HR Management Policies Across Business Types

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13/09/17 Business Reference this

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HR Management Policies

1Thessalonian 2:6-12 (Life Application Study Bible) “we were not looking for praise from men, not from you or anyone else. As apostles of Christ his people could have been a burden to you, but his people were gentle among you, like a mother caring for her little children. Our own selves loved you so much the we were delighted to share with you not only the gospel of God but our lies as well,’ because you had become so dear to us. Surely you remember brothers, our tail and hardship; we worked night and day in order not to be a burden to anyone while we preached the gospel of God to you. You are witnesses, and so is God, of how holy, righteous and blameless we were among you who believed. For we know that we dealt with each of you as a father deals with his own children, encouraging comforting and begging you to live lies worthy of God, who calls you into his kingdom and glory”. In trying to persuade people, we may be tempted to alter our position just enough to make our message more palatable or to use flattery or praise. Paul never changed his message to make it more acceptable, but he did tailor his methods to each audience and did not compromise.

“Organizations practice human resource management and development for at least one of three reasons: (1) To avoid fines and lawsuits; (2) to maximize and protect the investment they have made in employees; (3) because they are dealing with human beings. All three are legitimate, but only the third reason is a constant. Abused employees may or may not sue or file complaints. It may or may not cost an organization anything to replace them. But they are always human. It is a core Christian belief that humans, created in God’s likeness and redeemed through the death of Jesus Christ, are priceless custody of Almighty God. How then should leader approach managing and developing them when they have been assigning to us?”

“When leaders consider how they think and act toward employees whose lives and careers are under their control – whether in the area of benefits and wages, advancement and development opportunities, safety and comfort. God’s Word exhorts them to treat those followers as human beings. Paul defined his relationship to the Thessalonians both as a mother (v. 7) and a father (v. 11). Paul made decisions concerning particular followers in Thessalonica by asking him, “If this were my son or daughter, what would I do?” Not a bad starting point.”

Jesus told his follows, in John (15:5). “I am the vine; you are the branches. If you remain in me and me in you, you will bear much fruit; apart from me you can do nothing.” “The severity of the words is like a slap in the face. Without Jesus we can do nothing. Well, we could build a business and a comfortable nest egg. But from Jesus’ perspective, those things are nothing. Only the things done with and for him are worthwhile and have any chance of lasting. The marvelous part of God’s administration is that he has gifted each of us and equipped us to engage in something that really will echo throughout eternity. By taking the Word of God, which will last forever, and investing it in human beings, who will last forever, we can leave an indelible mark on the halls of history. What higher calling can there be than to become like Jesus and equip others to do the same? This is our glorious privilege: to assist others in developing their Christ like potential.”

Business description: A.B.C. Daycare Center/Preschool/ before and after school program in Colorado Springs, Inc., a nonprofit organization. The business got started in March of 2015; we are also part of the church, Word of Truth Worship Center. Our current location is at 3613 Betty Dr. Colorado Springs, Colorado 80917. Hours of operation are Monday-Friday from 6:00 to 5:30. Families that are in need of child care, we teach group time, ABC’s, writing, art and crafts. Also, we take the kids on field trips. We started out as a small daycare, now we are becoming a much larger daycare center.

Milestone Two


Human resources (HR) Management philosophy: The fairness of process and procedure Processes used to make decisions, allocate rewards, and resolve disputes are fair and unbiased, Six criteria related to procedural justice 1. Consistency across people and over time 2. Bias suppression -suppression of self-interest and blind allegiance 3. Accuracy of information and opinion used in decision making 4. Correct ability of decisions made in error or with inaccurate information 5. Representativeness of all affected subgroups and individuals 6. Ethicality – processes are compatible with prevailing moral and ethical standards (Rousseau, 1995).

Organizational structure: by Lucky Friend, “Organizational structure is a system used to define a hierarchy within an organization. It identifies each job, its function and where it reports to within the organization. This structure is developed to establish how an organization operates and assists an organization in obtaining its goals to allow for future growth. The structure is illustrated using an organizational chart.”

