead to fewer sick days and unplanned absenteeism.

Deals at work help improving culture and morale

You may have a close working relationship with your employer. Deals at work make the employee feel their company cares for their health and well-being. Employees will be loyal and retention.

Tax advantages of HR benefit

Many employee benefits offer tax advantages to both the organization and its employees. Some employees benefits are tax-free are,

• Life insurance
• Tuition reimbursement
• Child care reimbursement
• Cafeteria plans
• Cell phones
• Meals at workplace

Employee benefits perks offer a foundation for growth

One of the best employee benefits perks is that it lays the foundation for your organization to scale and grow. Unique employee benefits perks help you attract, hire, and keep the best employees. Compensation and benefits lead to lower attrition.

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What are the four major types of employee benefits?

There are several types of employee benefits programs you can implement in your office. We have listed what are the four major types of employee benefits?

Benefit at work

Benefits at work are employee benefits that pertain to the following categories,

1. Working hours and leave – offering your employee flexitime company benefits have gained popularity in the last few years. Flexitime gives employees the flexibility to decide their working hours and/or location.
2. Skill development – Technology is evolving rapidly. Employees are keen to improve their skills. This working benefit ensures your firm is equipped to use the latest technology and stays relevant.
3. Food and beverages – For this employee benefit, you can include free coffee, lunch, and fruits. It can have the added benefit of promoting healthy eating habits.
4. Employee activities and gifts – Employee activities and gift options are versatile. There are several activities you can run in this category of human resources benefits. You can game night, book club, photography club, secret Santa, anniversary gift.

The benefit of health

Typically includes health and wellness and healthcare.

1. Health and wellness – Several companies have implemented a health and wellness program. It is a versatile category it can include gym membership in wellness packages.
2. Healthcare – You can offer a range of healthcare packages as a part of the employee benefits packages can be chiropractic sessions or complete healthcare.

The benefit of financial security

Financial security can help your employee feel financially safe. Some employee benefits for financial security are,

1. Pension plan – According to research, pension plans are a vital workplace benefit irrespective of the generation.
2. Insurance – Insurance comes as an automatic employee benefit in some countries.
3. Financial benefit – You can offer bonuses, commission, the possibility of shares as creative compensation ideas.
4. Personal finance benefit – Investing money can be stressful. Several companies offer employees advice about loans and savings.

Lifestyle benefits

Lifestyle benefit chiefly covers work-life balance and mobility.

1. Work-life balance – Work-life balance has become vital and is the best workplace benefit. Employee benefits that help in work-life balance are childcare, legal services, and grocery delivery,
2. Mobility – Mobility benefits can simplify your employee’s life. It can include remote working or benefits like carpooling, transportation, or bicycle.

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Top 10 compensation and benefits plans

We are listing the top 10 compensation and benefit plans you can offer your employees,

Offer insurance as a work benefit

Insurance benefit plans are employee benefits programs to show that you care for them. The organization can pay a certain amount towards employee’s medical care as a work benefit. These insurances can cover accidents, disabilities, sudden death, and dismemberment. Other types of medical care you can offer are dental care, biometric screening, etc.

Employee benefit plans involving disability insurance

In this employee benefit plan, the employer pays the worker’s salary. An employer can provide short-term or long-term disability insurance depending on the needs of the employee. Employee benefits can be for six months, while long-term can cover a lifetime’s salary.

Tuition reimbursement as benefits for employees

Offering to pay for your staff’s education loan or expenses is a popular benefit for employees. Employees usually pay for the course while taking up the course. But once it is over, you can pay either half or the entire course. This employee benefit encourages employees to learn new skills.

Corporate discount as an employee benefit

Corporate discounts refer to discounts offered to your employees on the original price of products or services offered by the employer. You can use this employee benefit to test your product before the product launch. The vantage circle program “Vantage point” has a similar philosophy. You can handpick the best deals and offers for your employees.

Employer benefits of paid vacation

Employer benefits of paid vacations, where the employee is paid even when he is taking leave. It is a popular benefit used in companies all over the world. The frequency of vacations or time-off does not change by offering this benefit.

Employee benefits program with stock options

You can offer the right to buy some shares of your company at a price lower than the market price on a predetermined date. The employee benefits program with stock options helps employees have a sense of ownership. Stock options help them to feel part of the organization.

Common work benefits offering paid sick leaves

It is vital you take care of your employee’s health. When an employee continues to work when they are unwell, productivity and efficiency are affected. There are chances of infecting others. Implementing the common work benefit offering paid sick leaves helps show you are invested in your employee’s well-being. The employee benefit also helps the employee recuperate faster.

