Sugar Rush Inc Human resources policy;

A Shared Responsibility; Managers have theprime responsibility for building and sustaining an environmentwhere people have a sense of personal commitment to their work andgive their best to ensure our Company’s success. They care for anddevelop the leaders of tomorrow. Managers decide on all peoplematters under their influence, within the boundaries set by thepolicies and principles, acting as the final decision makers. TheHuman Resources (HR) structure enables and empowers them inestablishing business needs and their corresponding peoplerequirements. With a “Sugar Rush Inc. in the Market” approach, HRhas adopted a streamlined approach to ensuring functionalleadership and the highest level of focus, clarity, andefficiency.  

Joining Sugar Rush Inc;  Thelong?term success of the Company depends on its capacity toattract, retain and develop employees able to ensure ongoing andsustainable growth. This is a primary responsibility of allmanagers. Our Sugar Rush Inc. policy is to hire employees withpersonal attitudes and professional skills enabling them to developa long?term relationship with the Company. Therefore, specialattention will be paid to ensure there is a strong alignmentbetween a candidate’s values and the Sugar Rush Inc. culture. Onlyrelevant skills and experience and adherence to the Sugar Rush Inc.principles will be considered in employing a person. Noconsideration will be given to a candidate’s origin, nationality,religion, race, gender, disability, sexual orientation or age.Whilst adequate recruitment tools may improve the hiring process,the decision to hire a candidate remains in the hands of theresponsible manager, supported by the HR team.

Employment and Working Conditions; We arecommitted to providing our employees with good working conditions,a safe and healthy work environment, and flexible employmentpossibilities that support a better balance of private andprofessional life consistent with our ambition as a leadingCompany. As such, we provide flexible working conditions wheneverpossible and encourage our employees to have outside interestsespecially community involvement. Those with line managementresponsibilities are required to take personal ownership of safetyand health within their area of responsibility and are encouragedto develop their capability in this area. HR ensures that arespectful dialogue is present and the voice of the employees isheard.

Talent, Development and Performance Management;At Sugar Rush Inc., a high performance culture supported bydifferentiated rewards and development is key to the delivery ofindividual and business objectives. This is driven by the alignmentof clear and challenging responsibilities and ensuring thatemployees are aware of how their work impacts Sugar Rush Inc. Theline manager and employee work together to ensure that challengingobjectives are set and effectively evaluated throughout the year.This further enables managers to acknowledge high performance andreward employees accordingly, while ensuring low performance isproperly managed with integrity. Employees receive regular feedbackon their performance and career aspirations through a variety oftools and processes such as the Performance Evaluation process(PE), the Progress and Development Guide (PDG) and 360°assessments. We aim to retain and motivate employees by offeringattractive but realistic career moves allowing them to developtheir skills in the long?term.

Employee Relations; Since its founding, SugarRush Inc. has built a culture based on values of trust, mutualrespect and dialogue. Sugar Rush Inc. management and employees workdaily to create and maintain positive individual and collectiverelationships, and are expected to do so as a core part of theirjob. Sugar Rush Inc. not only upholds the freedom of association ofits employees and the effective recognition of the right tocollective bargaining, but also ensures that direct and frequentcommunication is established in the workplace. While dialogue withtrade unions is essential, it does not replace the closerelationship that our management maintains with all employees. Inthe spirit of continuous improvement, we encourage two?way dialoguewith our employees that go beyond the traditional aspects ofcollective bargaining in order to share knowledge and to jointlyfind opportunities.

A Flexible and Dynamic Organization; Sugar RushInc. is committed to continue the journey to establishing flat andflexible structures with minimal levels of management and broadspans of control, which enable people development, increaseefficiency, and ease implementation of our “Sugar Rush Inc.Management and Leadership Principles”. Less hierarchical layerscall for increased cooperation between colleagues. This is whatwill make the organization more flexible and more accountable.

Question; You will need to review thecurrent Sugar Rush HR Policy. You will need to recommend two (2)additional Policies that you feel are pertinent and missing fromthe current policy. When thinking of the two policies to add, makeevery attempt to select two policies that would assist Sugar Rushwith the current problems they are encountering. You do not need toredraft the entire policy. Just add the Addendums to your paper.(Hint: There are a few major policy issues missing).