HUMAN RESOURCE

MANAGEMENT
SUBMITTED TO: MA’AM RAZIA BANO
SUBMITTEDBY: HERA ALI
REG NO: 2022-KIU-BS1408
PROGRAM: BBA-3
SECTION: C
Assignment: HR PRACTICES OF RUPPANI FOUNDATION
SUBMISSION DATE: 30 JANUARY, 2024

KARAKORAM INTERNATIONAL UNIVERSITY GILGIT

HRM
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 RUPPANI FOUNDATION

INTRODUCTION:

The Rupani Foundation was founded in 2006 with the goals of lowering poverty in South
Asian mountain villages, fostering equity participation, and generating jobs. Our goal is
to create initiatives like Early Childhood Education Centers and Gem Cutting and
Polishing Training Centers to support the development of residents of remote places.
Since its founding, the Rupani Foundation has rapidly expanded to become a reputable
NGO serving the mountain villages. The Rupani Foundation is adamant about the
enormous potential found in the Pamir and Hindukush mountain regions of neighboring
nations as well as the Northern Areas of Pakistan.

VISION

Making a Sustainable Society for Future Generations.

MISSION

To create a sustainable society for future generations by promoting the holistic

development of children (0-8 years) by providing essential ECD services at household
and community level in susceptible and marginalized communities.

CORE VALUES

According to the Rupani Foundation, putting money into children guarantees that the
globe will have a healthy future. In impoverished communities, the Foundation uses
Early Childhood Development (ECD) as a weapon for socioeconomic transformation. It
also assists parents and kids in realizing their own ability to influence their
communities.RF upholds these fundamental principles in order to accomplish its
objectives.
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HR POLICIES:

Code of Conduct and Ethics:

Equal Opportunity and Non-Discrimination:

● Ensuring that every employee receives equitable treatment and opportunities,

irrespective of their gender, race, religion, or other attributes.

● Outlawing harassment and discrimination at work.

Recruitment and Selection:

● Defining the hiring procedure, including the criteria for selection, interviews, and
job listings.

● Ensuring the hiring process is fair and transparent.

Compensation and Benefits:

● Describing the remuneration packages, benefits, and salary structures that the
company offers.

● Addressing matters like bonuses, pay scales, and benefits for employees.

Performance Management:

● Establishing performance evaluation mechanisms, including goal-setting and

regular feedback.

● Describing the steps involved in creating development plans and performance

reviews.

Training and Development:

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 ● Promoting lifelong learning and career advancement.

● Defining possibilities for workshops, training, and skill development.

Leave and Attendance:

● Defining the rules pertaining to various leave categories (sick leave, annual
leave, maternity leave).

● Describing the steps involved in seeking and monitoring leave.

Health and Safety:

● Establishing a healthy and safe working environment.

● Defining occupational health standards, emergency protocols, and safety

measures.

Flexibility and Remote Work:

● Creating guidelines for flexible work hours, remote work, and other work
arrangements.

● Addressing the standards that remote workers should have for productivity and
communication.

Data protection and confidentiality:

● Describing procedures for managing private information and safeguarding data.

● Ensuring adherence to pertinent privacy laws and guidelines.

Employee Grievance and Conflict Resolution:

● Putting in place channels for workers to air grievances and issues.

● Defining the processes for managing disputes and resolving conflicts.

Social Responsibility and Sustainability:

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 ● Including the company's dedication to sustainability and social responsibility into
HR procedures.

● Encouraging staff members to take part in volunteer or community service

initiatives.

EMPLOYEE SELECTION AND RECRUITMENT PROCESS:

Job Advertisement:

● Finding a job opening within the company is usually the first step in the process.

● The position is advertised on the company website, employment portals, and

other pertinent platforms after a job description and prerequisites are written.

Submission of Applications:

● Interested parties may email or use the company's online application system to
submit their applications.

Resume screening:

● HR specialists evaluate resumes received in order to select applicants based on

the required education and work history.

First Contact:

● Those who have been shortlisted for a post may be called for a preliminary
screening, which may consist of a phone call or an initial interview to determine
their suitability for the role.

