This document outlines the HR policies and procedures of AALAT L.L.C based on UAE Labor Law No 8 from 1980. It discusses recruitment and selection procedures, including manpower planning, recruitment methods, job descriptions, interview and selection processes. The recruitment and selection process is to be approved by HR and management. The document provides details on forming interview panels, their roles and responsibilities, and the steps to fill vacancies both internally and externally in accordance with company policies and budget.
The document outlines the contents of an HR policy manual for a company. It includes sections on the company overview, employment policies, employment status and records, employee benefits, payroll, workplace guidelines, and e-policies. The policy aims to establish principles for managing employees and provide guidance to HR on topics such as hiring, compensation, time off, conduct, and technology usage.
This document discusses various types of leave policies for employees including casual leave, earned leave, maternity leave, paternity leave, sick leave, and leave without pay. It provides details on the company policies for each type of leave, such as allowing 10-12 days of casual leave but not more than 2 consecutive days, and eligibility for earned leave of 1 day for every 20 days worked for adults and 15 days worked for those under 15. Overall the document outlines different leave options and the guidelines regarding each according to the company's HR policies.
The document outlines the HR policies of Senbo Engineering Ltd. It discusses the company's recruitment, induction, performance evaluation, counseling, career planning, training, and retirement policies. The objective of the HR policies is to provide opportunities for employees' all-round growth and development while helping them realize their potential and contribute to organizational goals. This is achieved through various programs and facilities like training, job rotation, and performance appraisals.
HR policy in HRm at BIM (lecture_03 class)abir hossain
The differences between policies and procedures can be summarized as follows:
Policies guide of decision making, while procedures drive actions.
Policies leave some room for managerial discretion, while procedures are detailed and rigid.
Policies are an integral part of organizational strategies, while procedures are tactical tools.
Policies are generally formulated by top management, while procedures are laid down at lower organizational levels in line with policies.
Policies are more evergreen than procedures. Procedures change more frequently, because they should be adaptable to the changing operational environment and technological advancements.
Hr Policy / Employee Catalogue - A template for your companyManeesh Garg
I have designed this HR policy in a way that it can be used as a template or model for designing employee rule book for any company. Data is taken from various sources. The company name used in this policy document is a dummy name and has no relation directly or indirectly with any company or individual.
To get a copy of this HR Policy, share your views about the document with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new uploads don't forget to press the "FOLLOW" and "LIKE" button. You can also mail me at manigarg21@gmail.com
The document is an HR policy manual for Tameer Microfinance Bank. It contains policies and procedures related to various HR functions such as employee classification, compensation and benefits, code of conduct, organizational development, and HR operations. The manual provides guidance for implementing consistent HR practices across the organization.
This document outlines several human resource policies for an organization, including recruitment, leave, health and safety, termination, and expenses policies. The recruitment policy describes the purpose of hiring the most suitable candidates without discrimination and the hiring process, including reference checks and offering letters. The leave policy covers different types of leave such as sick, personal, maternity and educational leave. The termination policy provides guidelines for terminating employees, including required notice and final pay. The expenses policy specifies which work-related expenses employees can claim reimbursement for with receipts.
We, at “Neusource Process Outsource Private Limited”, a fastest growing Accounting & Business Consulting firm in India, carrying the single mission of corporate growth by consulting, coaching, training & supporting etc., by all means to the businesses & men working in those businesses, firmly believe that human resource is the single most precious asset of any organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity.
We are committed to continual improvement and excellence in all our HR interventions through:
Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values.
Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization.
Developing and nurturing an organizational climate which encourages creativity and innovation.
Inducting appropriate quality of manpower and retaining them.
Making proactive efforts to maintain cordial relations and discipline among the whole team through a system of periodic interaction with employee collectives.
Laying down of all the employee related policies properly and following these transparently
The document outlines the contents of an HR policy manual for a company. It includes sections on the company overview, employment policies, employment status and records, employee benefits, payroll, workplace guidelines, and e-policies. The policy aims to establish principles for managing employees and provide guidance to HR on topics such as hiring, compensation, time off, conduct, and technology usage.
This document discusses various types of leave policies for employees including casual leave, earned leave, maternity leave, paternity leave, sick leave, and leave without pay. It provides details on the company policies for each type of leave, such as allowing 10-12 days of casual leave but not more than 2 consecutive days, and eligibility for earned leave of 1 day for every 20 days worked for adults and 15 days worked for those under 15. Overall the document outlines different leave options and the guidelines regarding each according to the company's HR policies.
The document outlines the HR policies of Senbo Engineering Ltd. It discusses the company's recruitment, induction, performance evaluation, counseling, career planning, training, and retirement policies. The objective of the HR policies is to provide opportunities for employees' all-round growth and development while helping them realize their potential and contribute to organizational goals. This is achieved through various programs and facilities like training, job rotation, and performance appraisals.
HR policy in HRm at BIM (lecture_03 class)abir hossain
The differences between policies and procedures can be summarized as follows:
Policies guide of decision making, while procedures drive actions.
Policies leave some room for managerial discretion, while procedures are detailed and rigid.
Policies are an integral part of organizational strategies, while procedures are tactical tools.
Policies are generally formulated by top management, while procedures are laid down at lower organizational levels in line with policies.
Policies are more evergreen than procedures. Procedures change more frequently, because they should be adaptable to the changing operational environment and technological advancements.
Hr Policy / Employee Catalogue - A template for your companyManeesh Garg
I have designed this HR policy in a way that it can be used as a template or model for designing employee rule book for any company. Data is taken from various sources. The company name used in this policy document is a dummy name and has no relation directly or indirectly with any company or individual.
To get a copy of this HR Policy, share your views about the document with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new uploads don't forget to press the "FOLLOW" and "LIKE" button. You can also mail me at manigarg21@gmail.com
The document is an HR policy manual for Tameer Microfinance Bank. It contains policies and procedures related to various HR functions such as employee classification, compensation and benefits, code of conduct, organizational development, and HR operations. The manual provides guidance for implementing consistent HR practices across the organization.
This document outlines several human resource policies for an organization, including recruitment, leave, health and safety, termination, and expenses policies. The recruitment policy describes the purpose of hiring the most suitable candidates without discrimination and the hiring process, including reference checks and offering letters. The leave policy covers different types of leave such as sick, personal, maternity and educational leave. The termination policy provides guidelines for terminating employees, including required notice and final pay. The expenses policy specifies which work-related expenses employees can claim reimbursement for with receipts.
We, at “Neusource Process Outsource Private Limited”, a fastest growing Accounting & Business Consulting firm in India, carrying the single mission of corporate growth by consulting, coaching, training & supporting etc., by all means to the businesses & men working in those businesses, firmly believe that human resource is the single most precious asset of any organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity.
We are committed to continual improvement and excellence in all our HR interventions through:
Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values.
Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization.
Developing and nurturing an organizational climate which encourages creativity and innovation.
Inducting appropriate quality of manpower and retaining them.
Making proactive efforts to maintain cordial relations and discipline among the whole team through a system of periodic interaction with employee collectives.
Laying down of all the employee related policies properly and following these transparently
How To Write An HR Policy That Supports Your Organization’s Culture, Adrienne...The HR Observer
A well-crafted HR policy is a key connector in aligning fit between employees and the organization. HR policies serve as communication tools that help shape employee performance, expectations and behavior. It is critical that your HR policies are keeping these aspects in alignment with your business strategy in order to achieve your business goals. In this practical seminar you will learn and discuss examples of how to write your HR policies so that they will create and enable the type of organizational culture needed to support your organization’s strategic goals.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
This document provides guidance for customizing an HR policy and procedure manual template for a small business. It explains that the template covers topics like recruitment, induction, training, leave policies, performance management, and more. The document guides the user to replace example company names and details with their own, include only commitments they can comply with, and regularly review and update the manual. It emphasizes tailoring the template to the specific needs of the business.
This presentation provides an overview of key HR policies including processes, procedures, recruitment and selection, performance management, compensation and benefits, training and development, and grievance redressal. It discusses the purpose and importance of establishing clear policies in these areas to communicate expectations to employees, ensure regulatory compliance, and create a productive work environment. The presentation also provides guidance on developing comprehensive policies that outline roles and responsibilities, criteria for evaluation, and procedures for implementation.
The document discusses the purpose and cornerstones of a company's personnel policy. It aims to cover business goals, ensure continuity through skilled employees, and offer working conditions that motivate people to develop themselves and the company. The key cornerstones include human resource planning, development, employee structures, and organizational development. The document also provides guidelines for developing a personnel policy, including establishing goals and actions, scheduling, monitoring results, and assigning responsibilities.
This document is an employee handbook that outlines policies and guidelines for employees of ABC Corp Services Private Limited. It covers codes of conduct, terms of employment, general administrative policies, employee development, compensation, termination, leave policies, travel expenses, and internet usage. Some key points include policies on equal opportunity, harassment, conflicts of interest, confidentiality, working hours, holidays, late arrivals, absences, performance reviews, training, salaries, resignations, dismissals, leave allowance including sick leave, maternity leave and paternity leave. The handbook provides a comprehensive overview of HR policies and guidelines for employees.
The authoritative source for small business employee handbooks. Includes editable, customizable Word file for handbook.
Versions for six industries, including Offices, Contractors, Healthcare Providers, Manufacturers, Restaurants and Retailers.
Includes Handbook. Companion Forms, Employer's Poster Kit, Supervisor's Guide, Basic Safety Program and more.
Plus free membership to http://www.YourEmployeeHandbook.com for "Forever Access" to your purchase.
TCS is one of India's largest private sector employers with over 250,000 employees. The document discusses TCS's compensation strategy, including its components such as basic wages, incentives, and employee benefits. It also describes TCS's EVA compensation model which measures operating and financial performance to determine employee compensation. Surveys show high levels of employee satisfaction at TCS compared to industry averages, particularly regarding training, appraisal systems, and overall satisfaction. TCS uses a combination of fixed pay and variable pay linked to performance to incentivize employees.
A study on reward and recognition program 2016Anand Yogesh
“People may forget words; People may forget actions; but people will always remember Respect, Recognition & Appreciation given to them publicly for their contributions....”
Employee Handbooks: From Boring to ModernBryan Timsah
The document discusses making employee handbooks and policies more modern and engaging for employees. It argues that handbooks are currently written like legal documents that are boring and unread. The author advocates using images, graphics, charts, and column formatting to improve readability and encourage employees to actually read the content. An example harassment policy is shown in its original dense format compared to a revised version using formatting techniques like bullets and boxes. The future of handbooks is envisioned as online, interactive documents using links and multimedia created by creative departments beyond just HR.
