Tamrin International Trading PLC has established an HR policies and procedures manual to support its growing business operations. The company imports and exports a variety of goods and has around 250 employees. It aims to enhance efficiency and profitability through this manual. The manual covers topics such as working hours, leave policies, performance evaluations, and attendance management in accordance with Ethiopian labor law. The goal is to develop a competent workforce and provide clear guidance on human resource issues and records management.

1. In
By:
Aregawi Gebru

2. INTRODUCTION
HRM POLICIES &
PROCEDURE MANUAL
2
By:
Aregawi Gebru(FAD Manager)
Tell: 0909919122

3. 1. INTRODUCTION
 Tamrin International Trading PLC has
redefined its organizational model to enable
successful implementation of its strategy and
the Company’s aspirations for growth &
productivity.
3
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

4. 1. INTRODUCTION
 Human Resource Management (HRM) is the function
within an organization that focuses on recruitment,
development, placement and other related functions.
 It is the organizational function that deals with issues
related to people such as compensation, hiring,
performance management, organization development,
safety, wellness, benefits, employee motivation,
communication, administration, and training.
 It is also a strategic and comprehensive approach to
managing people and the work place culture and
environment
4
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

5. 1. INTRODUCTION
 Establishment and Engagement the Company
 Tamrin International Trading Plc, as per the company’s
profile statement, was established as a tour and guide
operator with a sole proprietorship legal status and later
since 2009 it has been operating as private limited company
engaged in import and export businesses. In the import
business, importing and trading various general goods, such
as steel bar, bitumen, etc. and automotive such as
construction machines, vehicles, dry cargo transport
vehicles etc. In the export business, it is engaged in
exporting different oil seeds, cereals, sesame, green coffee,
and other agricultural products.
5
By: Aregawi Gebru, MA, 2011 E.C
(Instructor)
Tell: 0909919122

6. 1. INTRODUCTION
Establishment and Engagement the Company
 Currently, there are about 249 employees working for Tamrin
International Trading Plc, out of which 99 are permanent while150
of them are contract employees,
 Since 2017, the company has been expanding itself and diversifying
its lines of business in investing on construction, manufacturing and
hotel businesses by establishing independent private limited
companies to run their respective business lines.
6
By: Aregawi Gebru, MA, 2011 E.C
(Instructor)
Tell: 0909919122

7. 1. INTRODUCTION
Establishment and Engagement the Company
 Tamrin International Trading Plc has come to a decision to get the
service of an independent consulting firm to prepare a strategic plan,
undertake comprehensive organizational and pay systems study which
will enhance efficiency and profitability of the business company,
thereby to enable them maintain sustainable growth in the dynamic
economic environment.
 This HR Policy and Procedure Manual is therefore, part and parcel of
the main contract Agreement signed between our consulting firm and
Tamrin International Trading Plc.
7
By: Aregawi Gebru, MA, 2011 E.C
(Instructor)
Tell: 0909919122
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

8. 1. TIT VISION(ተልእኮ)
“becoming customer’s first choice for the
supply of quality products and services at
competitive price by the year 2025.”
8
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

9. 1. TIT MISSION(ተልእኮ)
 “to export quality agricultural and agro based pr
oducts to the international market, import comple
te built and assemble quality vehicles to the local
market with which creates values for customers, o
wners and employees through deploying modern t
echnology by conducting socially and environmen
tally conscious business.”
9
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

10. 1. TIT VALUES(እሴቶች)
1. Excellence:
2. Customer Focus:
3. Team work and collaboration:
4. Loyalty:
5. Respect:
6. Accountability:
7. Integrity:
8. Professionalism:
9. Continuous improvement:
10. Commitment:
10
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

11. 1. TIT VALUES (እሴቶች)
1. Excellence: achieving high performance and excellence
through new and innovative ways of doing business.
2. Customer Focus: committed to upholding the highest st
andard in service delivery to customers.
3. Team work and collaboration: the management believ
es that inclusion and collegial are fundamental principles
for high performance. We are more effective when worki
ng together.
11
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

12. 1. TIT VALUES (እሴቶች)
4. Loyalty: working collaboratively with partners, employee
s, customers and suppliers to solve problems and achiev
e goals.
5. Respect: always strive to accept and recognize the valu
e of every individual and treat them with respect and dig
nity
6. Accountability: the courage to take ownership of proble
ms, mistakes, success and failure is of great importance.
The identification of problem is important at Tamrin and t
he delivery of solution is vital to company success.
12
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

13. 1. TIT VALUES (እሴቶች)
7. Integrity: acting with honesty, responsibility and respect to
wards all the people and organizations with which we intera
ct.
8. Professionalism: maintaining high level of professionalism
through continuous competency development endeavors.
9. Continuous improvement: actively listening and learning i
n order to improve company working systems and perform
ances and grow as individual.
10. Commitment: committed to ensure the success of company cust
omers, partners, employees and shareholders.
13
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

14. 1. TIT HRM & LOGISTICS DEPARTMENT
MISSION STATEMENT
 To assist the entire company community by creating
competent, capable and efficient work force through
continuous capacity building and HR development programs.
 Also supports the company’s community in interpreting
human resource policies and strategies and providing timely
and accurate information and prompt service on human
resource issues.
 The main areas of service include: management advice in HR
related matters, records management systems, hiring and
staffing functions, benefit administration, employee relation,
grievance handling, organizational diversity and cultural
awareness initiatives.
14

15. WORKING HOURS
 TIT HRM POLICIES & PROCEDURES
MANUAL is Drived from ETHIOPIAN
LABOR LAW(የአሠሪና ሠራተኛ ጉዳይ አዋጅ)
PROC.NO.1156/2011.

