PROCEDURE FOR ORGANIZATION POLICIES & HUMAN RESOURCE

MANAGEMENT
QUALITY GALVANIZERS
DOCUMENT NO. ORG. ISSUE DATE REV. NO. REV. DATE PAGE NO.

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SL Created
Description Rev Remarks
No On

1 INITIAL RELEASE 01 02.05.22

Prepared By: prakash Dept. Quality

Reviewed By: Amrindher Dept. Operations

Approved By: Pramod Dept. GM

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 PROCEDURE FOR ORGANIZATION POLICIES & HUMAN RESOURCE
MANAGEMENT
QUALITY GALVANIZERS
DOCUMENT NO. ORG. ISSUE DATE REV. NO. REV. DATE PAGE NO.

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1. PURPOSE
To effective running of the organization.

2. SCOPE
This document shall cover all the Policies, laid down by the management.

3. REFERENCE DOCUMENTS
Quality System Manual

RESPONSIBLE: All HODs

4. POLICIES

VISION
Bring value to our customer by delivering Quality Products through our Process, Skillset, Experience
and dedication

MISSION
We envision to deliver diverse Industrial products with High-end technology and Supreme Quality by
having skill and experience on 3 generations in HDG

Quality Policy
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 PROCEDURE FOR ORGANIZATION POLICIES & HUMAN RESOURCE
MANAGEMENT
QUALITY GALVANIZERS
DOCUMENT NO. ORG. ISSUE DATE REV. NO. REV. DATE PAGE NO.

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QUALITY GALVANIZING is committed to provide customer satisfaction by delivering products and services of
highest quality on time, at competitive prices and proactively responding to all customer expectations. This
Quality policy works as a guiding document for achieving this by
 Complying with customer requirements, statutory and regulatory requirements, the requirements of
all other interested parties and  our business & quality objectives.

 Establishing and maintaining an appropriate Quality  Management System.

 Ensuring continual improvement of the Quality Management System to exceed the expectations of
all interested parties

 Achieving organizational excellence and quality awareness through innovative process

improvements & risk prevention aligned to strategic vision of organization

 Committing to ensure environmental sustainability and to fulfil compliance obligations.

 Assuring a safe and healthy work environment for all employees, visitors, and contractors on the
premises of the company.

 Adhering to high standards of ethical and moral conduct in business, building competitive
relationships and taking initiatives to contribute for social development

 Providing extensive training to staff and promoting “right first time attitude” towards Quality.

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are for Reference Only and may be out-of-date. Check the local database to ensure you have the correct revision.
 PROCEDURE FOR ORGANIZATION POLICIES & HUMAN RESOURCE
MANAGEMENT
QUALITY GALVANIZERS
DOCUMENT NO. ORG. ISSUE DATE REV. NO. REV. DATE PAGE NO.

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4.4 HR Policy

Quality Galvanizers is to acquire human assets of global standards, continuously train, retrain and retain them
and provide congenial atmosphere for the development of their potential to the fullest possible to produce and
deliver globally competitive quality products and services on time to the customers. Also recognizes and
embraces the responsibilities it has for the well-being of its employees. To meet these responsibilities Quality
Galvanizers, through its community of people, pledges to:

 Maintain open and honest communications and workplace climate of trust and respect of individual
dignity.

 Adhere to high standards of ethical and moral conduct in business and competitive relationships.

 Maintain compensation and benefit programs for all that are competitive, internally equitable, and
consistent with Quality Galvanizers financial well-being and that recognize
 Establish policies and practices with respect to all aspects of employment that are fair, equitable and
free of all forms of unlawful discrimination (such as discriminate against any worker based on race,
colour, age, gender, sexual orientation, ethnicity, disability, religion, political affiliation, union
membership, national origin, marital status, or gender identity etc), thus fostering a diverse and
globally-competent work-force.
 Not to engage any employee below the age of 18 years.