Tasked of human resource management:

Conducting job analysis

Planning labor needs

Orienting and training new employees

Managing wages and salaries

Providing incentives and benefits

Appraising performance


Training and developing

Building employee commitment (Garris, 2017).

Duties of positions in HR department; Recruiter, Benefits and Training. CEO is the governing broad, excusive director, administrative staff, teacher staff, parents, and support staff.

A.B.C. Daycare Center Organizational Chart


Assistant Director

Teaching Staff

Administrative Staff

Support Staff

The Categories three types; “Transactional, Tactical, or Strategic? 1. Entering applicant resumes for an open position 2. Aligning reward systems with organizational goals 3. Creating new-hire orientation 4. Interviewing candidates for an open position 5. Conducting performance reviews 6. Managing supply and demand for labor 7. Cross-training employees 8. Forecasting employee competency needs 9. Maintaining workplace safety programs 10. Documenting disciplinary actions” Paul summarized the core of Christian living in Romans 12:17-21. We love someone the way Christ loves us, we will be willing to forgive our sisters, brother, co-worker and friends. If we have experienced God’s grace. We will want to pass it on to family, friend and others. And remember, grace is undeserved favor. By giving an enemy a help, we not excusing his misdeeds, we’re recognizing him, forgiving him, and loving him in spite of his sins just as Christ did for his people.

Policies and procedures regarding EEO, harassment, and discrimination. What is Harassment? “Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA)”. The harasser can be the victim’s supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee.

The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct. Unlawful harassment may occur without economic injury to, or discharge of, the victim.

What is Discrimination? Discrimination is “dealing with human resources issues of discrimination requires a combination of proactive and reactive measures. Proactive measures include demonstrating good faith efforts to prevent workplace discrimination and harassment and embracing HR best practices for addressing discrimination. Discrimination is an inevitable and unfortunate consequence, given the level of diversity, varied work styles, generations and personalities in the workforce. However, employers develop ways to deal with HR issues of discrimination through creating basic workplace principles based on mutual respect and adherence to laws that prohibit discrimination.”

A.B.C. Child Development Center admits children of any race, religion, disability, national, and ethnic origin. To all the rights, privileges, programs and activities made available to students at the school. We do not discriminate in any way within the administered program. A multicultural curriculum is offered.

The special needs of a child or children; A.B.C. Child Development Center is here to support you and your family. Services and programs may be provided for handicapped child / children when: The special needs of the particular child can be reasonably accommodated by our facility. Accommodation in such cases (alone, or together with other such cases) is not reasonable if it would impose an undue hardship on the operation of the facility and staff members. At the time of registration parents will be asked if their child/children have any special needs. Based upon the response of the parent, the child/children placement may or may not need to be reviewed by our facility Health Nurse.

The three job descriptions that A.B.C. Daycare Center has are Assistance Director: wide variety of responsibilities, including managing staff, interacting with parents, working with children and wants to provide the students best possible experience, skilled at CPR, first aid and other routine emergency treatments, very organized, detail-oriented, trustworthy and responsible. Daily staffing schedules, changing toddler’s diaper, checking children attendance daily, evaluate staff member and training. A. B.C. Daycare Center requires a minimum education required to work as an assistant director of a day care center is a high school diploma or equivalent. Candidates with a two-year degree in early childhood development, some accounting or another related subject area will have a competitive edge. We require a minimum of six months to one year of experience working in a day care facility.

A.B.C. Daycare Center Job descriptions for Teaching Staff: supervising and disciplining children, organizational duties change toddlers diaper, group time, keep records, responsible for setting up classroom work.

“The lead teacher develops both long- and short-term lesson plans based on the curriculum and philosophy of the daycare center. While a day care lead teacher doesn’t give children grades, she does assess their developmental growth. She maintains a record of that growth and keeps parents up to date — communicating with parents is a routine part of the teacher’s job. The lead teacher is also responsible for setting up her classroom to reflect the lessons she is currently teaching. For example, she might create a bulletin board with labeled colors when teaching the class about colors. Routine record keeping, such as attendance, is the lead teacher’s responsibility as well. As she keeps records, she must keep in mind the information is confidential.”