Interviews:

● Those who made the short list are invited to interview. This could involve one or
more rounds of technical interviews, HR interviews, and perhaps hiring
managers' interviews.

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Evaluation Exams:

● Candidates may be asked to participate in skill evaluations, aptitude tests, or

other assessments, depending on the requirements of the role.

Reference Verification:

● To learn more about the applicant's performance and employment history, the
company could get in touch with their references.

Job Offer:

● Following the candidate's successful completion of each level, a formal job offer
is made, outlining specifics like duties, pay, and other pertinent information.

Onboarding:

● The process of bringing a candidate up to speed on the company's policies and

culture, including paperwork and orientation, starts as soon as the candidate
accepts the offer.

PENALTY AND REWARDS RULES:

Organizational policies pertaining to incentives and punishments, which are frequently

associated with performance management, may differ and evolve over time.

Generally, welfare foundations use incentive and punishment systems.

Financial incentives

● In the form of profit-sharing, bonuses, and performance-based compensation

are examples of rewards.

Acknowledgment and Prizes:

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 ● Employee of the Month, ceremonies honoring exceptional achievement, or
prizes for distinction.

Opportunities for professional Development:

● Opportunities for professional progression, skill development courses, and

promotions.

Non-Cash Incentives:

● Retirement plans, health benefits, and other non-monetary perks.

Penalties (or Remedial Actions):

Performance Enhancement Plans (pips):

● A Performance Improvement Plan (PIP) may be used to identify specific areas

for improvement if an employee's performance is below expectations.

Training and Development:

● To address performance concerns, further coaching or training may be required.

Progressive Disciplinary Measures:

● A series of disciplinary procedures that could involve written warnings, verbal

warnings, and, in extreme cases, harsher penalties.

Termination:

● Termination may be an option in situations involving grave misconduct or

persistent performance problems.

RULES AND REGULATIONS FOR EMPLOYEES:

No Foundation employee shall:

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 ➔ Engage in speculative deals or transactions with securities, shares, or anything
else.

➔ Participate in horse racing, betting, or contract wagering.

➔ Take any drugs or other similar intoxicants, or participate in any related

transactions.

➔ Take part in any type of personal business you like.

➔ Engage in any subversive or political activity.

➔ Accept any gifts or presents that the company may get from current or potential
clients, suppliers, or vendors.

➔ Participate in any criminal activity at all, including bribery or corruption.

➔ Participate in union activities on Bank property or invite outsiders to participate in

union activities at the Bank.

➔ Bring guns onto the organization's property.

➔ Engage in union business during business hours.

➔ Participate in unlawful actions of a political or criminal nature.

Green Hiring and Choosing:

● Stressing the need to hire people who are sincerely committed to environmental
sustainability.

● Incorporating environmental requirements into candidate assessments and job

descriptions.

Training and Development:

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 ● Offering staff members courses on environmental sustainability.

● Encouraging staff members to take part in green practice-related conferences,

workshops, or courses.

● An environmentally friendly workplace encourages trash reduction and energy

conservation in the workplace.

● Promoting the use of carpooling, public transit, or telecommuting as ways to

lessen the impact of travel.

● Sustainable Procurement: Putting procedures in place that give buying

ecologically friendly goods and services first priority.

● Ensuring suppliers follow environmental guidelines and regulations.

● Developing green teams and awareness campaigns to involve staff in

sustainability activities is known as "green employee engagement."

● Encouraging staff members to offer suggestions for lowering the company's

environmental impact.

● Flexible Work Schedules: One way to cut down on commute times is to offer
employees reduced workweeks or flexible work schedules.

● Allowing for remote work choices to reduce the requirement for regular office
attendance.

Green Rules & Regulations:

● Creating and putting into practice rules and regulations that promote
environmental sustainability.

● Letting all stakeholders and staff know about these policies.

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● Performance Evaluation: Integrating objectives for environmental sustainability
into assessments of employee performance.

● Praising and awarding staff members who make major contributions to

environmental projects.

● Participating in ecologically sustainable community initiatives is known as

community engagement.

● Encouraging staff members to take part in volunteer work that supports

environmental preservation.

THE END