The presentation highlights the important compensation policies of Nestle. It will help the viewers to understand the compensation management and distribution procedure.
This document is an employee handbook for Griffin Dewatering Corporation that outlines company policies and benefits. It covers topics such as equal employment, drug and alcohol policy, outside employment, conflicts of interest, hiring of relatives, time off policies, and conduct expectations. The purpose is to familiarize employees with Griffin's guidelines and answer questions about working there.
The document discusses HR policies and practices at Walmart. It covers several topics: core values around customer service, respect, and excellence; best practices like teamwork and an open door policy; employee training programs; benefits like health coverage and stock purchase plans; workforce planning; negative practices around non-unionization and lower wages; comparisons to Ikea's policies; and recommendations around diversity and transparency. It also briefly discusses Walmart's operations in India and challenges faced there. The overall document provides an overview of Walmart's extensive HR programs and some criticisms of its approach.
The document summarizes the HR policy of Leads Media Pvt. Ltd., a full-service advertising agency located in Nepal. It discusses the company's mission, organizational hierarchy, services offered, recruitment process, selection process, performance appraisal methods, leave policies, benefits, termination process, compensation, and grievance policies. It also outlines policies regarding health and safety, workplace violence, drug and alcohol use, harassment, and trainings. The overall purpose is to establish guidelines around human resource management and employee welfare.
Impact of Compensation Practices on Employee Retention in English Medium Priv...Umair Usman Ghani
This document is a thesis submitted by Umair to Bahria University in Karachi in partial fulfillment of an MBA degree. The thesis examines the impact of compensation practices on employee retention in English medium private schools in Karachi. It includes a literature review on the significance of employee retention and different aspects of compensation including pay, benefits, financial compensation, non-financial compensation, motivation, performance, and job satisfaction. The methodology section notes that the explanatory research used qualitative data from a questionnaire of 80 teachers from six private schools. Regression and correlation tests were performed to identify the impact. The findings revealed compensation practices like pay and non-financial incentives have a positive effect on retention. The implications are the research can help schools successfully plan
This document is a student project on the topic of employee retention. It includes a title page with the student's name and college information. It then has sections on the importance of employee retention, key factors in retention like compensation, growth opportunities, support, and relationships. It discusses retention strategies, myths, benefits of attrition, and success mantras. Later sections cover employee turnover, engagement, empowerment, and how to manage retention specifically for different industries and situations.
A Brief View on HR Policies and Practices of Daffodil International UniversityFaiyaz Naveed
The document outlines the human resource policies and practices of Daffodil International University in Bangladesh. It discusses topics such as terms and conditions for employee appointment, criteria for appointment and promotion, recruitment policies, performance evaluation, salary and benefits, procedures for terminating employment, and recommendations to improve HR processes. The university was established in 2002 and currently has over 300 faculty members, 400 administrative staff, and 12,000 students across its four campuses.
The document provides a summary of Thorat Manish Rangnath's professional experience and qualifications. He has over 20 years of experience in strategic human resources management, organization development, recruitment, performance management, training and development, employee relations, and industrial relations. Currently, he works as the Regional IR Head for Reliance Jio Infocomm Ltd. in Maharashtra, leading a team of 9 people and handling IR operations for 750 employees. Previously he has worked in senior HR roles for various companies managing teams of 5-15 people and HR operations for employee bases of 400-3500.
HR audits are designed to help your organization focus its attention on its human resource management practices, policies, procedures, processes, and outcomes by providing you with a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues.
OnBase can help streamline various human resources processes like onboarding new employees and administering policies and procedures. For onboarding, OnBase allows HR to automate tasks like creating employee files when a job offer is accepted and distributing electronic forms to departments for items like IT setup and facilities requests. Managers can also track the completion of new hire checklists. For policies, OnBase enables electronic distribution, tracking of required readings, and reporting on compliance. Overall, OnBase integrates with existing HR systems to centrally manage documents and automate manual tasks.
How To Write An HR Policy That Supports Your Organization’s Culture, Adrienne...The HR Observer
A well-crafted HR policy is a key connector in aligning fit between employees and the organization. HR policies serve as communication tools that help shape employee performance, expectations and behavior. It is critical that your HR policies are keeping these aspects in alignment with your business strategy in order to achieve your business goals. In this practical seminar you will learn and discuss examples of how to write your HR policies so that they will create and enable the type of organizational culture needed to support your organization’s strategic goals.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
This document provides guidance for customizing an HR policy and procedure manual template for a small business. It explains that the template covers topics like recruitment, induction, training, leave policies, performance management, and more. The document guides the user to replace example company names and details with their own, include only commitments they can comply with, and regularly review and update the manual. It emphasizes tailoring the template to the specific needs of the business.
This presentation provides an overview of key HR policies including processes, procedures, recruitment and selection, performance management, compensation and benefits, training and development, and grievance redressal. It discusses the purpose and importance of establishing clear policies in these areas to communicate expectations to employees, ensure regulatory compliance, and create a productive work environment. The presentation also provides guidance on developing comprehensive policies that outline roles and responsibilities, criteria for evaluation, and procedures for implementation.
The document discusses the purpose and cornerstones of a company's personnel policy. It aims to cover business goals, ensure continuity through skilled employees, and offer working conditions that motivate people to develop themselves and the company. The key cornerstones include human resource planning, development, employee structures, and organizational development. The document also provides guidelines for developing a personnel policy, including establishing goals and actions, scheduling, monitoring results, and assigning responsibilities.
This document is an employee handbook that outlines policies and guidelines for employees of ABC Corp Services Private Limited. It covers codes of conduct, terms of employment, general administrative policies, employee development, compensation, termination, leave policies, travel expenses, and internet usage. Some key points include policies on equal opportunity, harassment, conflicts of interest, confidentiality, working hours, holidays, late arrivals, absences, performance reviews, training, salaries, resignations, dismissals, leave allowance including sick leave, maternity leave and paternity leave. The handbook provides a comprehensive overview of HR policies and guidelines for employees.
The authoritative source for small business employee handbooks. Includes editable, customizable Word file for handbook.
Versions for six industries, including Offices, Contractors, Healthcare Providers, Manufacturers, Restaurants and Retailers.
Includes Handbook. Companion Forms, Employer's Poster Kit, Supervisor's Guide, Basic Safety Program and more.
Plus free membership to http://www.YourEmployeeHandbook.com for "Forever Access" to your purchase.
TCS is one of India's largest private sector employers with over 250,000 employees. The document discusses TCS's compensation strategy, including its components such as basic wages, incentives, and employee benefits. It also describes TCS's EVA compensation model which measures operating and financial performance to determine employee compensation. Surveys show high levels of employee satisfaction at TCS compared to industry averages, particularly regarding training, appraisal systems, and overall satisfaction. TCS uses a combination of fixed pay and variable pay linked to performance to incentivize employees.
A study on reward and recognition program 2016Anand Yogesh
“People may forget words; People may forget actions; but people will always remember Respect, Recognition & Appreciation given to them publicly for their contributions....”
Employee Handbooks: From Boring to ModernBryan Timsah
The document discusses making employee handbooks and policies more modern and engaging for employees. It argues that handbooks are currently written like legal documents that are boring and unread. The author advocates using images, graphics, charts, and column formatting to improve readability and encourage employees to actually read the content. An example harassment policy is shown in its original dense format compared to a revised version using formatting techniques like bullets and boxes. The future of handbooks is envisioned as online, interactive documents using links and multimedia created by creative departments beyond just HR.
The presentation highlights the important compensation policies of Nestle. It will help the viewers to understand the compensation management and distribution procedure.
This document is an employee handbook for Griffin Dewatering Corporation that outlines company policies and benefits. It covers topics such as equal employment, drug and alcohol policy, outside employment, conflicts of interest, hiring of relatives, time off policies, and conduct expectations. The purpose is to familiarize employees with Griffin's guidelines and answer questions about working there.
The document discusses HR policies and practices at Walmart. It covers several topics: core values around customer service, respect, and excellence; best practices like teamwork and an open door policy; employee training programs; benefits like health coverage and stock purchase plans; workforce planning; negative practices around non-unionization and lower wages; comparisons to Ikea's policies; and recommendations around diversity and transparency. It also briefly discusses Walmart's operations in India and challenges faced there. The overall document provides an overview of Walmart's extensive HR programs and some criticisms of its approach.
The document summarizes the HR policy of Leads Media Pvt. Ltd., a full-service advertising agency located in Nepal. It discusses the company's mission, organizational hierarchy, services offered, recruitment process, selection process, performance appraisal methods, leave policies, benefits, termination process, compensation, and grievance policies. It also outlines policies regarding health and safety, workplace violence, drug and alcohol use, harassment, and trainings. The overall purpose is to establish guidelines around human resource management and employee welfare.
Impact of Compensation Practices on Employee Retention in English Medium Priv...Umair Usman Ghani
This document is a thesis submitted by Umair to Bahria University in Karachi in partial fulfillment of an MBA degree. The thesis examines the impact of compensation practices on employee retention in English medium private schools in Karachi. It includes a literature review on the significance of employee retention and different aspects of compensation including pay, benefits, financial compensation, non-financial compensation, motivation, performance, and job satisfaction. The methodology section notes that the explanatory research used qualitative data from a questionnaire of 80 teachers from six private schools. Regression and correlation tests were performed to identify the impact. The findings revealed compensation practices like pay and non-financial incentives have a positive effect on retention. The implications are the research can help schools successfully plan
This document is a student project on the topic of employee retention. It includes a title page with the student's name and college information. It then has sections on the importance of employee retention, key factors in retention like compensation, growth opportunities, support, and relationships. It discusses retention strategies, myths, benefits of attrition, and success mantras. Later sections cover employee turnover, engagement, empowerment, and how to manage retention specifically for different industries and situations.
A Brief View on HR Policies and Practices of Daffodil International UniversityFaiyaz Naveed
The document outlines the human resource policies and practices of Daffodil International University in Bangladesh. It discusses topics such as terms and conditions for employee appointment, criteria for appointment and promotion, recruitment policies, performance evaluation, salary and benefits, procedures for terminating employment, and recommendations to improve HR processes. The university was established in 2002 and currently has over 300 faculty members, 400 administrative staff, and 12,000 students across its four campuses.
