HUMAN RESOURCES
POLICIES
PRESENTED BY : YASSER MEJJAD & YOUSSEF CHOUNDI
Human Resources Policies :
Recruitment Policies
New Regular Staff Employee orientation
Staff Retention
Attendance and Leave Policies
Grievance Handling
Drug/Alcohol Abuse
Employee Relations
Personal Debts
Performance Evaluation
Feedback and Coaching
Insurance Policy
Recruitment Policies
Recruitment is done in-house
Detailed Recruitment Process to guide
Advertising the position : To ensure that the applicant pool is diverse and
qualified
Screening/Interviewing Candidates
Offering the position
Concluding the search
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
New / Regular Staff Employee Orientation
HR file of each staff employee is maintained
File includes the following Documentes :
• ID Proof
• Permanent Account Number
• Adress Proof
• Copy Of Employment Agreement
• Educational Certificates
• Professional Certificates
Staff Retention
Employees as Assets
• The 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
• 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
begining 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 three leaves in each quarter
6 medical leaves per year are also allowed
They can also avail 6 casual leaves.
No leaves are allowed in probation period of 90 days
Grievance Handling
The proceedings are informal in nature.
If the grievant choose to take legal action , the internal grievance
process will cease .
All employees , including the grievant , shall cooperate at all
stages in the investigation of a grievance .
Detailed Grievance procedure is required .
Grievance Handling
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
Grievance Handling: Process
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
Grievance Handling: Process
Stage 2 :
If the grievant is not satisfied with the decision at the Stage 1
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 Prohibted on Talisman solution’s Property :
Drug/Alcohol abuse
Being under the influence or the unauthorized use of
drug/alcohol .
Reporting to work under the influence of drug/alcohol
Drug/Alcohol Abuse
Corrective Actions :
Verbal and written Warnings .
Termination of Employment .
Employee relations
• Supervisors are responsible for training, assisting, motivating, directing and correcting
behavior 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, non- 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
• Nonexempt employees may be suspended without pay for incidents which are serious
enough to warrant summary suspension
Personal Debts
• Personaompany 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
Performance Evaluation
The Company’s performance evaluation system is called
Performance Evaluation (PE)
• The PE system is designed to:
1. Promote and document performance assessments based on
essential job functions and clear, realistic job standards
2. Promote a high level of employee performance through
consistent feedback from supervisors
Feedback and Coaching
• Occur on an ongoing basis and at the optional mid-year review.
• 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
Insurance Policy
• The Company makes available group accidental & death
insurance coverage for employees.
• This is only for Regular/Confirmed Employees
Termination Policy
• If the employee terminates the employment relationship:
• The employee shall fulfill 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.
The code of conduct includes the following:
Ethical Principles
• Honesty
• Integrity
• Promise keeping
• Loyalty
• Fairness
• Respect for others
• Law abiding
• Commitment to excellence
• Reputation and morale
• Leadership
• Accountability
The code of conduct includes the following:
Values
• People working here should be honest, unbiased, and have unprejudiced
work environment.
Accountability
• Taking responsibility for your own action To ensure appropriate use of
information exercising diligence, and duty of care, obligations avoiding
conflict of interest.
The code of conduct includes the following:
Standard of Practice
• Maintaining active personal and professional development programs
• Creating and supporting an environment that fosters teamwork,
emphasizes on quality, recognizes the customer, and promotes learning.
• Maintaining a commitment to the improvement of the professional
• Addresses concerns
• Provides for performance and quality management training
• Establishes specific quality related goals for management
The code of conduct includes the following:
Disciplinary Actions at work can be performed due to any of the
following reasons:
• Abusive Behavior at work place.
• Uninformed Absence at work place.
• Lack of work Standard.
Sorting Out Problems
• Sorting out informally.
• Disciplinary and dismissal procedures.
All policies are subject to
review and periodic
revision.
Thanks for your
attention