Milestone Three


A.B.C. Daycare Center Job descriptions for Administer Staff: Record keeping of documents, business information system, finances and information about the children in the daycare, keep records of all the purchases, parent information, and pay roll.

The Sources of candidates, methods of recruiting, the candidates that I am looking for are experience in daycare working with kids, they need to be certified in child care or license, the methods used are craigslist,, bulleting broad, new paper, and by word of mouth.

General outline of the application process including a list of any documents required from the applicant and how the information will be used.

For all applicants applying for jobs and business organization it is significant to know how the job application procedure works. This continuous guide to the job application performance includes information on applying for jobs: cover letters and resumes, completing job applications, testing and employment screening, background and reference checks, interviewing and the hiring performance.

Selection process of testing and interviewing including what you hope to learn about the candidate through the process.

“Interviewing candidates for a position within the organization is one of the final steps in the hiring methods. Before you get to this step, the company wants to make sure that you have completed all of the recessing steps since each of these steps will have a direct impact on how effective the interview stage will be.” At this stage you hope to learn what their strengths, personality and experience. Additional selection techniques you may choose to include (background check) in the Job of the Daycare, the State requires a background check of anyone hired to work with children, having a felony will disqualify anyone to work with children.

According to Leman and Pentak, Each one of us has been hardwired with a distinct personality, Neumann continued by saying, some of us are wired to be extroverts; others, introverts. Some people love repetition. They love knowing that they’re going to do the same thing in their job tomorrow that they did today” (p.37). According to Dessler, (2013), Employers use tests to measure a wide range of candidate attributes, including cognitive (mental) abilities, physical abilities, and interests, and achievement (p.106).

In conclusion, this paper introduced Policies and procedures regarding EEO, harassment, discrimination, discrimination, three or more job descriptions application process, processing of testing and interviewing and learn about the candidate through the process. “Suppose one of you wants to build a tower. Will he not first sit down and estimate the cost to see if he has enough money to complete it?” (Luke 14:28). “When a builder does not count the cost or estimates it accurately, the building maybe left incomplete. Will we disregard the Christian life after a little while because we did not count the cost of commitment to Jesus? What are those costs? Christians may face loss of social status or abundance. We have to give up control over our family, and even put to death. Following Christ does not mean a trouble-free life. We must carefully count the cost of becoming Christ’s disciples so that we will know what we are getting into, so we would not be tempted later to turn back.”

According to Luke 16:11, “So if you have not been trustworthy in handling worldly wealth, who will trust you with true riches?” Our integrity often meets its match in money matters. God calls us to be honest even in small details we are more valuable than earthy wealth. If we are not trusted with our money here on earth, no matter how much or little we have, we will be unfit to handle the vast riches of God’s kingdom. Do not let your integrity slip in small matters and it will not fall on you in crucial decisions either.”

Policies and rationale regarding Training and Development:


“There are several forms that make up the A.B.C. Daycare Center enrollment packet. This enrollment packet must be completed and in our possession before we can assume the responsibility of caring for your child. This is to ensure that the child will get the very best care possible and satisfies the record keeping requirement of the state licensing guidelines. All forms will be reviewed annually. If there are changes to any of the forms in the enrollment packet, please notify the director to update the parent records. If they have any questions regarding the completion of these forms, please feel free to ask the director.”

“Registration Fees: There is a $75.00 for two children and $50.00 for one child Non- Refundable registration fee per family at time of enrollment. If they terminate childcare services and are gone more than 90 days and wish to return to A.B.C. Daycare Center, they must re-submit the application and the registration fees of $75.00 for two children and $50.00 for one child. Last week security deposit: upon enrolling their child/children all parents are require to pay an amount equal to one week’s childcare as a last week of care security deposit.”