The document provides a summary of Thorat Manish Rangnath's professional experience and qualifications. He has over 20 years of experience in strategic human resources management, organization development, recruitment, performance management, training and development, employee relations, and industrial relations. Currently, he works as the Regional IR Head for Reliance Jio Infocomm Ltd. in Maharashtra, leading a team of 9 people and handling IR operations for 750 employees. Previously he has worked in senior HR roles for various companies managing teams of 5-15 people and HR operations for employee bases of 400-3500.
HR audits are designed to help your organization focus its attention on its human resource management practices, policies, procedures, processes, and outcomes by providing you with a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues.
OnBase can help streamline various human resources processes like onboarding new employees and administering policies and procedures. For onboarding, OnBase allows HR to automate tasks like creating employee files when a job offer is accepted and distributing electronic forms to departments for items like IT setup and facilities requests. Managers can also track the completion of new hire checklists. For policies, OnBase enables electronic distribution, tracking of required readings, and reporting on compliance. Overall, OnBase integrates with existing HR systems to centrally manage documents and automate manual tasks.
The document outlines various HR policies and processes at Coca-Cola, including job analysis, recruitment, performance appraisal, training, compensation, and grievance handling. It describes the steps in each process, such as defining jobs and setting standards for performance appraisal, using both internal and external recruitment sources, and having a step ladder process for handling grievances. The overall objective is for HR professionals to understand Coca-Cola's core HR strategies and management processes.
Key Inputs
This document outlines standard operating procedures for human resources processes at construction and manufacturing companies. It provides an overview of the key HR processes including recruitment, new employee onboarding, employee benefits, training, compensation, and exit management. It describes the organizational structure for HR and defines roles and responsibilities. Process inputs, activities, and outputs are defined for recruitment including manpower planning, new employee requisition, screening candidates, and selecting new hires.
Key Objectives
Process Owners
Key Formats
Flowchart
Key Outputs
Key Output
KPM
MIS
R&A
Help
This document provides an executive summary and details of an MBA project report on HR policies at Maruti Udyog Limited. It discusses Maruti's history and milestones since being incorporated in 1981 as a joint venture between the Indian government and Suzuki Motor Company of Japan. Key facts about Maruti's facilities, leadership in the Indian automobile market, and popular car models are summarized. The document also outlines the report's contents which cover topics such as Maruti's HR policies, research methodology, data analysis and conclusions.
MBA HR PROJECT REPORT ON TRAINING AND DEVELOPMENTSalim Palayi
The document is a project report on studying the effectiveness of training and development at Veekesy Polymers Pvt Ltd. It includes an introduction outlining the objectives and scope of the study. It also includes chapters on the industrial profile of the footwear industry, company profile of Veekesy Polymers, theoretical concepts of training and development, data analysis and interpretations from a study conducted, and conclusions. The report aims to analyze the training methods used, assess effectiveness, understand employee satisfaction with training, and identify need for further training.
This document contains three data flow diagrams that model a payroll process:
1) A context diagram showing external entities such as employees and government agencies interacting with the payroll processing system.
2) A physical diagram displaying the flow of time card data, payroll changes, and tax rates between internal departments.
3) A logical diagram breaking down the six main steps in payroll processing - updating employee files, processing hours worked, pay checks, reports, and paying taxes.
This document outlines various HR policies including recruitment, orientation, retention, attendance, grievance handling, drug and alcohol abuse, employee relations, performance evaluations, feedback, coaching, insurance, and termination. It describes the recruitment process, new employee orientation period and documents, approaches to staff retention, leave policies, grievance procedures and prohibited behaviors. Performance is evaluated annually and feedback is provided ongoing. Insurance is offered to regular employees. Termination requirements depend on whether the departure is employee or employer-initiated.
Hr project study of recruitment & selection process in aviva life insuranceProjects Kart
The document is a project report submitted to the University of Pune on the topic of recruitment and selection at Aviva Life Insurance by Saumya Mehta. It includes an introduction, objective, research methodology, company profile of Aviva Life Insurance, literature review on recruitment and selection, data analysis from a survey conducted at Aviva, findings, conclusion and suggestions. The report aims to study the recruitment and selection process at Aviva Life Insurance.
This document provides an overview of the cement industry in India and the manufacturing process. It discusses that India is the 2nd largest cement producer globally. It also outlines the key raw materials, production processes (wet vs. dry), types of cement produced, and basic chemical reactions involved. The performance of Malabar Cements, a state-owned cement company in Kerala, is impacted by industry trends like consolidation and rising costs.
The document provides an overview of HR policies and practices at Aditya Birla Group, a large Indian conglomerate. It discusses the group's recruitment process which includes job descriptions, competency mapping, interviews and assessments. It also summarizes the 360 degree appraisal process and talent management initiatives like development centers, individual development plans, and talent reviews. Continuous learning is emphasized through the Gyanodaya institute and programs like PRATIBIMB and ANUBHAV.
Case study on New HR Policy( Human Resource)Shiji John
The document discusses the role of HR and proposes a new HR philosophy for Christ University. It suggests that HR should help managers manage their employees better by developing leaders from within, empowering managers to make critical people-related decisions, and focusing on hiring people based on interest and fit rather than experience. This new approach aims to improve employee performance and company results by reducing separation between managers and employees and encouraging a people-focused rather than just results-focused approach.
The document discusses recruitment and selection processes at IMS Learning Resources Pvt. Ltd. It begins by outlining the objectives of studying their employee hiring process. It then describes the research methodology and importance/scope of the project. The document discusses internal and external factors that affect recruitment. It provides details on various internal sources of recruitment like current employees, former employees, and referrals. It also discusses external sources such as employment exchanges, advertisements, professional associations, and campus recruitment. The summary highlights the key topics and goals covered in the recruitment and selection case study.
The document discusses human resources (HR) management and payroll processes. It defines HR management as creating information to support routine HR work and management decision making. The payroll process maintains employee pay and tax records. HR management and payroll are often integrated, with payroll being part of the HR module. Technology trends include HR self-service systems and outsourcing some HR functions.
This document provides instructions for using basic Microsoft Excel functions including opening Excel, navigating the worksheet, entering and formatting data, using autofill, and basic formatting options. It demonstrates how to add and delete worksheets, enter and format text and numbers, select cells, cut/copy/paste data, adjust row and column sizes, and more. The document is a tutorial for getting started with the basic Excel interface and functions.
Mineral deposits form from the concentrated natural occurrence of minerals within rocks. To be economically viable for mining, mineral deposits must have high concentrations of valuable metals or other materials. The concentration is measured by the grade, or percentage by weight of the material in the deposit, and the concentration factor, which compares the abundance in the deposit to average crustal abundances. Placer deposits, where dense minerals accumulate in sedimentary layers like river beds, provide over half of the world's gold. Placer mining excavates these alluvial deposits to separate valuable minerals through screening and water flow.
Bootstrap Business Seminar 5: Creating an Awesome BrandCityStarters
The 5th Seminar in our Bootstrap Business Seminar series looks at how to create an awesome brand with Creative Director at Branding Agency One Ltd, Ben Mumby-Croft.
The document outlines the HR policies and procedures of AALAT L.L.C based on UAE Labor Law No 8. It details recruitment and selection processes including job descriptions, interviews, probationary periods, and induction programs. It also covers general employment conditions such as codes of conduct, prayer times, and bullying prevention. The policies are aimed at creating a safe, organized, and non-discriminatory work environment.
The document provides an overview of recruitment and selection processes. It discusses the importance of recruitment and selection functions in personnel management. Recruitment involves estimating vacancies, attracting applicants, and creating a pool of candidates for selection. Selection involves screening applicants through interviews, tests, and background checks to select the most suitable candidates. The document also discusses internal and external sources of recruitment, the recruitment planning process, and the typical steps involved in selection including preliminary interviews, tests, employment interviews, job offers, and final selection.
The document discusses human resource management in local government. It covers 4 key areas: recruitment and selection, learning and development, performance management, and rewards and recognition. For recruitment and selection, it describes the different types of appointments and outlines the recruitment and selection process. For learning and development, it discusses the training policy, objectives, and benefits. For performance management, it defines performance and notes its importance in meeting goals efficiently. Finally, for rewards and recognition, it mentions the loyalty cash incentive for long-serving employees.
The document discusses the recruitment life cycle process in organizations. It begins by outlining the steps in the recruitment process, including determining requirements, setting a recruitment budget, specifying the quantity needed, and propagating openings. It then discusses requirement analysis, the selection process, training new employees, performance appraisals, and concludes that properly following the recruitment process is important for organizational success.
This document provides a summary of Abhishikta Banerjee's summer internship project report for Wacker Metroark Chemicals Pvt. Ltd. The project involved drafting an employee service rule book for managerial employees. The summary includes an introduction to the company and scope of the project. It also provides high-level overviews of some of the key sections that would be included in the rule book such as manpower planning, training and development, performance management, health insurance, leave and holidays, rewards, IT policy, and more. The document demonstrates Abhishikta's work in researching and compiling the various HR policies and guidelines to include in the draft employee service rule book for the company.
The document discusses several aspects of human resource management in nursing including recruitment, selection, orientation, deployment and retention. It defines key terms and describes processes. For recruitment, it outlines internal and external sources and modern methods. Selection involves application, testing, interviewing and selection committee evaluation. Orientation and deployment aim to integrate new staff. Retention is important to maintain skills, experience and productivity within the organization.
This document discusses human resource management processes at Ergo Corporation, including recruitment and selection, and performance appraisal. It provides details on Ergo's recruitment sources and selection process, as well as the performance appraisal process, features, advantages, and techniques. Performance appraisals involve evaluating employee performance and productivity against criteria. They aim to facilitate communication between managers and employees to provide feedback, set goals, and determine compensation.
Assignment of HRM (4).pptx by Iliyas Sufiyan Abdella Iliyas Sufiyan
This document provides information on the differences between personnel management and human resource management. It begins with a comparison table that outlines key differences in their definitions, approaches, treatment of employees, functions, and payment structures. Personnel management is described as more traditional and inverted, treating workers as tools, while human resource management has a wider strategic scope and considers employees assets. The document then provides further details on the differences in their scopes and orientations.
This document outlines the recruitment policy and procedures of the University of Derby. It aims to recruit staff with the necessary skills to fulfill the university's objectives in a fair and effective manner consistent with equality and diversity policies. The key steps of the recruitment process include justification for recruitment, filling the vacancy, advertising, candidate selection including shortlisting and interviews, making an appointment offer, maintaining confidentiality, and monitoring equality and diversity statistics. Interview panels must consider all candidates equally and document their selection process.
