Human Capital Policies and

Procedures

Employee Promotion &

Transfer
Objective
There is a need for eliminating and preventing
discrimination, ensuring that only qualified
employees are promoted, and ensuring
employee satisfaction in the workplace
There are three sorts of practises
that are covered by this policy for
the entire team.

A. Internal Transfer-Team members tranfers

between departments due to internal vacancy
B. Promotion-When a team member is chosen for a
higher position than they presently hold, it may
happen within the same department or between
departments.
C. Change of status-Team member receives change
in their salaries or benefits
 Requirements:-
- There should be a Budgeted new position or vacany

- Status change will increase resiponsibility levels in the same department or any other department

- Managerial-level promotions and any salary changes must be approved by the authority matrix

- To examine the di erences between the new position and the old position, must be compared to
employees present job descriptions with the new job descriptions.

-One year of service must be completed before requesting transfer or being considered for a change
of status or promotion.

-The ability to perform the new task must be proven by a solid performance history, and successful
cross-training and relevant training or certification must be obtained.

-Team members may not be eligible for any status changes/promotions if received a written warning
letter within a year, negative performance review or being placed on disciplinary probation.
- Team members who are interested in internal transfers or promotions must apply
through the system; applications won't be taken into consideration without the
department head's consent.

- Successful candidates will get an employee contract amendment letter from Human
Capital detailing their new position, benefits, and job description.

- The minimum and maximum pay scales, as well as the approved payroll budget, must
be followed for all status changes and promotions.

- Any exception requires the executive team's approval.

Procedure for internal transfer
1. Human capital will advertise the internal vacancy those who wish to apply need to apply
for the announced Post with obtaining the initial approval and Recommendation of the
respective HOD

2. Human capital will review all the applications and hiring department head will do the
interview

3. There are three situations for Personal interviews

a.Team member is not qualified for the position - feedback must be given to the team
member and their existing management.
b. Team member may be qualified but lack of knowledge - suggesting that training should
be provided
c. Team member is suitable for the position

4. Successful team members will be transfered within 30 days with mutually agreed by HOD

5. Successful selected team members will receive new contract amendment

 Procedure of change of status and
promotion
1. All applicants will need to submit through the system request

2. Promotion from level 4D to 2D will need to face an interview with the GM, HC and
current HOD

3. Criteria for the salary increment;-

a.
b. Increment without promotion- between 5% to 8% of the current salary

4. Exceptional promotion requires approval of CFO and COO

5. Successful selected team members will receive employee contract amendement

letter mentioning new position and benefits and new job description.

6.Change of status and promotion will be e ective on the 21st March and 21st
October.