Inwork benefits offering childcare facility

Inwork benefits offering childcare facility is child care managed or sponsored by you. This employee benefit helps working parents find some work-life balance. Childcare is expensive offering inwork benefits of sharing or covering the expenses of the child are welcome.

Performance bonus incorporated into employee benefits plan

You must appreciate your top-performing employees. Incorporating a performance bonus in your employee benefit plan encourages your employees to work hard and perform well. Rewarding them for their performance encourages them to achieve their targets.

Paid parental leave as a part of employee perks and benefits

The employee perk and benefits of offering paid time off to take care of the child or family member. Parental leave can be in the form of maternity or paternity leave or adoption.

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Five company benefits that can attract millennial

Millennials are individuals born from 1981 to 1996, and they make the bulk of the workforce today. According to the US Bureau of Labor Statistics, they will make 75% of the workforce by 2030. Companies around the US are looking for ways to understand the motivation, needs, and expectations of millennials to retain them. Here are the top five company benefits that attract millennial,

Employee benefits program that offers student loan assistance

Education loans are expensive. It is one of the biggest reasons for stress among millennials. They look for employers who offer to help them repay the loan. You can incorporate employee benefit programs that help employees pay off their student loans. It proved to be an excellent way to attract and retain the best talent of this generation.

Employer benefit encouraging corporate social responsibility

Millennials are looking for ways to give it back to society. They are looking for new ways to engage more in philanthropic causes. If you are looking for ways to engage with your millennial employees you can incorporate a corporate social responsibility program. Employer benefits involving your staff with NGOs, red cross societies, and other such organizations.

Employer benefits packages encouraging personal development

Millennials are interested in pursuing hobbies. Giving employer benefit packages encouraging personal development is a great way to engage with millennials. You could pay for hobbies or set up clubs like photography, book club, and drama club in your firm. Other employee benefits frequently sought by millennials are napping areas, free food and snacks, event passes, and co-working spaces.

Common job benefits of flexible timing

Most millennials do not believe in conforming to the traditional 9 to 5 format. Reports show that 45% of employees prefer flexible timing rather than rigid hours. The rise of the gig economy and several employees opting for self-employment is a great reason to offer the common job benefit of flexible timing.

Cool benefits for employees giving state of art technology

Millennials have grown up with technology and are accustomed to getting the latest information at their fingertips. They expect advanced technology at work. The cool benefits for employees by equipping your office with the latest technological devices. This employee benefit will ensure your employees can perform excellently.

Offering employee perks and benefits of remote working

As we said millennials enjoy flexible hours and the freedom of working without needing to be physically present all the time. Almost 92% of employees want to work home at least once a week. Offering the employee perk and benefit of remote working is a win-win.

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Five work benefits best suited for remote teams

The trends of remote teams have become prevalent across the world. Technology like cloud computing has made it possible to do work without being physically present in the office. The ongoing pandemic has left several companies with no alternative to working from home.

Employees working at home face different work environments. As an employer, you need to ensure your remote teams remain motivated and engage. Employee benefits are a great way to keep their remote workforce satisfied and motivated. The top five benefits suited for remote teams are,

Subsidized insurance plans can be great employee benefit and compensation

Working professionals must invest in insurance plans. People today end up buying several insurance plans to secure assets and the family’s future. Employers can buy subsidized insurance plans as a part of employee benefits and compensation. Several companies out in the market that provides discounted rates for corporate employees.

Workstation support is one of the best employee benefits

Employees want to work with the best equipment in hand whether they work in an office or remotely. One of the best employee benefits you can provide to your remote staff is providing workstation support. You can provide them with hardware and other resources required to set up their workstation. As a work benefit, you can offer to reimburse their expenses towards setting up their work from home setup.

Company perks list access to home care service

A great company perks list is giving access to a good home care service. Housework is tedious and distracting especially when you are working from home. Providing your remote staff with employee benefits like helping and providing services like meal delivery, housekeeping, and laundry can help your employees stay engaged and satisfied.

Learning and development opportunity best benefits for employees

Learning and development opportunities are always sought after. It is rated as one of the best benefits for employees. Employees are keen to learn a new technique and enhance their skill sets. There are several options available online that allow employees to learn anything.

Subscription benefits of human resources benefits

The subscription benefits are one of the most sought-out human resources benefits you can offer remote employees. There are several OTT content like Netflix, Amazon Prime, and Hulu that are a great way to rejuvenate and binge-watch. Other subscription benefits you can offer are magazine and paid online forums.