The HR department plays a key role in an organization by managing the entire employee lifecycle from hiring to termination. The main functions of the HR department include staffing, training and development, performance management, compensation, health and safety, employee relations, and planning. The HR department is typically divided into departments that focus on specific areas like talent management, compensation and benefits, training and development, compliance, and workplace safety. An effective recruitment process involves identifying needs, creating job descriptions, advertising positions, screening candidates, interviewing, making offers, onboarding, and evaluating outcomes.
NLA Human Resource Management Policy Manual 2011Fiifi Amissah
The document outlines human resource policies for the National Lottery Authority, including policies on manpower planning, recruitment and selection, appointment and placement, and succession planning. Key points include:
- Manpower planning policies aim to have the right number of staff in the right positions to achieve organizational goals. Recruitment and selection policies provide guidelines for fair and transparent hiring.
- Appointment and placement policies require new hires to submit records and undergo medical exams before placement. Salary placement is determined by qualifications and experience.
- Succession planning policies identify high-performing staff for training to fill future key positions and support career advancement.
- Compensation policies place staff on salary scales and require payment of
The document discusses recruitment, including:
1. Recruitment is defined as the process of finding and attracting capable job applicants. It begins with seeking new recruits and ends when applications are submitted, creating an applicant pool.
2. The main objective of recruitment is to expedite the selection process by creating a talent pool of qualified candidates for the organization to choose from.
3. Internal factors like an organization's recruitment policy can affect its recruitment process by specifying objectives and providing a framework for filling vacancies.
Human resources refer to the individuals who comprise an organization's workforce. HR departments typically handle recruitment, compensation, training, and other employee-related matters. Recruitment involves attracting, screening, and selecting qualified applicants for jobs. It is influenced by factors like strategic plans, organizational policies, and recruitment criteria. Sources of recruitment can be internal, like promotions or transfers, or external, such as advertisements or employment agencies. The selection process includes steps like application reviews, interviews, background checks, and final selection. Effective recruitment and selection are important for organizations to hire suitable candidates and achieve their goals.
The document provides details about the recruitment and selection process at GEO TV in Pakistan. It begins with an introduction and overview of recruitment, including definitions and the need for recruitment. It then describes the various sources of recruitment for GEO TV, including both internal sources like promotions, transfers, and former employees, as well as external sources like campus recruitment, advertisements, employment exchanges, and contractors. The document also discusses factors that influence the recruitment process, such as the labor market, unemployment rate, company growth, and recruitment policies.
This document discusses recruitment strategies and factors that affect them. It covers internal recruitment methods like job postings and referrals, as well as external methods like social media, universities, and third-party recruiters. Factors that influence strategies include an organization's policies, size, costs, growth, labor market conditions, competitors, and legal/ethical considerations around discrimination. The goal of recruitment strategies is to attract high-quality candidates through fair and transparent practices.
Recruitment and Selection
Recruitment :
Recruitment is a process of attracting candidates towards a job in an organization.
Selection :
Selection is a process of hiring right person for a right job at a right time at a right cost.
Selection follows recruitment.
The document discusses several key aspects of human resource management including definitions, objectives, functions, and processes. It defines human resource management as the activity concerned with the intelligent utilization of human resources to achieve management goals. The objectives of human resource management are to develop employee capabilities, increase cooperation and involvement, and make the organization adaptable to changes. Key functions include recruitment, selection, orientation, training, development, and retention of staff through promotions and incentives.
The document discusses recruitment and selection processes. It defines recruitment as attracting potential candidates and selection as evaluating candidates for a specific job. Recruitment sources can be internal, like promoting current employees, or external, such as advertising openings. Selection involves interviews and choosing a candidate based on predefined criteria while following legal standards. The key factors that influence recruitment and selection are also examined.
The document provides wisdom and advice for managers from experienced managers. It outlines several pieces of advice, including: don't be afraid to say "I don't know"; never gossip; no task is beneath you as a manager; share credit whenever possible; ask for help if you need it; keep your financial compensation private; don't let dislike for someone show if they outrank you; let grievances go and don't hold grudges; and don't gloat when you're proven right. It also recommends asking questions of employees to understand issues and get feedback to improve business operations.
This document contains the resume of Hossam Hussein, who has over 19 years of experience in senior administrative, operational, and public relations roles, especially related to handling matters with the government in the UAE. He currently works as a partner and consultant for a business consultancy company in Dubai, where he helps increase sales and profits for clients. Previously he has held roles like area manager, HR manager, and general manager for various companies where he oversaw tasks like operations, legal projects, recruitment, and budget management.
issued by Ijser for our book adopting anger management on January editions
we have many books on pipeline on ( business ,management ,self help, self growth ,meditation we looking for publisher to assist us on kindle platform
The document is a certificate of acceptance from the International Journal of Scientific & Engineering Research (IJSER) for a research paper titled "Anger Management Guid" submitted by Hossam Hussein on February 7, 2017. The certificate confirms that the journal's review board has accepted the submitted paper for publication.
This certificate certifies that Hossam Eldin Hussein has completed the required studies and qualifications to be registered as a Certified NLP Practitioner by the American Union of NLP. The certificate is signed by the President, Dr. Steve G. Jones, and bears the registration number 5336 and date of February 2nd, 2017 to verify Hossam Eldin Hussein's certification.
This certificate certifies that Hossam Eldin Hussein has completed the required studies and possesses the qualifications to be a Certified Law of Attraction Basic Practitioner according to the Global Sciences Foundation. The certificate is signed by Dr. Steve G. Jones and Dr. Joe Vitale as presidents of the foundation and bears the signature of the administration and a certificate number.
This document provides an overview of recession-proof careers and tips for navigating a recession. Some key recession-proof careers mentioned include those in healthcare, education, energy, environmental sustainability, international business, law enforcement, IT, and technical trades like electricians and auto mechanics. The document advises networking, developing secondary income streams, updating skills, and focusing on in-demand jobs to weather an economic downturn. Maintaining a positive attitude and willingness to take available work is also recommended for finding stable employment during a recession.
This document provides 101 ways to use the Law of Attraction. It begins with an introduction explaining that the Law of Attraction can be used to attract happiness, wealth, love, true friends, following your passion, and giving to others. The remainder of the document provides specific techniques and affirmations for each of the 101 ways, organized by topic. Some of the topics covered include fixing flaws, improving health, building relationships, overcoming challenges, and gaining self-improvement. For each topic, it provides detailed instructions on visualization techniques and positive affirmations to utilize the Law of Attraction in that area of life.
4 leadership messages your talent needs to hear forbesConfidential
This document summarizes an article about leadership messages that companies should convey to their employees. It discusses four key messages that companies should send to employees about valuing their contributions and leadership abilities. The messages are that employees should focus on their biggest workplace challenges and leadership skills; companies need employees to be effective; employees are seen and heard; and employees can contribute to something bigger through leadership. The document also provides background on the authors and their organization.
Many people find job interviews to be a stressful experience. There are some common mistakes to avoid, such as not preparing adequately, failing to listen carefully to questions, and not providing detailed answers. Specifically, candidates should practice interview questions beforehand, pay attention to the questions being asked rather than anticipating the next one, and talk through their problem solving process when answering technical questions. Maintaining enthusiasm, such as making eye contact and showing passion for the role, is also important to make a strong impression.
This document outlines some common mistakes made during job interviews, including failure to research the company, lack of clarity on the specific job being interviewed for, poor self-marketing, not asking meaningful questions, and under-dressing for the interview. Specifically, it recommends thoroughly researching the company ahead of time, understanding the job description to highlight relevant experience, defining strengths and accomplishments as they relate to the position, preparing thoughtful questions in advance, and dressing professionally.
Self-management techniques can help autistic children gain self-control over inappropriate behaviors by giving them power over themselves. The key is to implement a program where the child monitors and evaluates their own behavior, beginning with short periods and achievable goals. Goals and monitoring should increase over time. An important part is a rewards system where the child chooses and earns rewards for meeting goals to reinforce good behavior and help them feel in control. These programs take time but can help autistic children learn to carry better behaviors even outside of the program.
This resume is for a senior manager with extensive experience in site development and securing regulatory approvals for land use. They have a background in facility design, construction, scheduling, and budgeting. As a senior manager they managed due diligence and approvals for sites in the Eastern US and interfaced with local organizations. They also have experience as a senior project manager handling design and construction coordination for retail facilities and implementing remodel programs.
This document provides advice from experienced managers on how to improve managerial skills. It lists several pieces of wisdom that managers would likely share if asked, including: don't be afraid to admit you don't know the answer; never gossip; no task is beneath you as a manager; share credit whenever possible; ask for help if you're in over your head; keep your financial compensation private; don't let it show when you don't like someone; let grievances go and don't hold grudges; and don't gloat when you're proven right. It also recommends asking front-line employees questions to better understand issues and get feedback on how to improve the business.
Craigslist is an extensive online resource for job seekers that offers several advantages. It allows users to search for jobs narrowly or broadly across a wide variety of options. Users can search within a specific location or state. Craigslist also offers a secure search environment and flexibility in employment types, including telecommuting and contract work. Employers of all sizes utilize Craigslist to reach a large pool of potential candidates.
Acquire power through self developmentConfidential
This document discusses how to achieve happiness and escape suffering through self-development and spiritual illumination. It argues that suffering is unnatural and only occurs due to our ignorance. Perfect wisdom can be attained through comprehending life's purpose and our relationships, ending all suffering. We suffer because we lack spiritual guidance in our evolution. Education should focus on developing the soul from within to bring out our unlimited power and wisdom, rather than just accumulating facts. With spiritual illumination as our light, we can evolve quickly and comfortably by avoiding obstacles. Death only brings misery due to separation from loved ones and our lack of understanding. Enemies and suffering only exist because of our limited thinking; spiritual awakening will eliminate them. Poverty and disease only trouble
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
This document provides guidance on starting a local produce business. It recommends first researching whether the local community can support such a business by assessing existing farmer's markets and roadside stands. A business plan should then be created covering what will be grown and how it will be sold and marketed. Necessary equipment for selling includes tents, tables, signage and packaging. The business will also need to address legal matters like taxes, insurance, and customer service policies. With proper planning, a local produce business can be a successful way for gardeners to share their crops with the community.
