Human resources can be a complex and high risk area within an organization. QBC offers a range of flexible HR consulting and advisory services to private and public sector organizations needing to resource their HR team, or wishing to outsource all or part of the HR function. With a team of HR and workplace relations specialists, QBC is able to provide your organization with a tailored HR solution. Our experts are available short-term, long-term, on-demand or on an outsourced basis.
Well-documented policies and procedures help staff to understand how an organization ‘works’. They also minimize business and legal risks. QBC can design and develop individual policies, procedures and handbooks specific to your organization’s needs.
Generic policies and procedures probably don’t reflect your organization’s individual requirements, or could be ambiguous or out-of-date. HR policies and procedures establish and document your organization’s expectations, standards and responsibilities. Clear procedures guide managers and employees through the practical application of policies. Well-documented policies and procedures are also tangible evidence that your organization has taken reasonable steps to minimize business risks and unlawful practice or behavior.
QBC can design and develop individual policies and procedures or employee handbooks specifically tailored to your organization’s needs.
A comprehensive HR policy and procedure manual/employee handbook should at least provide your organization with the following policies and procedures: • Equal Employment Opportunity • Anti-bullying • Anti-harassment • Use of email, internet and social media • Grievance • Occupational health and safety • Drug and alcohol • Return to work • Code of conduct • Gifts and favours • Leave provisions (including personal, bereavement/compassionate, annual, parental and long service leave)
QBC develops a Guidelines and Procedures Manual for Managers, which includes guidelines, procedures and templates for human resources practices including: • Selection and recruitment • Induction, performance and probationary management guidelines and templates • Promotions and transfers • Role clarity (including position descriptions) • Performance management • Managing complaints • Terminations