AUGUST 23, 2022

.FINAL REPORT.
HUMAN RECOURSE MANAGEMENT

Aina Saleem
member

Abdullah
Group

Ahsan Sageer
Azhar khan
 INDUS HOSPITAL

HUMAN RESOURCE
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 THE INDUS HOSPITAL:

The commencement of The Indus Hospital can be

traced back to the year 2007 when a group of
dedicated doctors, entrepreneurs and
philanthropists unanimously pledged their support
to make a difference to the disadvantaged
communities in Karachi by establishing and
maintaining the country’s first state of the art,
paperless and 100% cashless, tertiary care
hospital where all medical services including high
end surgical procedures are not only provided
indiscriminately to anyone in need, but were
rendered Absolutely Free of Cost with Dignity as
well.

VISION:

Excellence in Healthcare for all, to Please ALLAH Su

Bhanahu WaTa’ala

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1.
GENERAL EMPLOYMENT POLICIES &
PROCEDURES

1. PURPOSE
The policy is designed to help focus on professional, legal, ethical and
social behaviors with the corporate values of integrity, trust, openness
and respect for people and to behave in a manner that reflects the
Indus Hospital ethical standards.

2. SCOPE
This policy is applicable to all employees of The Indus Hospital
including trainees, volunteers and daily wages employees.

3. POLICY
The Indus Hospital is an equal opportunity employer. This policy rests
on the philosophy that there will be no discrimination because of
race, color, religion, sex, and national origin, and age, disability in any
aspect of a person’s employment or eligibility for employment.

We affirm that all employees of the Indus Hospital are equally treated
under the rules and procedures with respect to employment, services
and facilities, without harassment and assert discrimination based on
any grounds. Individuals are selected and treated on the basis of their
relevant merits and abilities and are given equal opportunities.

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 4. SELECTION AND APPOINTMENT:
All appointments must be made on the basis of merit against the
selection criteria for the position. Nepotism is not permitted and may
be treated as misconduct.

The Recruitment and Selection policy and procedure should be

followed when making an appointment.

EMPLOYMENT OF DISABLED PERSON:

1. PURPOSE
The Indus Hospital’s Employment of Disabled Persons Policy
complies with the Federal and Provincial legislation, as given by
Rehabilitation Ordinance 1981. It aims to provide opportunities
to the disabled personnel so that they live a better life with
confidence.

2. POLICY:
As per Government legislation for Employment of Disabled
Persons (Employment & Rehabilitation, Ordinance 1981), The
Indus Hospital sets 2 % quota in employment for disabled
personnel as per the competence required by the job. We are
committed to ensuring that disabled people are afforded
equality of opportunity in respect of entering and continuing
employment with the hospital.

3. INTEGRATION INTO THE WORKPLACE:

All employees are expected to treat disabled employees,
visitors with dignity, courtesy and respect. Those with
disabilities are not necessarily less safe at work than other staff.
However, arrangements may be necessary to ensure that a
person’s disability does not create any hazard either for the
person concerned or for others.

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 4. CONFIDENTIALITY:
The Code of Practice states that the relevant employee’s HoD or
colleagues cannot discuss/ inquire about a person’s impairment, if
the employee does not wish them to know.

TRANSFER POLICY:
1. CONDITIONS FOR TRANSFER:
The policy will be solely based on the interest of the organization.

The transfer will be carried-out with respect to an available

vacancy in the department. The employee will be
transferred at the equivalent position. All transfer requests
must be approved by the relevant Departmental Head and
HR.

The employee should have maintained an acceptable performance level during his
tenure at The Indus Hospital and should be free from any disciplinary
action.

2. TEMPORARY/ SECONDMENT TRANSFER:

Tenure for Temporary transfer is of minimum one month to a
maximum of three months.

In case of extension beyond the stated period, an approval

is obtained from the HR prior to the expiry of the transfer
period.

Lodging and boarding will be provided in case of temporary

transfer. (Refer to Travel Policy).

