Human Resources Management Standard "Fair Play Employment"-2007, IPED

Human Resources Management Standard "Fair Play Employment"-2007, IPED is an innovative HR management tool. It regulates 15 HR management-related processes, including: strategic and operational planning of employment, staff recruitment , professional adaptation of employees, HR development, employee evaluation, remuneration management, motivating staff, involving staff in company management, settling conflicts, dismissal of employees, HR management quality evaluation.

If you:

• want to attract creative human capital,
• want to build a professional human resources management system,
• are present on the market where there are serious personnel shortages,

implement an HR management standard "Fair Play Employment"!

The standard is a voluntary tool for all entrepreneurs and employers willing to establish proper relations with employees by creating teams able to execute the adopted development strategies. It is difficult to plan the development of a company and its success in business activities without committed and dedicated staff. Firms applying reliable, fair and clear rules of employment or investing in the improvement of qualifications of their employees, create loyal and satisfied teams and, owing to this, achieve better economic results than enterprises relying on mere exploitation of human capital.

You can find more information on the Standard requirements, means and benefits of implementation and certification process here

The "Fair Play Employment" standard was developed by a development partnership within EQUAL Community Initiative: "Employment Fair Play. Promotion of Business Culture and Labour Market Ethics" (project F0290), co-financed by the European Social Fund.

The "Employment Fair Play" partnership aimed at improving the business culture in the employer-employee relationships. It was particularly focused on the people experiencing difficulties with entering or returning to the job market. We did not intend to limit our activities to addressing employment discrimination, but we aimed at the promotion of best practices gathered during the execution of all previous editions of the "Business Fair Play" Business Culture Promotion Programme.

The Partnership aimed to prove that the fair, honest and equal employment conditions for the new workers are beneficial to the companies, and thus also beneficial to the people having problems with labour market integration or reintegration. In our project, we have organised trainings on the application of new technologies and we have proved that such activities are beneficial to the development of companies. We have also trained the employers and the human resources managers in the area of "Fair Play Employment " requirements with the help of specialist trainers in the fields of human resources and practical aspects of implementing the rules of equal chances. All of the project's activities were supported by a wide range of promotional activities (using the press, radio, TV, Internet, PR and the "Fair Play Employee " programme etc.), which made the employers more aware of the possibilities of applying the rule of equal opportunities in employment.

We developed the project in a participatory way, to assure the protection of interests of the beneficiaries, especially the discriminated persons, minding at the same time the interests of the employers.

The aim of the "Fair Play Employment " partnership was to create equal recruitment and employment conditions, wich are not only basic ethical requirements of the business conduct, but also give evident economical benefits to the company. The companies implementing the equal employment opportunities and investing in the qualifications of the employees build the teams committed to company goals and objectives. Owing to this, the companies have more possibilities of implementing innovation and reacting to the market changes. The results of the "Fair Play Employment" project also contribute to the increase in the qualifications of the workers and the adjustment of these qualifications to the needs of the changing economy, as well as to the creation of a good business atmosphere and the teamwork spirit.

The programme also aimed at the dissemination of the "Fair Play Employment" rules among the businessmen, and at achieving a significant improvement of the employment culture.

More information:

Project leader:
Institute for Private Enterprise and Democracy
4 Trębacka str.; Warsaw 00-074; Poland
phone: (48 22) 630 98 01-04
fax: (48 22) 826 25 96
e-mail: iped@kig.pl, www.iped.pl

Project partners: Polish Chamber of Commerce, Polish-American Small Business Advisory Foundation and Center for Business Promotion.