The board ensures that the institution’s human resources policies promote decent work conditions which, as defined by the International Labour Organization (ILO), are based on the understanding that work is a source of personal dignity, family stability and peace in the community. This includes providing a work environment that is safe, allows adequate rest and time for family, provides adequate compensation and access to social security protection, and respects the rights of workers regardless of gender, race or creed.
Guideline code
GG_10600
Mechanism
Mechanism
- The board should clearly define and document the powers and responsibilities of its subgroup on human resources policies.
- The board should direct the management to develop quantitative and qualitative indicators to monitor personnel morale and work conditions in the institution.
- The management should ensure that its human resources unit has expertise on the ILO’s decent work conditions and that the institution’s human resources policies are aligned with these.
- Published market data may be used as a reference point for the institution’s compensation packages. Policies and rules on compensation, non-monetary incentives, recognition and rewards should be well defined, documented and transparent to all staff.
Structure
Structure
- The board should ensure that the human resources policies submitted for approval by the management promote decent work conditions in the institution.
- The board may delegate a subgroup of the board to process all matters pertaining to human resources policies and to submit corresponding recommendations for the action of the full board. This subgroup should work in close collaboration with the management in the formulation and review of the institution’s human resources policies.
Title HTML
Guideline 81. Personnel morale, compensation policy and decent work
Type
Guideline_1
Weight
110