How to start a green housecleaning businessConfidential
The document discusses how to start a green housecleaning business. It notes that the demand for housecleaning and green cleaning services is growing. It recommends finding an area with demand for green cleaning, partnering with other businesses that serve similar customers, registering the business and obtaining proper insurance. The document also provides tips on ensuring the business and products are truly green, marketing through local flyers, papers and online mom groups, and creating a user-friendly website.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
4 Benefits of Partnering with an OnlyFans Agency for Content Creators.pdfonlyfansmanagedau
In the competitive world of content creation, standing out and maximising revenue on platforms like OnlyFans can be challenging. This is where partnering with an OnlyFans agency can make a significant difference. Here are five key benefits for content creators considering this option:
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Call8328958814 satta matka Kalyan result satta guessing➑➌➋➑➒➎➑➑➊➍
Satta Matka Kalyan Main Mumbai Fastest Results
Satta Matka ❋ Sattamatka ❋ New Mumbai Ratan Satta Matka ❋ Fast Matka ❋ Milan Market ❋ Kalyan Matka Results ❋ Satta Game ❋ Matka Game ❋ Satta Matka ❋ Kalyan Satta Matka ❋ Mumbai Main ❋ Online Matka Results ❋ Satta Matka Tips ❋ Milan Chart ❋ Satta Matka Boss❋ New Star Day ❋ Satta King ❋ Live Satta Matka Results ❋ Satta Matka Company ❋ Indian Matka ❋ Satta Matka 143❋ Kalyan Night Matka..
HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
based operations. It aims at keeping track of all the activities including receiving an order from buyer, costing of order, resource
planning, procurement of raw materials, production management, inventory management, import-export process, order
reconciliation process etc. It’s also integrated with other modules of Pridesys ERP including finance, accounts, HR, supply-chain etc.
With this automated solution you can easily track your business activities and entire operations of your garments manufacturing
proces
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...Herman Kienhuis
Presentation by Herman Kienhuis (Curiosity VC) on developments in AI, the venture capital investment landscape and Curiosity VC's approach to investing, at the alumni event of Amsterdam Business School (University of Amsterdam) on June 13, 2024 in Amsterdam.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
2. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 2 -
Introduction
This published policy is an effort to create better understanding of the
procedures and to ensure a safe, organized, empowering, and non-
discriminatory work place and to facilitate day-to-day administration of the
company.
It should enhance personnel decisions, protect the rights of all employees
and assure uniformity of action throughout the company.
Each member of management is responsible for administering these
policies in a consistent and impartial manner.
Nothing in the Human Resources Policy in any way creates an expressed or
implied contract of employment.
Policies in the field of Human Resources are subject to modification and
further development in the light of experience. This policy is subject to
review and change by the President without notice.
This policy will be posted on the company Intranet and HR Share Folder
for employees, management and supervisory officials. In addition to the
Intranet and HR Share Folder, employees may review the policy in Human
Resources department.
It is the responsibility of each employee to be familiar with the information
contained in the policy and any amendments thereto.
UAE Labor law Rules and Regulations may be found on the
http://www.mol.gov.ae . The HR policy based on the labor law of UAE No
- site and in Human Resource Department.
The President under the authority delegated by the Board of Directors has
approved the personnel policies contained in this manual
The Office of Human Resources is responsible for disseminating all new or
revised personnel Policies.
3. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 3 -
For best practice the policy Indentify the general rules and procedure for
details matter will be handled by separate policy such as office policy,
salary policy, HSE policy
5. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 5 -
Recruitment refers to organizational activates that influence the number
and types of applicant who apply for a job and whether the applicants
accept jobs that are offered. Thus, recruitment is directly related to both
human resources planning and selection.
The recruiting process begins with an attempt to find employees with the
abilities and attitudes desired by the organization and to match them with
the tasks to be performed.
ach new employee should be selected with care, not only for their ability to
undertake the immediate job opening but also with a view to suitability for
future advancement because regular employment with the company is to
be on career growth.
Man Power Planning
To ensure the availability of capable, skilled and committed employees in
future and generate strategic plans to achieve sustained competitive
advantages by recruiting competent staff, the department managers are
required to project their department’s work force planning annually.
The work force planning shall be in accordance with the business plan and
annual budget approved by Executive Management and Board of Directors.
The annual work force plan along with the approved budget for the same
plan shall be sent to HR department by end of each year for the purpose of
human resource planning for the coming year.
1-01Recruitment & Selection Procedures
6. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 6 -
The recruitment and selection process starts with the termination of an
existing employment contract, temporary absence of an existing employee
or when a new post is established.
Where a new post is being established, the budget / funding for the post
should be considered.
In case of a request for a new unbudgeted position such request is to be
supported by written justification quantifying the increased workload/
expansion in scope of operations.
In all cases a “New Employment Request Form” shall be filled with
approval being gained in accordance with procedure set out in this policy.
Staff required for work of a temporary nature may be employed on such a
basis for a limited duration, subject to U.A.E labor law compliance.
Temporary employees will be engaged on a flat daily/monthly rate of pay
and will not be eligible for any further benefits over and above this
payment.
All recruitment of a permanent or temporary nature is subject to the
approval of the HR department in conjunction with the Executive
Management’s approval and the rest of recruitment process such as
selection, interview, assessment ,assignment should be done after approval
of HRD with shared approval of general manager /president of the
company
HR Department will review the request to ensure compliance with
company policy guidelines and budgeted headcount. After it is confirmed
that the request is in order, HR will signoff and commence the search for
suitable incumbents. In the event the request is not in conformity with the
company’s staffing strategy, policy or budget this will be notified in writing
to the concerned department manager.
Information regarding vacancies shall be easily accessible and open to
current employees.
7. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 7 -
All vacancies shall be advertised on the company website in addition to any
other type of media selected. This will enable both external and internal
candidates to apply for the post and will create a fairly selected pool of
applicants from which the most appropriate can be selected.
The candidates should be informed about the outcome of the interview
within two weeks.
Recruitment Methods
Once an organization has decided it needs additional or replacement
employees, it is faced with the decision of how to generate the necessary
applications that may take place internally or externally.
A numbers of available methods for recruitment are:
Walk- in which provide and important external source of applicants.
Media advertisement- daily local newspaper
Company’s Website
Recruitment agencies- locally and overseas
Head hunting for very senior position
Employee referrals
Depending on the level and type of requirement, HR will source candidates
through various channels. Where recruitment agencies are used, these
service providers shall be approved and contracted by HR personnel only.
HR will do the initial shortlist and interview in accordance with the
specifications provided by the concerned Department.
Important note : in case of seeking assistance of recruitment agency any
agency contract ,charges should be done only with approval of HRD and in
according to best practice in industry ,company budget in order to get the
best ever condition
8. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 8 -
1-02 Job Description & Specification
Recruiting the right person starts with a detailed job description and
personal specification that shall be attached with Requisition form and
provided to HR.
A key purpose of a job description is to identify for a jobholder the
contribution required by the organization. It is fundamental tools for
managers who can use it to ensure that his/her subordinates understand
what they have to achieve and the criteria on which their performance will
be assessed.
Beyond the communication purpose, a job description provides a number
of other needs such as training, job evaluation, performance management
and providing information to Human Resource in recruitment process.
Interview & Selection Process
The purpose of interview is to assess candidate’s suitability through fair
and efficient questioning techniques, which are focused on obtaining
relevant evidence on which to make a decision. There should be
consideration of:
The time required to notify candidates
An appropriate and accessible location
Candidates may have particular needs, mobility/communication, which
should be met to enable them to participate fully in interview process. The
timetable should be planed.
In the interview session, an employment application form should be filled
by the candidate, which will be kept in HRIS as a reference for future.
The goal of selection process is to accurately determine which applicant
possesses the knowledge, skills, abilities and other characteristics dictated
by the job. People who attend interview have to be well trained to be able to
select qualified candidates.
9. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 9 -
Size & Composition of Panel
A panel consist of two / three people where possible shall be created for
interview sessions. One of the HR personnel, perhaps HR Manager will be
designated to chair the session and will have overall responsibility and
accountability for the whole process and should ensure that the recruitment
process is planned and conducted properly.
It is the company’s intention to ensure that all managers / staff involved in
the recruitment and selection process receive training.
The panel should, except in exceptional circumstances, remain consistent
throughout the recruitment and selection process.
2 The Panel’s Role
As soon as the membership of the Panel is identified, they should
communicate to plan and set dates for the whole recruitment process. The
panel should:
Decide how, what, where,
Agree recruitment & Selection process
Shortlist applications
Plan and develop interview questions
Conduct the interviews and other selection process
Make the final decision
It will be the responsibility of the chair to ensure that forms provided are
completed and returned to the HR department. Department head will make
the final decision on selected candidate.
10. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 10 -
1.3 Employment Contract
HR department will issue an appointment letter/ job offer to successful
applicant and will contact candidate to obtain other relevant paperwork for
further formalities.
New hire will receive an official employment contract after joining the
company that will specify and set out the main terms and conditions of
employment.
Employment Agreements are governed and construed in accordance with
the laws of the Emirate and Federal Laws applicable in U.A.E
particularly in accordance with the Labor Law and any subsequent
amendments that may be in effect.
The Employee agrees to submit to the jurisdiction of U.A.E. Courts with
respect to all matters arising out of, in connection with, or related to the
Agreement or his/ her Employment with the Employer.
1.4 Employment of Family Members
The company has no prohibition against hiring relatives of existing
employees but there are concerns that employment of relatives in the same
area or department may affect departmental functioning.
To minimize potential issues with regard to relatives working together, a
family member should not have supervisory responsibilities for another
family member. The family relationship should be disclosed before
selection or hiring.
Legal Requirements for Employment and Residency
11. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 11 -
The employment and residence of non-GCC national is conditional upon
the company being able to obtain all necessary work permits & residence
visa required under UAE Law as below:
Residency and Work permit require all non-GCC national to enable
him/her remain under the company’s employment. The residence visa is
valid for a period of three years and will be renewable after expiration of
this period. All the cost will be carried by the company
Medical Fitness and Finger Print: In accordance with UAE regulations, the
employee is required to undergo appropriate tests for communicable
diseases and fingerprint in the police station in order to obtain clearance
Certificates to finalize the residence visa process. Employee shall go
through this process after obtaining employment visa.
Company is responsible to process all work permits and residency permits
for its employees at company’s cost including employment visa, medical,
finger print, one way joining ticket ( for overseas recruitment) and other
relevant costs. If employee terminates his / her contract before completion
of one-year services with the company, he/ she shall pay the above-
mentioned costs, which were occurred during his/ her employment
process with the company.
