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The duties and responsibilities of a human resources department are broad and wide-ranging. Human resources do not just initiate the hiring and the firing of an employee; they also take care of other valuable details such as payroll, benefits, compensation packages, vacation leaves, sick leaves, maternity leaves, and so much more.

One huge part of a human resources department’s responsibility is to track and organize data for each employee. To do that, various HR forms are used. Each form varies according to its purpose. You can use or download from our wide array of HR forms available such as Performance Appraisal Forms, HR Complaint Forms, and HR Investigation Report Forms.

Sample HR Appraisal Forms

HR Performance Appraisal Form

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Size: 104 KB

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Staff Performance Appraisal Form

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Size: 50 KB

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HR Employee Appraisal Form

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Size: 439 KB

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HR Requisition Forms

HR Employee Appraisal Form

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Size: 439 KB

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HR Position Requisition Form

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Size: 13 KB

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HR Personnel Requisition Form

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Size: 653 KB

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Sample HR Complaint Forms

HR Employee Complaint Form

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Size: 64 KB

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HR Complaint and Intake Form

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Size: 305 KB

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HR Complaint of Discrimination Form

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Size: 524 KB

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HR Application Forms

HR Leave Application Form

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Size: 40 KB

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HR Employment Application Form

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Size: 72 KB

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HR Flexible Working Application Form

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Size: 36 KB

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HR Evaluation Forms

Candidate Evaluation Form

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Size: 27 KB

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HR Employee Self Evaluation Form

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Size: 123 KB

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HR Evaluation Form

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Our sample forms come in Doc format, which you can download and alter to suit your tastes. You can also print them out to stock in your office for you or your employee’s immediate use. Using pre-made templates helps you save on time and money.

HR Employee Appraisal Forms

Performance appraisals are a way for employers to ensure that an employee is able to carry out his work duties well. Employee appraisals usually help companies in a lot of different aspects.

The findings of a performance appraisal are utilized by many organizations in order to appraise an employee’s worth within the company or find out if he is able to handle more work responsibilities. It is a common practice for businesses to depend the increase of their employees’ wages based on the result of an appraisal. Determining the amount that should be added in the salary of an employee must be according to his/her work performance in consideration to the existing policies of the company.

In addition, performance appraisals allow employers and supervisors to profile employees into correct departments or assign them with tasks that would allow them to use their talents and skills. Doing this elicits more passion and vigor from them and promotes productivity.

Also, through a thorough and an in-depth method of performance appraisals, supervisors will have a window into an employee’s real traits. This also promotes communication between upper management and employees, as well as a chance for supervisors to relay plans of action toward improvement.

When employers, HR personnel, or supervisors conduct appraisals, they are usually based on the results of an evaluation. In order to maintain objectivity and consistency in evaluation results, there must be an established set of standards and goals that will serve as a basis of comparison and evaluation.

The standards that have been set forth have to be the performance that is expected of an employee to accomplish, while the goals given need to be tailored to each employee’s capacity.

Human resources as well as supervisors need to monitor an employee’s performance, such as any achievements or disciplinary actions taken in the event of an employee misconduct, as this can affect his performance evaluation. The results of their evaluation should be properly recorded and organized, and ample time should be set aside for discussing the results with an employee.

During the discussion, point out an employee’s strengths and let him know that he is appreciated. Afterward, point out his weaknesses and ask him on ways to help him improve in a particular area and give out suggestions as well.

HR Complaint Forms

It is the crucial role of an employer to be able to boost both the employer and employee’s morale by allowing and providing their employees with a way for them to voice out their complaints toward the company or the management, and to ensure that their employees are happy and fulfilled in their work to encourage them to have more passion and motivation for their work.

According to statistics, employees who are not happy with their work environment tend to produce less, have high attendance issues, and are not dedicated and loyal to their employers. All of these things are not something to be proud of, especially if you work for the human resources departments of these types of companies. These actions physically demonstrate how incompetent, useless, and ineffective your department currently is.

