- TYPES OF HR POLICIES -

 Recruitment Policies
 New Regular Staff Employee Orientation
 Staff Retention
 Attendance and Leave Policies
 Grievance Handling
 Drugs/Alcohol Abuse
 Employee Relations
 Personal Debts
 Performance Evaluation (KPI)
 Feedback and Coaching
 Insurance Policy and other benefits
 Termination Policy
 Recruitment Policies

 Two ways of recruitment.

 Recruitment is done outside of the house.
 Recruitment is done in-house.
 External Recruitment chart
Post Job Internally

Scope Out
Current Workforce

Collaborate With
The HR
Department

Communicate
Qualifications and
Application Rules

Set a Date for

Candidate
Selections

Qualified Not Qualified?

Provide Feedback And Comments

to Every candidate
Internally Recruitment chart
 Receive
Recruitment Selection Advertise for
application for
Requisition Criteria the job
the job

A Categories
Suitable for the Application
Job into A and B

Yes Assess B
Interview
against Unsuitable for
candidates
criteria the Job

No
Assess
against
criteria No

Yes

Assess
Second No
against
interview
criteria

Yes
Add to data bank
Job offer and send thanks
mail
 New/Regular Staff Employee Orientation
 90 Days orientation period is important to
• Assess the employee’s job performance
• Evaluate the employee’s overall compatibility
• Orient the employee to the job.
 HR file of each staff employee is maintained.
 File includes the following Documents:
• ID Proof
• Permanent Account Number
• Address Proof
• Copy Of Employment Agreement
• Educational Certificates
• Professional Certificates
 Staff Retention

 Employees as Assets.
• Our environment places attention on systems that inform us of what the talent needs are.
• Attention is given to attracting and selecting the right people.
 Culture of Interdependence.
• We focus on building relationships and do not take on this challenge alone.
• Create and maintain systems that allow people to grow professionally
 Attendance And Leave Policies

• Being absent from or reporting to work after the scheduled beginning time requires the employee to
properly notify the supervisor in advance.
• The department head is responsible for maintaining work schedules.
• Employees are allowed to take 1 leaves in a month.
• Medical leaves are allowed with a valid medical certification.
• They can also avail a 12 casual leaves in a year.
• The firm will provide a additional 6 festival leave in a year.
• No leaves are allowed in Probation period of 90 days.
 Grievance Handling

• The proceedings are informal in nature.

• If the grievant chooses to take legal action, the internal grievance process will cease.
• At all stages of the grievance investigation, all employees, including the grievant, must cooperate.
• A detailed grievance procedure is required.
 These grievance procedures may not be used for the following:
• To address an employee’s dissatisfaction with the Company.
• To appeal performance evaluations.
• To address actions from individuals outside of the Company
• To address situations over which the HR lacks authority to remedy
• To address dissatisfaction with the grievance policy
 Process Of Grievance Handling
 Stage 1
• The grievant shall state the nature of the grievance in writing.
• The decision of the departmental official shall be given in writing to the grievant.
• Copies of the appeal and decision shall be forwarded to HR

 Stage 2
• If the grievant is not satisfied with the decision at Stage I
• The grievant may appeal in writing to the Human Resources.
• HR shall investigate the appeal.
• The Senior Officer shall render a decision in writing.
 Drug/Alcohol Abuse

• Strictly Prohibited on Metro Agencies Property.

• Being under the influence or the unauthorized use of drug/alcohol.

• Reporting to work under the influence of drug/alcohol.

Actions

• Verbal and Written Warnings.

• Termination of Employment.
 Employee Relations
• Supervisors are responsible for training, assisting, motivating, directing and correcting behaviour of staff.

• Supervisors are responsible for informing their subordinates of management's expectations.

• Supervisor should seek to correct the problem with the least amount of disruption to the work environment.

• Progressive discipline is utilized for regular, no probationary employees and may include oral warning,
written warning, suspension, and ultimately discharge.

• Oral warnings are typically issued during a private conference between the supervisor and the employee

• Employees may be issued a written warning as a letter or memo.

• Non-exempt employees may be suspended without pay for incidents which are serious enough to warrant
summary suspension.
 Personal Debts

• The Company expects its employees to be prompt in the payment.

• Any employee who fails to do so may be subject to a writ of sequestration or other payroll
deduction.
• The Firm is not responsible for personal debts between employees.
 Performance Evaluation

 The Company’s performance evaluation system is called Performance Evaluation (PE)

 The PE system is designed to:
• Promote and document performance assessments based on essential job functions and clear,
realistic job standards.
• Promote a high level of employee performance through consistent feedback from supervisors
 Feedback and Coaching

• The purpose of feedback and coaching is to recognize effective performance and provide
coaching for improvement.
• Opportunity for supervisors and employees to discuss and update job standards set at the
beginning of the year.
• The analyse of the performance is based on KPI.
 Termination Policy

 If the employee terminates the employment relationship:

• The employee shall fulfil the notice associated with the position he occupies.

 If the employee is terminated for reasons which are considered misconduct:

• The termination shall generally be immediate

 If the employee is terminated for reasons which are not considered misconduct :

 The termination shall generally occur after at least one documented discussion with
the employee.