The company will cover the cost of residency for married employees,
dependents based on the contract status of the employee as follows:
Family Status: one spouse and two children up to age of 18 years old.
Married Status: 1 spouse (spouse )
Single: only employee
After finalizing permits and residency, the original passports of office staff
will be returned to the employee and remain in employee’s custody unless
the employee requests, in writing, that the company hold the passport on
his / her behalf.
12. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 12 -
The original passports of laborer will remain under company’s custody and
will be released on the time of annual leave or separation from the
company.
1-05 Probationary Period
All contracts for duration of 12 months and above will be subject to
satisfactory completion of a probationary period of 3 months from the first
day of employment. All new entrants will be required to undergo a formal
probationary period.
However, the probationary period is not necessary for individuals selected
within the organization. The probation period will enable managers to:
Assess/review the initial performance of the appointed candidate and
determine his/her suitability to perform the job.
Give some initial consideration for the employee’s potential and possible
development within the job.
In certain cases the 3 months probationary review will be ranked and used
within Performance Management System.
1.6 Induction Program
Induction is the process of receiving and welcoming employees when they
first join the company and giving them the basic information they need to
settle down and start the work quickly and happily.
The aims of induction program are to familiarize the new employee with
the company’s products/services, policy / procedures and job function in
order to increase commitment and reduce the cost of early leavers.
Following mentioned documents should be prepared and considered part
of induction program:
13. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 13 -
HR induction welcome pack
A copy of HR policy and/or any other relevant departmental
Forms, which shall be filled by new employee such as
Employee Information Form” and “Beneficiary Letter”. Organizational
chart
The induction program must be prepared to the particular needs of the
individual and the concern manager must identify these before the start
date, whenever practicable.
Appropriate level HR department personnel shall take care about the new
employee in his/her first working day and ensure that all relevant
information and documents needed for payroll, personal file etc are
recorded.
HR department may schedule orientation program for new employee with
different departments if requested by concerned department‘s head. This
will help new employee to get familiar with other departments tasks and
have better understanding of the business.
1.7 Hotel Accommodation
Upon arrival of new employee, he/she will be accommodated in a standard
/ deluxe hotel room for the period of 10 nights on company’s account
(room Only). If an employee wishes to stay more, the additional days will
be paid by the company and recovered from employee’s salary.
1.8 Air Ticket Booking
The company shall be responsible to provide one way joining ticket to the
new employee from the place he/ she are recruited to UAE.
14. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 14 -
If new employee wishes to buy his/her own ticket, he /she shall do so and
reimburse the amount of one-way ticket after joining date. The company
Note must purchase the ticket from the approved airlines:
Article 1.13 and 1.14 are applicable for overseas recruitment only.
15. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 15 -
Chapter 2- General Conditions of Employment
16. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 16 -
2.1 Code of Conduct
It is the policy to observe that all U.A.E laws & regulations are applicable to
the company. All employees are expected to demonstrate high standards of
business ethics and professional integrity.
Employees are the company’s representatives and it is expected that they
should fully comply with the law and perform in a manner that reflects
favorably on the company’s reputation.
Active involvement in outside organizations (social, political, etc.) which
may influence individual’s performance negatively must be avoided.
Under no circumstances should any employee accept or offer any form of
commission or bribe, in cash or in kind.
Employees must not be involved in any situation that may result in
“conflict of Interest” in order to ensure that they have not obtained any
personal benefit at the cost of the company.
Prayer Times Guidelines
Muslim employee may leave for praying
Prevention of Bullying in the Company’s Premises
Workplace bullying can be defined as the repeated less favorable treatment
of a person by another or others in the workplace or company
accommodation, which may be considered unreasonable and inappropriate
workplace practice. It includes behavior that intimidates, offends, degrades
or humiliates an employee.
Bullying behaviors can be verbal, physical, social or psychological
(including offensive messages with SMS and email).
17. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 17 -
The company is committed to ensure that all employees are treated with
dignity and respect. This will be Human Resources department
responsibility to takes proper action to prevent and respond to bullying in
workplaces in accordance with Federal Law and company’s objectives and
policy.
Human Resources department will ensure that procedures for reporting,
investigating and resolving complaints relating to bullying are followed in
accordance with the company’s policy.
The Department Heads are responsible to ensure that appropriate
instruction and information are provided to their staff members to support
this policy, promote staff awareness on the standard professional
behaviors, and respect towards others.
⇒ Alcoholic Beverages & Illegal Drugs Article
The possession, consumption or sale of alcoholic beverages in workplace
and or company accommodation is strictly prohibited
“Alcoholic beverage" includes alcohol, spirits, liquor, wine, beer, and every
liquid or solid containing alcohol, spirits, wine or beer, and which contains
one-half of 1 percent or more of alcohol by volume and which is fit for
beverage purposes either alone or when diluted, mixed, or combined with
other substances
Similarly, illegal drugs are prohibited on the company premises. If an
employee is, found under the influence of illegal drugs or found buying,
selling or possessing narcotics on the company’s premises he/she will be
immediately dismissed.
18. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 18 -
2.02Dress Code & Appearance At Work
The Company’s objective, in establishing a dress code, is to enable
employees to project a professional, business-like image.
Guidelines to determine what is appropriate to wear at work:
Even in a business casual work environment, clothing should be pressed
and never wrinkled.
Torn, dirty, or frayed clothing is unacceptable. All seams must be finished.
Any clothing that has words, terms, or pictures that may be offensive to
other employees are unacceptable.
.
2.03 Confidential Information
Definition: Confidential information belonging to the company, which an
employee obtains in the course of employment, must not be disclosed to
persons outside the company nor used for one’s own personal benefit or for
the benefit of others during and after employment.
Every employee is under contractual agreement not to divulge information
about the organization’s business, customers, products, services, systems,
business’s plan, or any other confidential matters.
All employees’ salaries and benefits or any other related information must
be treated confidential and shall not be disclosed.
Additionally staff can help information to remain confidential by making
sure:
Their desk is clear of business-related paperwork when leave at the end of
the day.
All potential sensitive documents to be locked in desk or filling cabinets.
19. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 19 -
Access to file rooms should be controlled at all times.
The above are a set of general guidelines. Employees are encouraged to
refer queries to their manager or HR department to seek clarification and
guidance in specific cases whenever they are in doubt.
Personal Property
The company provides desk, closet and other facilities for all staff members
to keep their personal property.
The company does not accept responsibility or make reimbursement for
lost or stolen property. The valuables shall be kept in lockers or take away
to ensure their safety.
Company Property
Upon the termination of employment contract by either party, the
employee shall return the company property and documents including all
records, business correspondence, client files, credit cards, mobile phone,
equipments such as computer / laptop, furniture, vehicle and whatsoever
which may be in his / her possession relate in any way to the business or
affairs of the company.
Employee prior the financial settlement with the company shall retain no
copies, notes or abridgement of any of the above.
2.04 Custodian of Personnel Files
20. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 20 -
The human resource department is the custodian of personnel files. The
employee should ensure that his /her manager and HR department are
advised of the changes in his/ her personal status.
Up to date information will ensure that employee has complete coverage
under company plans and that the correct person is contacted in case of any
emergency.
The following items should always be current in the employee personal file:
Address and telephone number
Marital status and children
Beneficiaries
Person to notify in emergencies
Employee / Department Head Access to Personnel Record
Upon proper request, an employee or his/ her Department Head have the
right to inspect the personal file of employee at reasonable intervals.
Personnel records that are accessible for review by employees are any
documents which have been used or which are intended for use in
determining the employee’s qualifications for employment, promotion,
transfer, additional compensation, discharge or disciplinary action.
Certain documents are not subject to employee access but accessible to
department head in the presence of HR staff. They are:
Medical records
Letters of reference
Test documents
Information about another person
Records involving a judicial proceeding
Investigatory or security records
21. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 21 -
Materials used for management planning
An employee who requires inspecting his/her personnel records must send
a request to the Human Resources department. HR will schedule an
appointment for the employee to access the records, generally within 2
days of the request.
An employee who is involved in a current grievance can designate, in
writing, a representative to inspect her /his personnel records, which could
have born the resolution of the grievance.
The employee must present valid identification before being allowed access
to the records.
Department head or Employee are allowed to view the employee’s
personal file in the presence of Human Resources staff and strictly are
should not remove the file from the HR premises.
To correct the record there must be a mutual agreement to do so between
the employee, the employee’s Department Head and Human Resources
Management. An employee may attach an explanatory statement to any
disputed document in the file.
2.05 Hours & Place of Work
The company may adopt amended schedules where operational or other
requirements so dictate. Time spent proceeding from place of living to
work place does not form part of the working hours.
All staff members are requested to complete 10 working hours per day
including 60 minutes lunch break from Sunday to Thursday. The employee
may be required to work beyond those hours.
During the month of Ramadan, the working hours are reduced by 2 hours
per day according to U.A.E Federal law.
The employee may require by the company to work at any other places
except where he/ she were initially assigned to fulfill his/her duties. The
22. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 22 -
employee may also be required to travel within /outside the United Arab
Emirates to perform his/her duties.
2.06 Attendance & Tardiness
On time, attendance is an expectation of all employees. Daily attendance is
especially important for employees whose customers and coworkers have
the expectation of on-time delivery of services.
Emergency personal time is made available to employees for such
unscheduled events as personal illness, immediate family member illness,
doctor appointments etc that must be approved by department manager
before the employee leaves the workplace.
By the end of each month, employee’s attendance sheet will be monitored
by HR personnel to ensure completion 10 working hours per day including
60 minutes lunch break
There will be a salary deduction if an employee attends the workplace later
than normal working hours, unless missed times is made up later. This will
be based on total daily hour and later hour per week.
Employees who are late and are not able to be present at the workplace on
time, must call their supervisor/department manager as soon as possible,
but not later than sixty minutes after the start of normal working hours. If
the supervisor/department manager is unavailable, employees may leave a
message with a phone number where they can be reached with the
receptionist. Failure to call is considered leave without pay.
Department manager/ supervisor shall inform HR personnel about
employee’s leave.
When an employee misses a punch, he should inform HR personnel
immediately, otherwise he/she will be considered absent which will affect
his/her salary.
When possible, within the normal schedule, the employee may make up
23. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 23 -
Anytime missed during the week in which the time was missed. Employees
must have the permission of their department manager to make up time
and HR should be informed.
