---
esco_uri: http://data.europa.eu/esco/skill/0a43729f-2a79-4dae-9faa-95520daae79f
esco_label: "apply company policies"
relation: essential
onet_soc: 11-3121.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# apply company policies — HR Manager

For an HR Manager, 'applying company policies' isn’t just *knowing* the employee handbook; it’s consistently using those policies as the foundation for every decision. Daily this looks like interpreting policy during performance management (e.g., progressive discipline steps), handling leave requests according to attendance guidelines, ensuring consistent application of benefits eligibility, and advising managers on correct procedures for investigations or terminations. Tools used include the policy database itself, internal FAQs, legal counsel when ambiguity arises, and HRIS systems to track compliance with things like training requirements outlined in safety policies.

A common pitfall is *selective* enforcement – applying a rule strictly for some employees but not others, leading to claims of unfair treatment or discrimination. Another is failing to stay updated on policy changes (often driven by legal updates) and continuing to operate under outdated information. Good looks like proactively auditing HR processes against policies, documenting all decisions referencing the relevant policy section, and being able to clearly explain *why* a decision was made based on company rules – even if it’s not what an employee wants to hear.

Specifically, think about scenarios: An employee requests a work-from-home arrangement. You don't just say 'yes' or 'no', you consult the remote work policy, assess eligibility criteria (role suitability, performance history), and document the decision with reference to those specific sections. Or, during an investigation, every step – interviewing witnesses, gathering evidence, outlining potential disciplinary actions – must align with the company’s investigation procedure policy. It's about procedural fairness *and* legal protection for the organization.

Finally, a strong HR Manager doesn't just react to situations; they contribute to *improving* policies. Identifying gaps or ambiguities through practical application and suggesting revisions based on real-world experiences demonstrates true competence in this area – turning policy from a rulebook into a functional tool.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