 Not engage in any form of human trafficking, Foreign Migrant workers,  bonded labor,  whether by
force, fraud, or coercion; or any form of involuntary servitude or slavery. All works are involuntary and
workers are free to leave or terminate their employment.

 We ensure that every employee is treated with respect and dignity. No employee shall be subjected to
any physical, sexual, psychological or verbal harassment or abuse etc. and observe necessary
requirements as per Human rights, relevant statutory laws applicable and also.

 Committed to provide a clean, hygienic, safe, and productive work environment.

 No use of tobacco products, drugs, alcohol or any illegal substances will be allowed within the company
premises.

 No employee shall be allowed to consume food or beverages in their work centres.

 Wearing loose Metal Jewellery, clothes or any article which may be a safety concern will be prohibited
inside the production area.

 Adequate break time for pregnant and nursing women employees.

 To respect the dignity of the individual and the freedom of employees to lawfully organise themselves
into interest groups, independent of supervision by the management.

 Provide effective personal/career development assistance and meaningful Personal/career growth

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MANAGEMENT
QUALITY GALVANIZERS
DOCUMENT NO. ORG. ISSUE DATE REV. NO. REV. DATE PAGE NO.

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opportunities.

 Maintain a focus on a high level of achievement and contribution.

 Foster team work.

4.5 Workplace Harassment Prevention Policy

Quality Galvanizers is committed to ensuring a healthy and safe workplace free from workplace
harassment. Workplace harassment is unacceptable and will not be tolerated under any circumstances.

Definition of workplace harassment

(1) A person is subjected to ‘workplace harassment’ if the person is subjected to repeated behaviour,
other than behaviour amounting to sexual harassment, by a person, including the person’s employer or
a co-worker or group of co-workers of the person that –

a) is unwelcome and unsolicited

b) the person considers to be offensive, intimidating, humiliating or threatening
c) a reasonable person would consider to be offensive, humiliating, intimidating or threatening.

(2) ‘Workplace harassment’ does not include reasonable management action taken in a reasonable way by
the person’s employer in connection with the person’s employment.

Detailed below are examples of behaviours that may be regarded as workplace harassment if the
behaviour is repeated or occurs as part of a pattern of behaviour. This is not an exhaustive list. However, it
does outline some of the more common types of harassing behaviours, including:

 abusing a person loudly, usually when others are present

 repeated threats of dismissal or other severe punishment for no reason
 constant ridicule and being put down
 leaving offensive messages on email or the telephone
 sabotaging a person’s work, for example, by deliberately withholding or supplying incorrect
information, hiding documents or equipment, not passing on messages and getting a person into
trouble in other ways
 maliciously excluding and isolating a person from workplace activities
 persistent and unjustified criticisms, often about petty, irrelevant or insignificant matters
 humiliating a person through gestures, sarcasm, criticism and insults, often in front of customers,
management or other workers
 spreading gossip or false, malicious rumours about a person with an intent to cause the person
harm

Actions that are not workplace harassment

Legitimate and reasonable management actions and business processes, such as, actions taken to transfer,
demote, discipline, redeploy, retrench or dismiss a worker are not considered to be workplace harassment,
provided these actions are conducted in a reasonable way.

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are for Reference Only and may be out-of-date. Check the local database to ensure you have the correct revision.
 PROCEDURE FOR ORGANIZATION POLICIES & HUMAN RESOURCE
MANAGEMENT
QUALITY GALVANIZERS
DOCUMENT NO. ORG. ISSUE DATE REV. NO. REV. DATE PAGE NO.

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Effects of workplace harassment on people and business

Workplace harassment has detrimental effects on people and businesses. It can create an unsafe working
environment, result in a loss of trained and talented workers, the breakdown of teams and individual
relationships, and reduced efficiency. People who are harassed can become distressed, anxious, withdrawn,
depressed, and can lose self-esteem and self-confidence.
Workplace strategies to eliminate workplace harassment

Responsibilities of employees
Quality galvanizers requires all employees to behave responsibly by complying with this policy, to not
tolerate unacceptable behavior, to maintain privacy during investigations and to immediately report
incidents of workplace harassment to Mr. pramod.