3. PERMANENT TRANSFER:
Permanent transfer is not permitted. However, if an employee is
interested to relocate, he/she can apply through internal
recruitment process keeping in view the remuneration of the
position and interest of the organization

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2.
RECRUITMENT, SELECTION, & INDUCTION
RECRUITMENT:

1. SOURCES OF RECRUITMENT:
In order to ensure a steady flow of quality candidates with the
objective to select the most suitable applicants for a position
within the specified timelines, the following sources of
recruitment are utilized:

 INTERNAL RECRUITMENT:
Existing employees, who are eligible for a vacancy as per
the recruitment criteria, are encouraged to apply for
relevant vacancies. Once an employee is finalized for a
vacancy, his/her placement may take place in one of the
following ways.

2. EXTERNAL RECRUITMENT:
External recruitment may be conducted through the following
sources in order of priority.

ONLINE RECRUITMENT:
All vacancies are simultaneously announced externally by posting
the vacancies on the Official website of The Indus Hospital and

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 other professional, social sites. However, the interested
applicants can apply online through TIH website.

3. SELECTION:
Following procedure will be used for both internal and external recruitment
and selection of employees.

. CREATION OF VACANCY:
A vacancy can be identified due to Employee (manpower)
requisition. Vacant position in case of resignation, transfer, or
promotion of an employee.
Restructuring/Expansion in the organizational level as per the
budget.

4. SHORT LISTING AND INTERVIEWING:

After the closing date of a vacancy, HR will assess the applications to
determine which applicants meet the screening criteria as per the Job
Description and Job specifications. For certain positions, job related
assessment tests may be taken by the concerned departments in
consultation with HR within TIH premises.

Short listing shall be conducted in a fair, equitable, and consistent

manner where all candidates are measured against the job
requirements as per the Job Description. A minimum of three
candidates are short-listed for the interview process however, there
may be certain situations where three candidates are not available due
to the urgency or nature of employment. In such cases the hiring
authority will see the genuineness of the case and accord approval.

REHIRING:
An employee who has been employed with TIH for minimum 06 months and
left after proper processing of notice period in good standing will be eligible to
rehire. An Employee who is terminated for general misconducts such as
attendance, absenteeism, or who failed to give sufficient notice will be eligible
for re-employment after 3 years. However, who is terminated for gross
misconduct will not be eligible for re-employment.

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5. GENERAL GUIDELINES:
Positions already exist in the approved budget as new not replacement will require
to be approved by the respective offices (if Medical side, will be approved by
Director Medical Services & for support staff will be approved by Chief Operating
Officer which will be initially approved by Human Resource Department.
Any position over & above to the approved budget if required will need justification;
requirement and availability should be sent to Human Resources. This will be
approved by HR Committee.

GUIDELINES AND PROCEDURE:

HR Department will conduct a General Orientation Program once in a month as
per set scheduled for the year.

HR will inform each newly hired employee to attend the General Orientation
program at the time of joining with schedule. Training Coordinator will need to
maintain records.

HR will also intimate the HOD’s/Immediate Supervisor of the concerned

employees before a week of scheduled session via email so that their
availability can be assured.

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3.
EMPLOYEE LEARNING & ADVANCEMENT

1. TYPES OF TRAININGS
Following are two types of trainings being offered to our employees, which must be
carefully selected with regards to applicability, suitability and cost effectiveness.

EXTERNAL TRAININGS:
These are the trainings that are conducted by external training institutions as
per the training calendar or through training requests forwarded by
employees or their respective HoD, subject to the required approvals (Head
of HR). External Training includes training activities such as:
 Seminars, workshops, conferences, executive trainings etc.
 Technical and nontechnical training relevant to certain jobs.
 In house trainings conducted by external trainers.

IN-HOUSE TRAININGS:
In-house trainings include all those training related activities/events
which are delivered directly by the TIH Official(s) within hospital
premises to equip employees with knowledge, skills, and attitudes
that will enable them to function efficiently and effectively.
 ORIENTATION/INDUCTION
 DEPARTMENTAL TRAININGS
 GENERAL TRAININGS
 CUSTOMIZED TRAININGS

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2. EDUCATIONAL ASSISTANCE PROGRAM

. PURPOSE:
The Indus Hospital strongly encourages employees to pursue additional
formal education for the mutual benefits of employee and the hospital.
The purpose of this policy is to support the employees to enhance their
capabilities, knowledge and skills for future opportunities.