HR Feedback Form Samples

HR Employee Performance Feedback Form

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Size: 219 KB

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HR Customer Service Feedback Form

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Size: 122 KB

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HR Training Evaluation Form

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Size: 101 KB

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HR Investigation Forms

Free HR Accident/Incident Investigation Form

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Size: 64 KB

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HR Incident Investigation Report Form

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Size: 219 KB

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HR Training Needs Assessment Evaluation Form

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Size: 55 KB

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Sample HR Performance Forms

HR Summative Performance Review Form

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Size: 137 KB

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HR Performance Evaluation Form

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Size: 53 KB

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HR Employee Performance Form

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Size: 173 KB

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HR Request Forms

HR Data/Information Request Form

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Size: 184 KB

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HR Leave Request Form

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Size: 412 KB

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HR Training Request Form

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Size: 40 KB

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An effective human resource personnel is one who is able to listen to the grievances of a company’s employees, and while not all grievances can be provided with quick or easy solutions, they should be able to soften the discomfort a little bit.

Complaint forms are forms that allow employees to vent out their grievances. Their comments, suggestions, frustrations, and disappointments are supposed to be shared through feedback or complaint forms.

It is imperative for the employees to be treated equally and receive fast and prompt responses from the management when a complaint is being raised by an employee. Responding quickly to an employee’s concerns is a a great way for an employer to show that he respects his employees and he is concerned for their well-being, and, at the same time, it helps boost the company’s morale. When an employer provides ways for his employees to voice out their concerns and complaints, it also helps employees feel proud and accountable for their work in the company.

Before starting up a complaint process within your company and department, human resources should first have to clearly set out the rules and regulations so that employees and the administration will have guidelines to use as basis for what constitutes a violation and what does not. Once a Code of Conduct is in place already, the company or organization should then assign an employee or department that will handle Employee Complaints. It is important that there is a central place for the employees to file their complaints and air their grievances. Since this is a sensitive matter, it is also important that the employee’s identity be kept confidential and anonymous.

A timely response to the complaints of employees is essential as this can affect the performance of the employees involved which in turn can also affect the operations and productivity of the business. For you to have an effective response time to employee complaints, here are the steps that you may follow:

  • Gather all the employee complaints so you can easily assess them based on the metrics or measures that you have prepared.
  • Organize the complaints that you received based on their classifications. The classifications that you can group these complaints in can be based on the following:
    • The dates when the complaints have been filed
    • The dates when the incidents included in the complaint occurred
    • The urgency needed by the issue to be resolved
    • The kind of resolution that should be implemented for particular complaints
  • Once these complaints have already been grouped accordingly, look at the complaints that are needed to be given utmost attention. Identifying this can help you outline the priority listing of your complaint responses which should be chronologically arranged as follows:
    • Complaints with regards to work conditions and operations
    • Complaints about the implementation of management policies, regulations and conditions
    • Complaints in relation to issues on company rules infraction
  • Process all the complaints within the timeline that you will create in accordance to the listing that you come up with.

 

It is important for the company management to acknowledge the receipt of a complaint once they receive it. This will help assure the employee that they are heard and that plans are in place to find a resolution for the complaint. Another step after the company management receives a complaint is for the Human Resources to conduct an investigation. They should let the complainant know that the investigation is well underway. They should also set proper expectations for the employee. This entails telling the employee if the investigation will take more time because they need to collect relevant data.

When investigation is done and collection of data that is relevant to the issue is done, the management should then own up to the task of providing a resolution. It is important that any complaints and issues that the employees present are acted upon as soon as possible. This will avoid affecting the employee’s production and help boost the employee’s morale.

After the implementation of the solution to the grievance or complaint, it is imperative to evaluate the issue. The evaluation of how an issue or complaint is processed can help a company gain an objective perspective that would help them deal with related issues in the future.

The complaint of an employee stems from discontentment and stress experienced in the workplace. Properly filing a complaint can help shed light on violations of rules and regulations, or criminal acts in the workplace.

If you listen to your employee’s complaints and address these, they are more likely to feel comfort, respect, and appreciation. You may download our samples of HR Complaint Forms as an avenue for your employees to voice out their complaints and for you to plan effective solutions to those complaints.

Medical Leave Forms

A Medical Leave Form is commonly called a “sickie” or a sick leave. Sick leaves are requests made by an employee to human resources and to their immediate supervisors in order to spend time away from work and for the employee to rest at home or in the hospital so that they can properly recuperate. It is not uncommon for a medical leave to be a paid leave. In fact, it is a requirement that employers provide medical leaves to their employees. A Sick Leave Form or a Medical Leave Form is required to be filled out by an employee who wants to be on sick leave. A properly filled-out form is then forwarded to the Human Resources Department for them to approve it.