Managers and supervisors must also ensure employees are not exposed to workplace harassment.

Management are required to personally demonstrate appropriate behaviour, promote the workplace
harassment prevention policy, treat complaints seriously and ensure that the person who lodges, or is
witness to a complaint, is not victimised.

Where employees can go for assistance

An employee who is being harassed can contact Mr. Pramod for information and assistance in the
management and resolution of a workplace harassment complaint.
Commitment to promptly investigate complaints

Quality galvanizers has a complaint handling system which includes procedures for reporting, investigating,
resolving and appealing workplace harassment complaints. Any reports of workplace harassment will be
treated seriously and investigated promptly, fairly and impartially. A person who makes a complaint or is a
witness to workplace harassment will not be victimised.

Retaliation Prohibited
Quality galvanizers will not allow retaliation against anyone who makes a complaint under this policy, will
take disciplinary action up to and including immediate termination of any employee who retaliates against
another employee, contract worker, or program participant for engaging in any of these protected
activities.

Consequences of breach policy

Disciplinary action will be taken against a person who harasses a worker or who victimises a person who has
made or is a witness to a complaint. Complaints of alleged workplace harassment found to be malicious,
frivolous or vexatious may make the complainant liable for disciplinary action.

Endorsement

I/We have committed to this policy and its implementation, and to ensuring a healthy and safe work
environment that is free from workplace harassment.

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are for Reference Only and may be out-of-date. Check the local database to ensure you have the correct revision.
 PROCEDURE FOR ORGANIZATION POLICIES & HUMAN RESOURCE
MANAGEMENT
QUALITY GALVANIZERS
DOCUMENT NO. ORG. ISSUE DATE REV. NO. REV. DATE PAGE NO.

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PURPOSE:

To Identify and define the Various Processes required for HR Department

PROCESS DESCRIPTION:

a) SELECTION OF PERSONNEL,

1. The requirement is raised from production and the contractor service is approached for the
recruitment and resource is selected based on the skill of the personnel

2. skill matrix will be reviewed once in six months / Based on the market availability condition of
expected man power - QG/HR/F-01

3. The Photocopies of documents required as per the regulatory requirements will be collected
and filed in HR records

4. The candidate is put under induction training program for knowing the various activities of the
company and for the designation as applicable. Induction training will be conducted

b) TRAINING AND SKILL MATRIX (DEVELOPMENT)

1. Training needs are identified as skill gap in skill matrix (QG/HR/F-01). Based on the training
needs received, the related trainings are identified and arranged.
2. Training calendar will be prepared (QG/HR/F-02) and trainings are conducted based on the
training plan
3. The Employee training record (training attendance QG/HR/F-03) of the respective employee is
updated.
4. The training evaluation shall be done based on the performance of the associate in the shop
floor & records shall be maintained
5. All skill level 4 associates will be the trainer for all lower rating associates on the skill variance.
Based on the skill gap the training plan will be updated and executed

AWARENESS:

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are for Reference Only and may be out-of-date. Check the local database to ensure you have the correct revision.
 PROCEDURE FOR ORGANIZATION POLICIES & HUMAN RESOURCE
MANAGEMENT
QUALITY GALVANIZERS
DOCUMENT NO. ORG. ISSUE DATE REV. NO. REV. DATE PAGE NO.

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1. HR will provide awareness training to all HOD’s on the following points.

a) Quality Policy
b) Relevant Quality Objectives
c) Contribution to the effectiveness of the QMS including benefits of improvements.
d) Implication of not-conforming with the QMS requirements.
e) Relevant QMS procedure, Work instruction formats & records to be followed and any
changes to the documents.
f) Contribution to product conformity
g) Contribution to product safety
h) Importance of ethical behaviors

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