. DETERMINING EDUCATIONAL ASSISTANCE

CASES:

 Degree Programs
The educational assistance will be provided to employees, who will be
interested to enhance their knowledge and skills through Postgraduate
education in relevant field of experience and/or education.

 Accredited /Licensed/ Membership Programs

The financial assistance will not be given for any national and international
accredited/ licensed or membership programs.

 Specialized Education Program

The educational assistance will be provided to employees, who will be
interested to enhance their capabilities and skills through specialization
Post-graduate education (diploma / certification) in relevant field of
experience and/or education.

 Online Education Programs

Those program which offer learning through electronic means are also
covered in this policy however, requested program must fulfill the
provisions defined in above determinants.

3. GENERAL RULES:
The following general guidelines apply to the entire Educational Assistance Program:
 The Indus Hospital has rights to accept or reject the application for
assistance and/or leave without describing any reason.

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  Employees are not permitted to be engaged in any other nature of
employment during leaves on account of educational assistance, failure
to comply with this requirement can lead to termination from service.
 Employees falsifying information will be liable to disciplinary action,
furthermore if proven guilty the disciplinary action can result in
termination of service.
 Upon completion of the course/program, the employee is required to
submit the degree/certificate/ consolidated transcript to the human
resources.

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4.
CO
DE OF BEHAVIOR

1. PURPOSE OF ICOB:

The ICoB is issued to align employees’ conduct with organizational values

and ethics so that Indus Hospital’s vision and mission are reinforced.

The purpose of Indus Code of Behavior (ICoB) is to define the standards

and values which The Indus Hospital expects from its employees to follow
its organizational members. It is designed to incorporate values of
integrity, trust, forthrightness and respect for people, and to behave in a
manner that reflects ethical standards of The Indus Hospital.

2. ICOB GUIDE POINTS:

All employees of The Indus Hospital are required to comply with the
following:

 Promoting TIH Vision, Mission and Core Values Indus employees and
volunteers must ensure that their behavior at work is in line with these, and
no act of theirs is compromising the Vision, Mission and Core Values

 Confidentiality
Employees should be aware that information related to patients,
details of employees, including their compensation and salary, and

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 terms of official commercial dealings, are all confidential. Needless
query or discussion on the above will be a breach of this Code.

 Attendance and punctuality

Attendance and punctuality are required for diligent
performance and productivity. No employee should be
absent or late from duty without reporting it in the
prescribed manner to his/her supervisor. Refer to relevant
policy for more details.

 Dress Code & Employee Cards

Dress Code, including footwear, is to be followed and
Employee ID Cards must be worn while on Indus premises.

 Zero Tolerance for Workplace Harassment

No employee shall harass another with respect to his/her gender,
race, color, religion, age, disability, and position within the
organization or any other form of distinction.
Refer to relevant policy for more details.

3. . ACCEPTANCE OF GIFTS AND BENEFITS:

When making purchases from a vendor the staff should refrain
from accepting gifts.

Invitations for entertainment from various institutions must be

confined to normal business arrangements.

Subsidized trainings and sponsorship offers for employee training

will need to be addressed in line with the institutional
policy.

Incase if an employee or staff receives a gift from an

individual as an attempt to influence him/her in

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 relation to work responsibilities, she/he should report
this incident to the HR.

4. REPORTING VIOLATIONS AND MANAGING

INVESTIGATION
The process for managing these is given in the relevant policy.
Employees should be assured that their grievance or complaint will be
handled sincerely and in confidence. ICoB violations can be reported
(i) in person, (ii) on extension number 2000 on Indus Landline (iii) by
text message on cell number 0312-HR INDUS (0312-47 46387). Or they
can write to the dedicated email ID, icob@tih.org.pk which is viewable
only by CEO, COO and HR Head.