Milestone Four:


“The specific rates will be outlined in the Contract and Rate Agreement. Fees is payable in advance and is due no later than 12 o’clock noon on Friday, each week for the following week’s daycare, unless other arrangements has been agreed upon. Payment may be made by check, money order or cash. There will be a late fee of $10 for failure to pay by noon on Friday. The success of our center depends upon the prompt payment of charge/fees in order to take care of day-to-day incurred expense. Parents Vacation, you must continue to pay your tuition on your vacation to hold your daycare spot. Maternity Leave, to hold a spot you must continue to pay while you are on maternity leave.”

“Some Daycare have procedure list are:

  1. The number of children in the daycare is governed by the Community Care Licensing Regulations.
  2. Children of Young Parents returning to school to continue their education are accepted and if a space is not available the last child into the daycare will be given 2 weeks’ notice of losing their space.
  3. . Children are accepted into the daycare on a first come basis.
  4. The child’s name is entered on the data according to the date of the initial phone call.
  5. When an opening for the daycare occurs, the group Leader will contact the parents or guardians of the first child on the waiting list by telephone.
  6. Children will be removed from the waitlist upon the following reasons:  Parents or guardians request  Child is over 36 months of age  Family has moved away or phone number is out of order (the client is then unreachable).”

Compensation and Benefits

“Child-care workers who are employed at preschools organization or daycare organization are sometimes likely to receive benefits such as medical insurance, 401k retirement packages, depending on the type of school, collage grand, or two week vacation. Nannies and au pairs tend not to receive such asset, but are often qualified to buy their own assistance, such as insurance plans and retirement packages before taxes, as they can be paid as independent contractors.”

According to Gary (2013), “Employee compensation refers to all forms of pay or rewards going to employees and arising from their employment (p.188). Title VII of the Civil Rights Act makes it unlawful for an employer to discriminate against any individual with respect to hiring, compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or national origin” (p.189).

Performance management

“Define the purpose of the job, duties. Define performance goals with measurable outcomes. Define the priority of each job responsibility and target. Define production standards for key components of the job. Hold interim discussions and provide assessment about employee performance, preferably daily, summarized and discussed, at least, quarterly. Provide positive and constructive reaction. Maintain a record of performance through critical incident reports. Provide the opportunity for broader response. Use a 360-degree performance reaction organization that incorporates reaction from the employee’s peers, people, and customers who may report to him. Develop and administer a coaching and improvement plan if the employee is not meeting expectations.” According to Gray (2013), performance management means different things to different people. Some use “performance management” as synonymous with “performance appraisal. Others say performance appraisal represents just the “appraisal” step-by-step goal-setting/appraisal/feedback performance management cycle” (p.159).

“Each of the functions of Human Resource Management (HRM) really plays a vital role in the effectiveness of any organization. Work system that can bring many advantages to Organization they mainly include: Policies and rationale regarding Training and Development, Compensation and Benefits, Performance management.”

Jeremiah (29:11) “for I know the plans I have for you, declares the Lord, “plans to prosper you and not to harm you, plans to give you hope and a future.” “God people are encouraged by leaders. Who stirs us to move ahead? Everyone who believes can do the task he has given and who will be with us unto the end. God is that kind of leader. He knows the future and plans for his people are good and full of hope. As long as God, who knows the future, provides our agenda and goes with us as we fulfill his mission here on earth. We can have boundless hope. This does not mean that his people will be spared plan, suffering or hardship, but that God will see his people through to a glorious conclusion.” I Chronicles (28:20) “David also said to Solomon his son, “the one whom God has chosen, is young and inexperienced. The task is great, because this palatial structure is not for man but for the Lord God. “David encouraged Solomon his son not to be frightened about the size of his job as king and builder of the temple. Fear can immobilize leader. The size of a task, its risks, or the pressure of the situation can cause leader to freeze and do nothing. Don’t focus on the fear; instead, get to work. Getting stared is often the most challenging and frightening part of a job.”

“Hiring employees is just a start to creating a strong work force. Next, you have to keep them. High employee turnover costs business owners in time and productivity. Try these tactics to retain your employees.

“Offer a competitive benefits package that fits your employees’ needs. Providing health insurance, life insurance and a retirement-savings plan is essential in retaining employees. But other perks, such as flextime and the option of telecommuting, go a long way to show employees you are willing to accommodate their outside lives.

