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HumanResourcesProcessesManualIntroductionTheprocedurescontainedinthismanualarenotissuedasanamendmentorsubstitutiontotheHumanResourcesPolicy,localemploymentpractices,whichprevailincaseofanyvarianceininterpretation.Theyareintendedtoestablishspecifichumanresourcesprocedureswithintheframeworkoftheabovepolicies.ThekeypurposeofthismanualistoserveasaguideforManagerswithintheorganizationandHumanResourcesPersonnalDefinitionsMangerreferstoanystaffwithintheorganization,retailofficesworld–widewithdirectsupervisoryresponsibilitiesoverpeople.GHRreferstothepersonorpersonsinchargeofHumanResourcesinHuman,aspertheauthoritydelegatedbytheDirector.HeadofdepartmentreferstothepersoninchargeofagivendepartmentasofficiallynominatedbytheOrganization.HowtousethismanualTheproceduresinthismanualaregroupedinchapters.Thechapterorganizationintendstoreflectthelifecycleofastaffsthroughtheorganization.Everyprocedurecomprisesthefollowingsections:Introduction:Introducingthepurposeoftheprocedureand/orprocesses.Responsibility:Establishedtheresponsibilitiesofmanagerand/orGHRforimplementingtheprocedureProcedure:Descriptionofthestepsrequiredforimplementingtheprocedure.GuidelinesforHRMG:ProvidesdetailedguidelinesforHRMG.SpecificconditionsandconsiderationsAstheseproceduresprovidegeneralguidelines,itmaybenecessarythatspecificconditionsorconsiderationsaredevelopedtoensureconsistencywiththerules,legislationandpracticeprevailingataparticulardepartment.Suchprovisionsmaybeappendedtoanyoftheprocedurescontainedinthismanualandmayincreasedetail,statespecificdifferences,orincludeparticularconsiderationstotakeintoaccountwhenapplyingtheprocedurelocally.TableofContentsChapter1–RecruitmentandappointmentSection1–RecruitmentprocessSection2–AppointmentandinductionSection3–StaffmembercontractsSection4–Internaltransfers(IfAny)Section5–ProbationaryperiodSection6–EmploymentofrelativesSection7–InternSection8–Temporarypersonnel/ContractStaffSection9–PostRetirementChapter2–PositionManagementSection1–PositiondescriptionsSection2–GradestructureSection3–PositionevaluationSection4–SpecialAllowances–OvertimeClaimChapter3–CompensationandbenefitsSection1–CompetitivecompensationstructureSection2–SalaryreviewsSection3–BenefitsChapter4–PerformanceManagementSection1–PerformancemanagementSection2–ProgressreviewandfeedbackSection3–AnnualperformanceevaluationSection4–RewardsformeritChapter5–ProfessionaldevelopmentandtrainingSection1–TrainingneedsassessmentSection2–OnthejobtrainingChapter6–PersonnelfilesSection1–PersonnelfilesChapter7–GeneralemploymentproceduresSection1–LeavesSection2–PersonalloansSection3–ConfirmationofEmploymentandReferences/TestimonialSection4–ResignationSection5–Appearance/DressCodeChapter8–ResponsibilitiesofstaffmembersSection1–OutsideactivitiesSection2–DisciplinaryproceduresChapter9–PersonalGrievancesSection1–GrievanceprocedureChapter10–Termination/redundancy/dismissalSection1–TerminationofemploymentSection2–RedundancyAnnexesAnnex1–EmploymentRequisitionFormAnnex2–PersonalParticularFormAnnex3–RelianceSocialClubMembershipApplicationFormAnnex4–EmployeeExitInterviewFormAnnex5–EmployeeClearanceandHandoverFormAnnex6–PerformanceAppraisalFormAnnex7–ApprenticeshipTraineeAssessmentFormAnnex8–ApprenticeshipTraineeFeedbackFormAnnex9–PostRetirementRecommendationFormAnnex10–PostRetireeFormAnnex11–SalaryAdvanceApplicationFormAnnex12–AnnualLeavePlanAnnex13–LeaveApplicationFormAnnex14–JobApplicationFormAnnex15–OvertimeClaimFormAnnex16–InterviewAssessmentFormChapter1RecruitmentandAppointmentSection1–RecruitmentprocessSection2–AppointmentandinductionSection3–StaffmembercontractsSection4–Internaltransfers(IfAny)Section5–ProbationaryperiodSection6–EmploymentofrelativesSection7–InternSection8–Temporarypersonnel/ContractStaffSection9–PostRetirementSection1–RecruitmentProcessResponsibilitiesManager-ObtainApprovaltocreateanewpositionortofillavacancy,identifyoIstheemploymentinlinewiththemanpowerstructureasplannedandapprovedinABPoIstheemploymentcriticalinsupportingtheneedsofthebusinessoperationsoCanthejobresponsibilitiesbeingsharedwithothersortheemploymentbeoftemporaryoffixedtermoTheoverallperformanceofthecompanyandbusinessvolume-Preparejobdescription(refertoChapter2,Section1–PositionDescription)-ProvideGHRwithdeadlineforapplication,desiredinterviewdates,selectioncriteriaandmethod.-ProducesshortlistofcandidatetobeinterviewedGroupHumanResources(GHR)-Co-ordinatetherecruitmentprocessandprovidesadvicetoManageratallstages-Establishesthefunctiongroup/gradeoftheposition(RefertoChapter2–Section3–PositionEvaluation),andprovidesanappropriatesalaryrange(refertoChapter3–Section1–Competitivecompensationstructure)-Advertisethevacancy,performsaninitialscreeningofcandidates,priortoshortlisting-AcknowledgeapplicationandsubmitfilestotheManager&unsuccessfulapplicantProcedure1.CreationofnewpositionApprovaltocreateanewpositionisnormallygrantedintheannualbudgetaryprocess.Forsuchpurpose,theconcernManagermustsubmittheappropriatejustificationstogetherwithacomprehensivepositiondescription.2.ClearancetofillvacancyOnlywhe