WORKPLACE RELATIONS SPECIALISTS 
Organisations often develop formal HR policies as they increase in size – although there is no set formula to help organisations determine the point in their development at which they need to employ an HR professional. 
 
Typical examples of practice across organisations of differing sizes include: 
Small organisations - HR policy development may be added to the existing duties of an employee or employees (particularly with an aptitude for people management) or a specialist may be employed on a one-off consultancy or part-time basis to develop or review specific policies. 
 
Medium organisations - An HR generalist may be tasked with introducing new policies, reviewing the existing ones and communicating them to employees and managers. 
 
Large organisations - HR and other people professionals such as those in learning and development (L&D) are often employed to deal specifically with key issues such as reward, employee development, employment law or employee relations, supported by HR generalists and administrative support staff. 
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Tagged as: HR Policies
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