“Provide some small perks. Free bagels on Fridays and dry-cleaning pickup and delivery may seem insignificant to you, but if they help employees better manage their lives, they’ll appreciate it and may be more likely to stick around.

“Use contests and incentives to help keep workers motivated and feeling rewarded. Done right, these kinds of programs can keep employees focused and excited about their jobs.”

How to Improve Employee Retention: Attracting the Right Candidates

“Over the years, Engage has implemented a number of policies that serve the dual purpose of attracting potential employees and keeping current ones passionate and committed. Here are a handful of examples:” “Engage gives hiring priority to people who live near the office because they believe that long commutes are detrimental to work-life balance.”

  • “Instead of a traditional vacation policy, the company lets employees take time off from a leave bank, in which they can accumulate as many as 60 days off to use as they see fit. This policy has helped with employee retention, particularly by making it easier for female employees starting families to take time off and ultimately return to work.”
  • “During the hiring process, Engage administers the DISC Personality test, which charts the four characteristics, drive, influence, steadiness, and compliance, to build personality profiles for new hires. All employees’ test results are public knowledge, which Hoffman feels helps people understand one another and get along.”
  • “By setting quarterly goals with rewards attached, such as iPods for the whole team or a trip to a nice restaurant, Engage can encourage employees beyond the competitive and potentially divisive realm of salary bonuses. The group nature of these rewards is important, says Hoffman, because “somebody who is not motivated by getting an iPod knows that other people in his or her group are and doesn’t want to let them down.”

Why Engagement is Important

According to Gary, (2013). “Employee engagement is important because countless employee behaviors, including turnover and withdrawal, echo the degree to which employees are “engaged.”(p.239).

Discipline in the Workplace

“Discipline in the workplace is the means by which supervisory personnel correct behavioral deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behavior. It is not designed to punish or embarrass an employee. Often, a positive approach may solve the problem without having to discipline. However, if unacceptable behavior is a persistent problem or if the employee is involved in a misconduct that cannot be tolerated, management may use discipline to correct the behavior.” “In general, discipline should be restricted to the issuing of letters of warning, letters of suspensions, or actual termination. Employers should refrain from “disciplining” employees by such methods as altering work schedules, assigning an employee to do unpleasant work, or denying vacation requests.”

Examples of Misconduct

“Examples of misconduct which could result in discipline:

1. Excessive tardiness

2. Failure to notify of an absence

3. Insubordination

4. Rude or abusive language in the workplace

5. Failure to follow “Departmental Rules or Policies “, i.e., not wearing safety equipment, not following correct cash handling procedures

6. Dishonesty

7. Theft

Of course, discipline may be required for a number of other misconducts. The question that needs to be asked is if the Employer has “just cause” to impose a form of discipline.”

As a Director at Daycare Center wait I work we have safety check list:

  • Child-to-staff ratio of 4 to1 for 2-year-olds, 7 to1 for 3-year-olds and 15 to 1
  • Children should be supervised at all times.
  • Center that’s licensed and regularly inspected for health and cleanliness
  • Safe sleep and play environments
  • Limited or no TV viewing
  • Clean toys in good condition with no sharp edges
  • Written policy on caring for ill children
  • Diapering area separate from children’s play areas
  • Cleaning supplies and other toxic materials in locked cabinet
  • Electrical outlets covered with protective caps
  • Security gates at top and bottom of stairs
  • Easily accessible first-aid kit and posted emergency numbers
  • Window guards on all windows except designated fire exits
  • All outside play areas enclosed; soft surfaces under all equipment
  • Smoke alarms and fire extinguishers
  • An emergency evacuation plan
  • Perishable food refrigerated


In conclusion, Human Resource Management is the calculated and reasoned method of managing for an organization’s most valued assets. Human resources management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As stated throughout this paper human resources can be classified into some categories we studied during this class, for example: HR management philosophy, organizational policies, and Regulatory Compliance. Other categories were Recruitment, Training, Development; Compensation, Benefits; Performance Management, Employee Retention, Engagement, Discipline, and Safety.


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