Policy & SOP development

We will develop and package your HR Management policies into a sound HR Manual, Staff Handbook, whatever you call it; and implement it through expert processes to cultivate your much desired behavior and organizational culture. Productive culture of course.

Why policies are important

  • Keep the organization in compliance with legislation and provide protection against employment claims
  • Document and implement best practices appropriate to the organization
  • Support consistent treatment of staff, fairness and transparency
  • Help management to make decisions that are consistent, uniform and predictable
  • Protect individuals and the organization from the pressures of expediency

 

List of policy

 

CHAPTER 1: INTRODUCTION

1.1 Introduction to the Manual

1.2   Responsibilities of the Employee and behavioral norms

1.3 Purpose and applicability

1.4 Professional Code of Conduct

1.5 Classification of Employees

1.6 Commencement of Service

1.7 Probation Period

1.8 Termination within probation period

1.9   Resignation during Probation period

1.10 Confirmation

1.11 Re-designation

1.12   Transfer

1.13   Formal handing over charges on transfer

1.14 Joining period on transfer

1.15   Inability to join within the stipulated time

1.16 Temporary Duty Transfer

1.17 Full-time employment

1.18   Honorary membership with other organizations

1.19 Policy implementation and monitoring

1.20 Policy amendment process

CHAPTER 2: RECRUITMENT AND SELECTION  

2.1 Principles

2.2 Hiring principles

2.3 Principles on Gender Relation

2.4 Job Analysis Information

2.5 Job Description (JD)

2.6 Vacancy Announcement

2.7 Short list of applications

2.8 Test/Interview and selection

2.9 Some Benchmarks

CHAPTER 3: STAFF SALARY AND BENEFITS  

3.1 Salary and Benefits: Principles

3.2 Salary increment/Salary rise

3.3 Career Development

3.4 Position, Level and Salary Structure

3.4.1 Basic salary scale of 2006 for staff members

3.5   Salary

3.6   Basic Salary

3.7 Cost of Living Adjustment (COLA)

3.8 Review of Salary Structure

3.9 House Rent Allowance

3.10 Conveyance Allowance

3.11 Medical Allowance

3.12 Children’s Education Allowance

3.13   Overtime

3.14 Salary Deduction

3.15 Staff Income Tax

3.16.1 Gratuity

3.16.2 End of Contract Benefit

3.17 Festival Allowance

3.18 Voluntary Contribution

3.19 Telephone Allowance

Table # 3.19 Allocation of Telephone allowance

3.20 Travel Allowance

3.20.5 Travel Cost

3.20.5 Travel Allowance: Mode of Transport, Lodging and Perdiem

3.20.6 Meal Allowance

3.21 International Travel

3.22 Foreign Travel Allowance

3.23 Transfer Allowance

3.24 Staff Insurance Coverage

3.25 Child Care Facility

3.26 Bi-cycle for Support Staff

3.27 Expenses of Trustees

CHAPTER 4: TRAINING, STAFF DEVELOPMENT AND INTERNSHIP  

4.1    Objective 

  4.2 Basic Principles

 4.3 Responsibility 0

4.4  Type of Training

 4.4.1 Evaluation

 4.6 Induction and Orientation

 4.7 Career planning for the staff

 4.8  INTERNSHIP

4.8.1   Intern 

4.8.2 Qualification

n 4.8.3 Application & Selection Process

4.8.4 Terms of Contract

 4.8.5 Supervision

4.8.6 Tenure

4.8.7 Performance Evaluation

4.8.8 Placement

4.8.9 Working hours and Leave

4.8.10   Allowance  

4.8.11 Office & Related Facilities

4.8.12 Reporting, Evaluation & Certificate

 4.8.13 Future Prospects in the Company

4.8.14 Termination

CHAPTER 5: LEAVE AND HOLIDAYS

 5.1 General Condition

5.2  Office Hours   

5.3  Holidays

5.4 Attendance

5.5  Leave Policy: General Principles

 5.5.11 Categories of leave

5.5.11.1 Earned Leave   

 5.5.11.2 Leave facility for illness

5.5.11.3 Casual leave

5.5.11.4 Maternity Leave 

5.5.11.5 Service condition during maternity period 

5.5.11.6 Special Leave

 5.5.11.7 Compensatory leave

5.5.11.8 Leave without pay

5.5.11.9 Rest and Recreation leave

5.5.12      General Procedure of Applying for and Availing of Leave

CHAPTER 6: PERFORMANCE MANAGEMENT SYSTEM

6.1  Principles

  6.2 Performance management process

6.3. Performance rating

6.4. What to evaluate and who

6.5 Appraisal form and Timeline

6.6 Appraisal outcome

6.7 Appraisal Copy

6.8   Special Reward for Outstanding Performance

CHAPTER 7: DISCIPLINARY ACTION AND SEPARATION

7.1   Objective 

7.2 Termination

7.3 Termination Benefits

7.4 Misconduct Defined

7.5 Show Cause

7.7  Investigation

7.8 Punishment

7.9 Procedure of Suspension

7.10 Grievance Procedures

7.11 Retrenchment    

7.12 Benefits of Retrenched Staff

7.13 Release