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Examples of benefits from top companies

Perks and benefits are vital. The non-salary components help you recruit the best talent in the competitive job market. It can help with engagement and retention. Here are the examples of benefits,

Hootsuite is a company with the best benefits

Hootsuite is a company with the best benefit. Post-lunch energy slump is normal. Hootsuite encourages its employees to nap. Hootsuite’s converted police station office has nap rooms for some employees and a yoga studio for the more energetic employees.

Chesapeake Energy offers creative benefits for employees

Chesapeake Energy is one of the biggest natural gas producers. One of the creative benefits for employees is an on-site 72000 square foot fitness center that includes an Olympic-sized pool, volleyball court, rock climbing wall, and walking track. Some physical trainers help to get the most out of them.

Campbell Soup Company’s most desired employee benefits

Campbell Soup Company is known for offering the most desired employee benefit. It provides healthy meal options in the company. Campbell offers full day-care centers, full kindergarten, and after-school programs. They also offer nursing rooms for lactating mothers.

An employee handbook is the first welcome material for your new recruit. Here is a comprehensive guide on how to create an impressive employee handbook. Read on!

Employee Handbook

What is an employee handbook? It is a manual and a guide for the employees of an organization. The sole purpose of creating it is to ensure awareness of the employee policies and procedures, the expectations from the employee and how the company compensates or benefits its staff. In this article, we are going to focus on creating a big, medium or small business employee handbook.

What is an employee handbook?

While writing an employee handbook, key critical content areas to be considered are,

1. Code of Conduct
2. Escalation Policies
3. Communication Policies
4. Compensation and Benefits Policies
5. Non-discrimination Policies
6. Recruiting and Separation Policies
7. Dress Code Policies
8. Employee ethics and grievance Policies
9. Gifts and Donations Policies

It ensures the company’s norms and policies are followed strictly without any deviations. It is sometimes referred to as a human resource employee handbook or recruitment manuals.

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Objectives of a company handbook and why is it important?

The key objectives of a company handbook are to explain the expectations of the company from the employees and vice versa. In this section, we will discuss the importance of an employee handbook and the information imparted. It is a kind of an employee manual which can be referenced by new employees, managers, HR department etc.

Staff handbook for uniformity

A staff handbook or a company handbook specifies the company ethics and procedures. It mentions the behaviour expected from employees and the management in any positional hierarchy. You can also term it as a policy handbook wherein the actions adopted by companies are defined in case of any policy violations.

HR company policy handbook

HR norms and regulations are mentioned in the company policy handbook. Leaves, holidays, dress code, benefits, compensation, performance reviews, hiring and separation policies and others are mentioned in the employee handbook. It acts as an HR policy manual, setting the expectations regarding the work schedules of the employees.

Employee policy handbook for new joiners

New employees need to understand the duties and responsibilities along with the company employment policies. The employee policy handbook provides detailed information on the company objectives, and employment policies and procedures. It acts as an employee guide for acquaintance with the company’s ways of working.

Employee policy manuals for the usage of personal gadgets

Employee policy manuals mention the terms and guidelines for the usage of personal gadgets. The usage of such kind of devices within the office premises or while working in a remote environment is mentioned in the company handbook. The terms and conditions and the legal liabilities in case of mishandling or illegal usage are also specified in the company manual.

Employment handbook on non-discrimination

Non-discrimination, harassment, favouritism, and the ethical policies of the company are penned down in an employment handbook. The employees can refer them to protect themselves from any discrimination or harassment from any co-worker or supervisor. The employee policies act as a guideline on whom to approach and the actions to be undertaken in case of any unforeseen circumstances.

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Key items to be included in an employee handbook

In this section, we will focus on the below key items to be included,

1. Business Code of Conduct – Information like ethical policies, workplace safety norms and attendance regularities. The expectations must be specified along with the consequences for not adhering to the guidelines in the employment manual.
2. Communication Policies – An important element of an employee handbook. It constitutes office rules for employees related to the usage of devices for surfing the internet, storing photos, texting or making personal phone calls, posting on social media platforms etc.
3. Non-discrimination Policies – Employee Policy and Procedure Manuals must contain policies involving discriminations related to age, race, religion, disability, pregnancy.
4. Compensation and Benefits Policies – The employment policy handbook must specify the payroll elements, overtime policies, benefits, other elements related to compensation.
5. Hiring and Separation Policies – An employment manual must mandatorily include policies related to recruitment, joining offers, pay frequency, transfers, deputations, relocations, referrals and separation.
6. Escalation Policies – Whom and when to escalate for averting risks, must be mentioned in the company policy manual.
7. Dress Code – Dress code both for men and women is a key element in employee policies and procedures manual. Both casual and regular dress code details must be mentioned in an employee handbook.
8. Promotion Policies – Promotion guidelines, eligibility criteria and procedures must be mentioned in the handbook for employees
9. Gifts and Donation Policies – The conditions for accepting gifts and donations, the approvals for the same and the products to be accepted by the company are mentioned in the staff manual
10. Acknowledgement – Once an employee is provided with the job manual or employees handbook, he or she needs to acknowledge the same. If it’s an online handbook, an electronic signature is mandatory else it must be hand-signed.

