Assignment
An internal proposal proposes and explains a new idea-normally for a project or action of some sort-and gives evidence for how outcomes will benefit an organization and its employees. A communication policy is a set of regulations or norms that facilitate ethically and legally compliant communication in an organization.
HR Managers This experiential assignment integrates strategic, ethical, legal acumen in addressing a critical communication incident in an organization. You will demonstrate critical thinking, sound problem solving, and evidence-based decision making.
Case/Scenario:
Dream Technology, a medium-sized firm located in Vancouver, BC, has been in business for over 10 years. It recently experienced rapid growth from 40 to 150 employees due to a market expansion seeking the key competencies offered by Dream's diverse and talented employees. The people practices have been guided by the COO, and payroll and legal advice are outsourced. You are the recently hired HR Manager. It has come to your attention that one of Dream's long-time and well-liked employees wrote racist comments in a personal blog post and identified Dream Technology as their employer.
Put together a communications policy for Dream Technology addressed to all employees that includes the following sections:
I. Purpose statement
The purpose statement outlines in general terms why the organization is issuing the policy and what the desired effect or outcome will be for the organization. (The purpose statement does not describe the particular situation created by the employee. That is confidential information.)
II. Specifications section
This section describes the specific regulations, requirements or organizational behavior standards that the policy is creating. If more than one requirement is recommended, use a numbered list. The regulations need to be ethically and legally compliant.
III. Implementation section
This section indicates how this policy will be introduced to the employees, which parties/people are responsible for carrying out policy statement and how these parties will ensure employees adhere to the policy, i.e., what happens if employees do not adhere to the new policy.
IV. Effective date
This date indicates when the policy is considered in force; for example, "All employees will observe this new policy/revision as of [date]."
V. Glossary
This section is a listing of definitions for terms found in the policy to ensure clarity across the organization; for example, "Racism: Racism is a belief that some people are better than other people because they belong to a particular race or ethnic group."