Disciplinary action, up to and including employment termination, will
commence, for the overuse of emergency personal time and unscheduled
leave.
Life events can interfere with work attendance. However, in order to
operate the business in an orderly and efficient manner, employees need to
use as few emergency personal hours as are necessary and to avoid
absenteeism.
2.07 Disciplinary Rules
Disciplinary action will be dependent on the severity of the mistake
committed by the employee. As per U.A.E Federal Law the company may
impose
The following penalties:
Warning
Fine
Suspension from work with reduced pay for a period not exceeding
10 days.
Dismissal with right to severance pay
Forfeiture or deferment of a periodic increment.
Forfeiture or deferment of promotion
Dismissal with forfeiture of all or part of the severance. This penalty
may only be imposed on the grounds expressly specified in Article
120 of the U.A.E Federal law no.8 of 1980.
A fine maybe expressed in terms of a specific amount or an amount
equal to employee’s remuneration for a specific period. The fine
24. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 24 -
prescribed in respect of any one offence shall not exceed five days’
remuneration.
The penalty of forfeiture of a periodic increment may not be imposed
more than once in a year and such increment may not be deferred for
more than six months.
No disciplinary penalty may be imposed on a worker for any act
committed by him/her outside the workplace, unless such act is
connected with the work, the employer or the responsible manager.
Non of the above mentioned penalties may be imposed on an
employee until after he/she has been notified in writing of the charge
against him/her, his/her statement have been heard, he/she has
been allowed to defend himself/herself and the foregoing has been
entered in a report placed in his/her personal file. The penalty shall
be entered at the end of this report.
An employee may be suspended from work if he/she is accused of
committing a deliberate offence involving assault on person or property or
crimes relating to honor and honesty or the offence of unlawful strike.
The period of suspension shall run from the date of which the incident is
reported to the competent authorities and until the latter have given a
decision on the case. The employee shall not be entitled to his remuneration
in respect of the period of the suspension.
Where it is decided not to take employee to court or the employee is
acquitted, he/she shall be reinstated in his/her work; he/she shall be paid
his/her remuneration in full for the period of the suspension if it was
maliciously contrived by the employer.
Where an employee; either through his/her own fault or in violation of the
company’s instructions, is guilty of the loss, damage or destruction of tools,
machines or products or materials owned by the company or in the latter’s
custody, the company may deduct from the employee’s remuneration such
25. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 25 -
amounts as may be necessary to repair / replace them as fully as possible
provided that the amount shall not exceed five days remuneration in each
month.
The company may request the court for permission to deduct more than
this amount if the employee has capital assets or any other source income.
2.08 Grievance Procedure
Definition: The grievance procedure is a process through which an
employee can bring workplace concerns to upper levels of management. It
is the company’s aim to maintain good Employee relations and avoid
grievances and disputes. Employees may discuss their problems and
concerns with their immediate Manager.
They can at any time request a referral to higher management as per the
following internal procedure:
First Stage
An Employee should refer any grievance to their immediate Manager, who
will try to work out a satisfactory settlement
Second Stage
If no settlement has been reached, the case should be referred to and
discussed with the Human Resources Manager for review and action.
Final Stage
If no settlement has been reached, the case should be referred and
discussed with Executive Management. And termination of the employee
should be fact at the end of the road.
27. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 27 -
3.01 Employee Classification & Grading
For the purpose of employee growth and advancement as well as for ease
of compensation administration, the employees of the Company will be
classified into different grades. Every employee of the company, old or new
shall have a grade allotted to him/her and his /her compensation and
benefits shall be in accordance with the grade the employee is in.
Depending upon performance reviews and recommendation of
Department/Senior Management, employees can be promoted and change
grades accordingly and also the benefits which is verify from grade to a
another The grading structure will be defined in different document and
will be available with HR Department.
3.02 Housing Allowance
The Housing Allowance for employees based on the grade of the staff and
grade .All benefit for the employee of the company will be approved by the
company board of director
3.03 Transportation Allowance
Transportation Allowance is given to an employee to offset his/ her cost of
transportation from his/ her accommodation to the workplace. The
transportation allowance is calculated as follow:
28. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 28 -
Grade
Allowances
(AED)
Grade A 4000-4500
Grade B 3500- 3999
Grade C 3000
Grade D 750 -1500
Transportation allowances will be paid to employees as per employment
contract.
3.04 Mobile Allowances
Subject to management approval, the mobile allowance shall be considered
for employee whose the nature of his /her work is required.
Mobile allowance for sales personnel is considered as part of their sales
commotions and they are not eligible to receive cash/ allowance.
With maximum of 1000 AED for senior sales person, such as area sales
manager.
For other staff, executive mobile allowance as per board member approve
During the office hour any phone call made for business purpose shall be
born by the company
3.05 Petrol Allowance
If employee’s nature of work involves daily business travel, he / she may
claims petrol allowance against provided original invoices. The claim
29. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 29 -
should be approved by department head before being sent to HR
Department.
3.6 Company Vehicle
Company vehicle is provided in the following cases:
May be provided to employee as an operational tool whose nature of work
involves daily business travel such as Driver, Public Relation Officer, etc.
The vehicle is considered to be a business tool for official use only and does
not form part of the individual’s salary or benefit package.
May be provided to executive management as benefit for personal and
official use. This entitlement shall be stipulated in employment contract.
When an employee to whom a vehicle is allocated as an operational tool
proceeds on vacation, the vehicle must be handed over to HR department.
It is HR responsibility to optimize the use of the vehicle by reallocating it
across the company as required.
3.07 Annual Air Ticket
All employees are entitled to one round trip economy air ticket as
stipulated in their employment contract. And the annual ticket is based on
staff grade
Grade Class of Annual ticket
A First Class
B Economy class
C Economy class
30. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 30 -
All office staff members are eligible every 12 months of services except
staffs with the job titles of Receptionist, Telephone Operator, Secretary,
Coordinator, Office boy and Driver, who are entitled every 18 months of
services. 1
All other workers are eligible every 18 months of services.
If an employee requires HR department to book an air ticket, he / she must
submit the leave application with the request of air ticket 30 days prior to
leave date.
The annual air ticket will be booked through management approved travel
agencies and will be provided to employees two weeks prior to departure.
If an employee is on Married / Family status, air tickets shall be provided
to employee, spouse and her/ his children (up to two under age of 18)
based on declared status in employment contract.
If an employee is on single status he / she may request HR department to
purchase a ticket for his/her spouse at the time of ticket booking. HR
personnel shall take necessarily action but will deduct the cost of ticket
from employee’s salary.
Office staff members are eligible to receive cash equal to approved air fares2
to the major cities from UAE.
Rules of cash disbursement of Air Fair ticket
1
T h e c o m p a n y m a y h a v e o t h e r d i f f e r e n t p o s i t i o n s i n f u t u r e t h a t
a r e e l i g i b l e t o l e a v e o r a n n u a l t i c k e t o n l y a f t e r 1 8 m o n t h s o f
s e r v i c e s . T h i s s h a l l b e d e c i d e d b y m a n a g e m e n t i n f u t u r e i f
r e q u i r e d .
2
T h i s i s t h e r e s p o n s i b i l i t y o f H R D e p a r t m e n t t o d e t e r m i n e t h e
c o s t o f a i r f a r e s a n d o b t a i n P r e s i d e n t ’ s a p p r o v a l . T h e r a t e s s h a l l
b e d i s t r i b u t e d b e t w e e n s t a f f m e m b e r s a n d s h a l l b e r e v i s e d e v e r y
s i x m o n t h s .
31. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 31 -
1.All employees are entitled to annual ticket; class of travel & eligibility
of dependents as specified in their employment contract/Job
Offer.
2. Annual ticket will be administered as a cash allowance,
calculated upon the current year published IATA rate, to the
employee’s country of origin.
3. Country of origin is defined as the country of the employee’s
passport/citizenship; in the case of dual nationality, country of
origin will be agreed at the job offer stage, and specified in the
employment contract/Job offer.
4. Typically, the cash allowance will be administered along with
the January payroll for each calendar year.
5. For those employees who join during the year, entitlement will
be calculated on a pro-rata basis according to the percentage of
the year worked; the cash allowance will be administered upon
successful completion of the probationary period, along with
the next payroll.
6. Employees who resign or are terminated during the course of
the year will be required to ‘pay back’ ticket allowance on a
pro-rata basis, according to the number of months worked in
the year of resignation/termination.
’ workers are ineligible to receive cash and HR department shall be
responsible for their annul tickets booking.
Family status
If staff member is on family status and wishes to receive cash instead of air
ticket for his/her children’s, their eligibilities will be as follow:
Children under age of 12 and above 2 years are entitled for 85% of the
ticket’s amount.
Below 2 years old / infant is entitled for 15% of the ticket’s amount. The air
fair ticket for the family will be determined based on offer letter.
32. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 32 -
Based on the grade of the staff A,B are entitle other class not entitle for
3.8 Life Insurance Scheme
The company management has decided to cover all employees under life
insurance scheme to protect employee’s dependents from financial loss
related to employee‘s death.
The amount of compensation shall be calculated on the basis of the last
remuneration received by employee before his/her death.
All employees must ensure that their “Beneficiary Letter”, “Employee
Information Form” and other necessary documents such as beneficiary
passport copy are provided to HR department for such incident.
3.9 Medical Insurance Scheme
In accordance to UAE federal law and company policy, all employees shall
be covered under Medical Insurance Scheme.
Medical insurance provider will be approved by the board meeting and
company committee normally the company will name the insurance
provider from one of the top leading service provider in market or the
provider by the main group.
HR department is responsible to ensure that all employees are covered and
have received proper orientation about insurance scheme.
If employee is eligible for family/ Married 3 status, his spouse and 2
children under age of 18 years will be entitled to medical insurance
coverage based on declared status in employment contract.
3
Where employee is on Married Status, only his wife is eligible.
33. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 33 -
If the employee wishes to include any other children or family members,
they can take advantage of the group medical insurance rate and pay the
annual premium at his/ her own cost.
Chapter 4 Leave Policy & Procedures
34. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 34 -
The objective of this policy is to determine the days which an employee
does not perform for the company.
4.01 Leave Procedures
Application for leave should always be accompanied by the standard
Leave application.
According to the departmental leave plan and the leave
Information being received from HR department, an employee shall
Duly fill the leave application form and forward to his department head
for approval.