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How to create an employee handbook?

Well, now when we have gained a fair idea of an employer handbook or employee handbook. Now the next concern is how to create it. In this section, we will discuss in details the tips and tricks on how to create a handbook, employee handbook covers and employee handbook outline.

The recommendations can be used to create an employees guide or employee handbook for small business and even big or medium-size business. The suggestion is to create a simple employee handbook and not a complex one as it may confuse the employees.

Prepare a basic employee handbook

First and foremost create a basic employee handbook mentioning the company’s mission, vision and objectives. Besides, you must mention the background of the company in the employee handbook, the purpose of the employees policy manual along with contractual disclaimer and At-Will statement.

That must be the starting point of the employee book as an introduction and prelude to the company employee handbook. One of the answers to your question on how to make a handbook. You can refer to a model employee handbook for reference.

Policies and procedures in company employee handbooks

The second most important section in company employee handbooks is the company’s policies and procedures. The norms related to safety, harassment, disabilities, attendance, hours of work, overtime, violence etc. must be mentioned in details in any generic employee handbook.

Besides you can mention the relevant government acts and legal bindings that define the policies. The other important part of the best employee handbook or human resources handbook is to specify the consequences to be faced for violating the rules.

Employee guidelines and rules

Employee guidelines and rules form a vital part of employment policy and procedure manual and personnel policy manuals. Promotions, transfers, terminations, social media usage, email policies, internet usage and many more fall into the list of the employment policies and procedures manual.

The employees can refer them for understanding the rules that need to be followed. All the guidelines must be mentioned in details with examples in the employees manual, for easy reference. This is one of the tips for creating a new employee handbook

Design the employee handbook cover

Designing the employee handbook cover must not be underestimated when you think of how to create an employee handbook. The cover of the employee handbook must be professional yet not dull.

It should contain the company name, and the company logo (for example a google employee handbook must have the google icon on it) as the mandatory inclusions on the cover of the employment policy manual. The image selected for the book cover must be complacent with the purpose of the employee or HR handbook.

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List down the employee rules

Plan and list down the employee rules that you want to percolate within the employees. The rules must be defined for all departments – HR, Finance, Admin, and other supporting units of a company. The rules must be verified and approved by all the departments before penning them down in the handbook. Another important activity when you think to design and create employee handbook.

Define the employees policies and procedures

The employees policies and procedures must be defined with proper details, description, any supporting acts or laws, legal bindings and the consequences. The policies and norms must be endorsed by all department heads and approved by the higher management and leadership of the organization.

It’s binding on the employees to abide by the policies and procedures and must be carefully reviewed when you think of how to create an employee handbook. Besides, it must contain the standards of conduct, the disciplinary processes and the exit process.

Circulate free employees handbook

Once the handbook has been finalized and written, it is crucial to distribute and circulate the free employees handbook to all in the organization. You must specify the importance of the handbook to all employees at any hierarchal levels and the guidelines that everyone needs to follow in the company. You must insist all employees read through the handbook and understand the guidelines specified for company employee or company personnel.

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Design the employment policy manual

The employment policy manual must be designed appropriately. The key contents of an employee handbook design are,

• Employee handbook cover page
• Employee handbook Introduction
• Employee Handbook welcome statement
• Employee Handbook policies
• Employee benefits
• Safety norms and guidelines
• Acknowledgement and Receipt from employees

Department of human resource handbooks

They are also referred to as human resource handbooks. The reason being you need to pen down the HR policies and benefits in them. The list include Holidays, leaves, vacations, paid time off, medical and health insurance, retirement and pension plans, and life insurance benefits.

Besides learning and development programs, educational assistance programs, compensation details and service awards also must be drafted in the free employment handbook. Important elements to be considered when you decide how to make it.

Create an Acknowledgement section in the staff handbook

In the staff handbook, you need to mention an acknowledgement section where the employees can sign for the receipt of the document. If the handbooks are sent online then the employees will sign electronically the document.

Else it needs to be signed manually. So you need to create a section in the employee handbooks for capturing the acknowledgements from the employees and record it as an acceptance from them.