15
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

16. WORKING HOURS

16

17. WORKING HOURS

17

18. WORKING HOURS

18

19. ATTENDANCE Management(TIT HR Law
Art 12.4.2(a)
 All workers Must be on duty in
time Sign three Times per a Day
1. Morning Up to 2:00
2. After Noon …. 7:00
3. Exit Time …... 11:00
19
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

20. ATTENDANCE Management(TIT HR Law
Art 12.4.2(a)
 All workers Must be on duty in time &
Daily Report is Produced Weekly
about:
1. Workers On Duty,
2. Absenteeism,
3. Leaves(Sick Leave,
4. Time Wasted due to late arrival
20
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

21. Leave Management(TIT HR Law Art 18)
1. Annual Leaves (TIT HR Law Art.18.2.1.1)
Starting 16Days for new entrants
2. Sick Leaves (TIT HR Law Art.18.2.1.2)
3. Maternity & Support Leave(TIT HR Law
Art.18.2.1.3)PRE30PRO90 DAYS)
5. Mourning and Emergency Leave(TIT HR
Law Art.18.2.1.4)
6. Marriage Leave(TIT HR Law Art.18.2.1.5) 5Days
with providing legal Marriage Certificate.
21

22. Leave Management(TIT HR Law Art 18)
6. Court Leave (TIT HR Law Art.18.2.1.6) By
presenting valid document writing by any
competent government to testify as witness
or any other valid reason.
7. Exam Leave,
8. Leave to Attend Trainings18.1.2.8
9. Leave Without Pay & any other leave of
absence from duty shall be documented
and kept in personal files of each individual
employee.
22

23. Leave Management(TIT HR Law Art 18)
 Exam Leave(TIT HR Law
Art.18.2.1.7)
 Permanent employee Permits exam leave with
pay that will be deducted from his/her annual
leave shall be granted until he/she finishes the
examination/national exams paid leave of
absence will be granted for as long as the exam
lasts but the employee is required to produce
evidence that he/she has taken the exam on that
date/s he/she was absent from work.
23

24. Leave Management(TIT HR Law Art 18)
 Leave to Attend Trainings (TIT HR
Law Art.18.2.1.8)
 An employee, designated by the company to
attend courses related to his/her job shall be
entitled to leave with pay.
24
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

25. Leave Management(TIT HR Law Art 18)
 Leave Without Pay (TIT HR Law Art.18.2.2)
 If an employee, all annual Leave is Already used can be entitled
to leave without pay with written request & granted, a letter shall
be written to the employee setting forth the type and duration of
said leave without pay consistent with the provisions of the
policy.. such leave shall be examined and the duration shall be
agreed upon in advance.
 If the employee doesn.t report to work as agreed, the company
reserves the right to dismiss the employee.
 leave without pay shall not exceed 30 consecutive days for non
management employees.
 Approved by General Manager of the company only
25
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

26. Employee Performance Evaluation(TIT
HR Law Art 13) Objective
 According to TIT HR Law Art 13.3.4 the
performance evaluation of all company
permanent and contract employees shall be
made twice a year
1. From July 1 to December 30
 (1/11/0000 E.C. to 30/04/0000 E.C.) and
2. From January 1 to June 30
 (1/05/0000 E.C. to 30/10/0000 E.C)
26
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

27. Employee Performance Evaluation(TIT
HR Law Art 13) Objective
1. To evaluate the employees determination & commitment
to his/her duties, work result and quality of work based
on tangible evidence.
2. To use the outcome of the evaluation as the bases to
determine salary increment, promotion incentive
scheme, training of company employees etc.
3. To identify the potential strength and weakness of
company employees for taking corrective measures for
the weakness can be applied effectively.
4. To identify the training need & prepare short, medium
and long term periods training plans.
27

28. Employee Performance Evaluation(TIT
HR Law Art 13) Objective
5. To improve quality of work & to increase productivity.
6. To promote employee to the next higher position based
on the current performance.
7. To see what improvements should be made in
employee's recruitment and selection, placement,
promotion and transfer policies.
8. To use the result as a ground for disciplinary action like
termination of employment contract due to poor
performance.
9. To ensure that staffs are rewarded in terms of individual
contribution to the achievement of the company's goal
28

29. 29
Thank You!
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122

30. Uestion
&
nswer
By:
Aregawi Gebru
FAD Manager
Tell: 0909919122