HR Evaluation Forms

Every business or organization needs a human resource department to function properly and objectively. A human resources department is responsible for a lot of different tasks that help maintain an organization’s morale and credibility. They are responsible of overseeing the daily operation of various departments in the company and also of managing the employees.

Therefore, it is very important for the Human Resources Department to be experts in discipline, training and development, compensation and benefits, and employee relations for them to be effective in their job. Aside from that, it is also very important for a Human Resource Manager to have competent skills in decision-making and communication.

 

The Human Resources Department has to evaluate the way they manage and handle issues for them to reach their goal and be successful. This includes evaluating the company’s recruitment process, and also the effectiveness of strategic plans, human resource managers, and the team. This helps to strengthen the relationships between the company heads and their employees.

There are four models that Harvard researchers have come up with to assist in the evaluation of the effectiveness of the human resources in any company. These models help a company’s human resources department in measuring their performance:

1. Competence – This includes assessing an employee’s expertise in the performance of his tasks and responsibilities. For the human resource department, this includes their extent and effectiveness in developing company policies and marketing strategies to attract and actually retain employees who are skilled.

2. Commitment – When a company’s human resource management is effective, the end result is that their employees and staff are happy and committed. When a company’s employees are happy and committed, they become loyal and motivated to go to work. A company can gain feedback from their employees by conducting interviews and surveys to help them assess the employee’s commitment to the company. That way, when they have a high rate of employees who are always absent and employees who voluntarily resign, they can have their human resources department promptly improve their policies and plan ways to improve employee commitment.

HR Review Forms

HR Probationary Review Form

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Size: 165 KB

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Sample HR Probation Review Form

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Size: 90 KB

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HR Probationary Review Form

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Size: 825 KB

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Sample HR Evaluation Forms

HR Performance Evaluation Form

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Size: 307 KB

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Self Evaluation Form Sample

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Size: 51 KB

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HR Employee Self Evaluation Form

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Size: 148 KB

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HR Complaint Forms

HR Employee Complaint Form

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Size: 165 KB

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HR Professionals Association Complaint Form

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Size: 151 KB

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HR Employee Complaint Form

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Size: 245 KB

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HR Letter Forms

HR Cover Letter Form

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Size: 160 KB

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Sample Employee Welcome Letter from HR Form

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Size: 175 KB

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HR Reference Letter

 

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Size: 17 KB

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HR Feedback Form

HR Induction Feedback Forms

Interview Feedback Form

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Size: 11 KB

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Training Feedback Form

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Size: 1 MB

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3. Cost Effectiveness – This involves maintaining the balance between keeping business operations effective and making sure that the policies set by the human resources department in terms of employee compensation, benefits, turnovers, and others are cost effective.

4. Congruence – Evaluation of the congruence of the human resource department is the last step. The human resource department of a company can be deemed effective if they maintain trust in the workplace, if they work toward a common purpose, and if they avoid tension and stress in the workplace. It is important for them to be able to maintain a good relationship with every employee in the company.

The loyalty of employees to their employer depends greatly on the transparency of the employer to his employees and to the promotion of proper communication channels between managers and employees. It is important for every company to be able to evaluate the way their human resources department manages things to enable them to improve commitment, cost effectiveness, congruence, and competence.

HR Action Forms

It is important for every organization to discipline their employees who do not improve or those employees who violate the company’s rules and regulations. This is so good conduct can be maintained in the company.

Maintaining discipline in the workplace can help your employees improve in various ways. In turn, this will improve your company as well. Implementing certain disciplinary measures can help curb problems with behavior and promote proper work ethics. However, it is important to note that when it comes to disciplining an employee, a human resource staff or an employee’s direct supervisor should properly document the violation and there should be a fair hearing process. Doing this can help you avoid labor disputes. You may see our Employee Warning Forms included in our article about Employment Forms for this.

When you implement disciplinary measures, you are taking a step toward maintaining peaceful and professional relationships in the workplace. That is why it is very imperative to discipline employees who are not improving and those who are in constant violation of the rules and regulations set by the company.

When you discipline your employees, you help them grow and develop professionally and personally. This will help with any behavioral issues they may have and improve their performance. But always keep in mind to properly document any disciplinary measures taken and to conduct a fair hearing process. This is one way to avoid labor disputes in the future, since legal proceedings can be expensive and time-consuming, and it is best to just avoid them.

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