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5.
ALLOWANCES & BENEFITS

1. MEAL POLICY:
• Employees are advised to submit meal request form (HR-MF-
07) in HR for activation of meal facility.
• De-activation of meal facility should be informed to HR before start
of new month else, HR shall deduct charges for the said cause.
• Employees are not allowed to take meals inside offices.
• In case if any employee is on leaves consecutively till 14 days,
charges shall be deducted as per days availed.
• Employees working in double shifts, subsidized meal rate will be
applicable separately.
Grade Charges
Grade 01 to Grade 03 Rs.20 per meal
Grade 04 to Grade 05 Rs.30 per meal
Grade 06 to Grade 07 Rs.35 per meal
Grade 08 to Grade 09 As per meal cost
Grade 10 to Grade 13 Cost + 20 %

2. TRANSPORT POLICY:

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 Transportation

Female Employees 50% of the cost to be borne

Grade 1-7 by employee and 50% by the
hospital

Male Employees 100% transportation cost to be

(Grade 01-07) borne by the employee.

Emergency Room Gratis

SMO/
MO
All Staff (Female / Male) 100% transportation cost will
Grade 8 and Above be borne by the employee.
However, while allocating
seat, preference will be given
to those in Grade 1-7.

Volunteers Will be given free

transportation subject to
availability of transport
&/or advised by
Management.

ENTITLEMENTS AND LIMITS:

The following entitlements and limits are applicable to all
employees in respect of official travelling based on their
grades and approved by the HRC:

3. ACCOMMODATION ENTITLEMENTS:
Employees should avail the facility of hospital’s accommodation when
visiting other campuses /locations. In case suitable
accommodation is not available and no other arrangements have
been made then hotel accommodation would be provided by TIH

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 or employee can make their own arrangements for boarding and
lodging as per their entitlements.

ADVANCES FOR TRAVELLING EXPENSES:

Advance for travelling expenses will be provided to employee

who will need financial assistance during the official travel as per
the expected days of travelling, entitlements and total expected
expenditures. A second advance cannot be drawn unless the first
advance has been cleared or adjusted.

Advance Travelling Allowance Request Procedure,

1. Employees will be required to mention in Travel Request
Form if required any advance.
2. An employee must ensure that all advances are settled
immediately upon return from official travel while providing
necessary supporting documents.
3. All expense and advance reports will be examined by
Administration, Human Resources and Finance to maintain
checks and balances on overall travelling expenditure as well
as advance adjustments.

4. GENERAL GUIDELINES AND RULES:

1. Employees staying at hospital’s accommodation are

provided with Breakfast, Lunch, and Dinner; they will not be
eligible to claim expenses.
2. An employee is required to avail the class of travel for which
travelling allowance is admissible to him/her, but if for any
reason, an employee travels in a lower class, he/ she will be
entitled to the fare of the class that has been actually used.
3. In the event, a particular class of travel/accommodation is
not available; an employee is entitled to travel by the next
higher class, after obtaining written approval from the
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COO/DMS. This deviation is to be permitted only if the
concerned employee is required to travel urgently in the
interest of the hospital.

4. TYPES OF LEAVES IN A CALENDAR YEAR:

NATIONAL / PROVINCIAL HOLIDAY(S):

 . ANNUAL LEAVE
 CASUAL LEAVE
 SICK LEAVE
 LEAVES WITHOUT
PAY
 OFFICIAL LEAVE
 ACADEMIC LEAVE
 STRIKE/ VIOLENCE
 COMPASSIONATE
LEAVE
 CME / CONFERENCES
/ WORKSHOPS / CPSP
 MARRIAGE LEAVE
 HAJJ LEAVES

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6.
REWARDS & PERFORMANCE RECOGNITION

1. REWARDS AND RECOGNITION

POLICY:

. PURPOSE:
The Indus Hospital Rewards and Recognition policy aims to encourage
and acknowledge best performers in all areas and job functions.

. GUIDELINES:
The Indus Hospital recognizes exceptional employees in different ways
including:

• Verbal recognition
• Providing career advancement opportunities
• Appreciation Letters
• Certificates
• Cash Prize
• Souvenir

SPECIFIC RECOGNITION PROGRAMS:

• Employee of the Quarter

• Service Excellence
• Training/Workshops

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 PANEL/COMMITTEE:
The committee comprising of 3 members from different departments, of
designations below, will review all the nominations to choose the winners
on the mentioned criteria. The members must include at least one
director-level person.

1. Director
2. General Manager Finance
3. Senior Manager Administration
4. HR representative

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