Approved application should be forwarded to HR department to scrutinize
the leave and recording it in HR module which links to payroll.
A copy of leave application shall be provided to employee and the
Original application must be kept in employee’s personal file.
Departmental manager should monitor proposed leave plans to ensure
operational effectiveness is maintained.
The employee is responsible for promptly notifying the company of
Any circumstances which may delay his/ her return from leave.
If employee has taken more than his/her accrued entitlement at the
35. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 35 -
Time of termination, the company shall make an appropriate adjustment
from the employee’s final settlement.
Department managers must inform HR department, if any of their staff are
absent from work.
4.02 Annual Leave
In accordance with the employment contract, all employees are entitled to
annual vacation as follow:
All office staff members are eligible to 25 days paid leave every 12 months
of services excluding staffs with the job titles of Receptionist, Telephone
Operator, Secretary, Coordinator, and Driver who are entitled to 45 days
paid leave every 18 months of services.
All workers are eligible to 25 days paid leave every 12 months of services.
All employees are encouraged to take the full leave entitlement every12/18
months of their services.
Employee will not be paid in cash for his/ her leave entitlement.
Employees are not allowed to maximize more than 60 annual days for the
period of 2 years. Vacation must be taken within 2 years otherwise it will be
lapsed automatically.
Public holiday announced by UAE authorities fall within annual leave shall
not be considered part of annual leave and will be credited in employee’s
account.
36. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 36 -
Sick days fall within annual leave shall be considered part of the annual
leave and no additional days are granted for these days. 4 This article is also
applicable to days off (Friday / Saturday).
4.03 Sick Leave
The company grants sick leave in accordance with the provisions of the
UAE Federal Law 1980.
The employee shall not be entitled to any paid sick leave during probation
period.
If the employee completed more than three months after the probation
period in the continuous services of the employer and fall ill, he /she shall
be entitled to sick leave not exceeding 90 days whether continuous or
otherwise, in respect of every year of service. Such leave shall be calculated
as follows:
No salary shall be payable during sick leave if the illness is the direct result
of the employee’s misconduct. (Having consumed alcohol or narcotic
drug).
If the employee is absent for more than one day, he/she will be required to
provide a doctor’s certificate.
If no valid certification is submitted, the respective leave period will be
considered as leave without pay.
After resuming to duties the respective employee is given two days to
produce the necessary documentation to approve the sick leave.
The company reserves right to require the employee to undergo a medical
examination at the company’s expense by a doctor nominated by the
company at any time. The employee authorizes the doctor to disclose the
results of such examination to HR Department.
4.05 Maternity Leave
4
UAE Federal Law- Article 77
37. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 37 -
In accordance with the provision of article 30 of UAE Federal law, a female
employee shall be entitled to maternity leave with full pay for a period of
45 days including the period preceding and the period following her
confinement, where she completed one year of her services with the
company.
If the service period is less than one year then she shall be entitled to
maternity leave with half pay.
Leave of Absence
In the event that an employee runs out of leave balance, unpaid leave will
be allowed at the company’s discretion. Such leave will break the
employee’s continuity of employment and will reduce the number of days
of service when calculating end of service benefits.
4.08 Hajj Leave
Muslim employee shall be granted once in the course of his/her period of
services; special leave without pay for the purpose of fulfilling the
obligation to make the pilgrimage, such leave shall not be counted towards
any other periods of leave and shall not exceed 30 days.5
4.9 Public Holidays
Employees will be entitled to official leave with full pay if the following
occasions occur on a normal working day: the public holidays as mentioned
below and might include any other days as mentioned by government
If employee overstays, days which are not approved will be considered as
leave without pay. If overstay is due to a valid reason and approved by
department head, such circumstances will be treated as extension to the
5
Federal Law- Article 87
38. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 38 -
leave with full pay provided the employee has sufficient leave balance to
cover overstay period.
New Year’s Day (Hegira) – 1 day
New Year’s Day (Gregorian) – 1 day
Prophet’s Birthday – 1 day
Ascension of the Prophet – 1 day
UAE National Day – 1 day
Eid Al Fitr – 2 days
Eid Al Adha – 3 day
4.8 Medical leave
Days of Absence Pay Rate
1st 15 Calendar Days Full pay
Next 30 Days Half pay
Any Subsequent Period No pay
In the event of illness and inability to continue work, an employee may be
granted medical leave as follows:
In all instances of absence relating to illness, the employee is required to
inform his/her immediate manager before 9am on the first day of absence.
Short leave, of more than 2 days with pay must be supported by a Doctor’s
or hospital certificate. For medical leave in excess of 5 days, the above
certificate must be accompanied by a medical report.
39. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 39 -
As a matter of policy the Human Resources Manager will monitor
attendance, including absence due to sick leave. Should an employee’s
absence develop a habitual pattern, the Human Resources Manager will
highlight the concern to the appropriate manager and the Management
Committee for discussion and/or further investigation.
In the case of an illness during annual leave, the employee is not entitled to
claim back leave days.
4.9 UNPAID AUTHORIZED LEAVE
Due to exceptional circumstances, the company may approve leave without
pay for a maximum of one (1) month. Unpaid leave periods are not taken
into consideration when calculating the End of Service benefits or annual
leave accruals.
2 An employee’s request for unpaid authorized leave will only be
considered if he/she has utilized all of their accrued annual leave.
40. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 40 -
Chapter five Business trip
41. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 41 -
Definition
A business trip occurs when an employee is required to travel
outside/inside the UAE. Business trip starts when an employee leaves his/
her house or workplace for this purpose and ends when she/ he arrive to
his/her base.
5.1 Procedures
Appropriate approvals for business trip shall be obtained as per below
matrix:
Destination Department
Manager
President / his Deputy
Inside country Yes No
Outside country Yes Yes
42. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 42 -
5.1.1 Employee must obtain relevant approvals on “Business Trip
Requisition Form” before proceed the business trip.
5.1.2 If an employee becomes ill during business trip, his /her regular
expenses shall be paid during sick days provided that he/she presents
acceptable medical reports and documents indicating the nature and
duration of the illness. Medical expenses and hospitalization costs, if
necessary, shall be paid by the medical insurance, if covered by the policy,
or shall be provided by the Company.
Business trip cost shall be in annual budget by department heads every
year.
The employee must submit the travel request minimum 5 days prior to the
outside country trip so HR personnel will be able to do the needful for visa
entry, hotel accommodation , ticket booking and other necessary work on
time.
The employee will be allowed to extend the business trip for personal
purpose with following conditions:
No extra charges or fees will be paid by company for the extension
Grade
Per Diem UAE Remark
A AED 1500 300
Covers food, taxi, and etc
B AED 1300-1000 300 Covers food, taxi and etc.
C 1000 -800 300 Cover food taxi and etc
43. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 43 -
Period The employees annual leave balance allows for such extension
2)0Business trip should be by approval of board /general manager .
3)The diem will be paid on submitting all invoice
The extension must be approved by department head.
Ticket
HR personnel based on the travel requisition duly filled and approved by
management shall do arrangement of ticket booking.
HR personnel shall assist employee to obtain visit/business visa for the
country to be visited. Company will bear the visa expenses.
Note: The President has the right to stop Business Class travel or upgrade
travel class for all categories.
Per Diems & Reimbursement of Expenses
Per Diem covers expenses such as food, taxi and hotel, excluding ticket and
visa expenses for overseas trip. The per diem is set as per industry level
after compare with similar firm with industry
The per Diem amount shall be identified and decided based on region. See
below email diagram:
Employees shall receive the per diem prior to his/her business trip.
Ticket booking shall be arranged as per below table:
44. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 44 -
The following types of expenses are not included in the travel allowances
and shall be compensated against original bills/receipts:
Excess baggage resulting from excess cargo related to business
Items purchased for business related matters
Customs paid on business related items
The employee shall settle the travel claims (if any) within 5 working days
from the date of return.
The authorized person must approve all expense claims.
All expenditure must be supported by original invoice/receipts, except for
per diem allowances.
Photocopies are not valid supporting documents. Even when claiming for
telephone expenses, the original bill is required.
Credit card statements are not invoices and are not valid with out
supporting documents
Any payment is credit card will be paid be the company within next
payroll.
Calculation : Per Diem allowances are calculated on the basis of actual
number of travel days, which includes day of departure and day of arrival
except for trips within the UAE
Guiding principle of the per diem allowance is to cover costs associated
with hotel accommodation, food, etc, which does not apply in this instance.
Region Executives Managers Other staff
Within GCC
Countries
Business Class Economy Class Economy
Class
More than 3 hours
flights
Economy class Economy class Economy
Class
45. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 45 -
Employees will be paid a daily allowance as given below to cover cost of
local transport, hotel accommodation, meals, laundry, visa, airport taxes
and other incidental expenses.
Limitation: If the trip extends for more than 4 days in one location, then the
total per diem allowance for the full trip will be reduced by 50%. And if
reach 7 days will be deduct by 60 %
Employees, who need to go on business travel within the UAE, will be
entitled to receive a per diem allowance to cover the cost of their transport,
hotel accommodation, meals, laundry and other incidental expenses,
providing an overnight stay is involve
46. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 46 -
Chapter 6 Performance Management System
6.1 Performance Appraisal
Performance appraisal is a formal evaluation procedure by which the
organization documents its employees’ job performances and development
potentials.
Proper performance appraisal provides management with essential
information for making strategic decisions on employee retention,
advancement, and termination.
The performance appraisal links training, development, and career
planning program with the company’s long term human resources needs.
The department managers may use appraisal procedures to:
Assess the potential of employees for future jobs and suggest appropriate
training and development programs.
Design and implement merit and incentive program
47. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 47 -
Determine whether employees receive appropriate compensation for their
particular functions and positions in the organization.
Identify and modify dysfunctional work behavior.
Provide documented evidence to support disciplinary and termination
actions.
The managers/ supervisors shall conduct evaluation of their department
staff performance once or twice a year that may be necessary in
organization characterized by frequent personnel changes such as
promotions, demotions, layoffs, transfers, and retirements.
6.2 Characteristics Of Performance Appraisal System
Formal appraisal system has three basic phases:
Phase -1: Appraisal planning
Appraisal planning should ties together business plans and the job
objectives of departments and individuals, otherwise performance
appraisal may be worthless. The implementation of performance appraisal
must be done with HR coordination and President’s approval.
Phase -2: Implementation
This phase is operational. Carrying out the performance appraisal is the
responsibility of the Supervisor/ Manager. Personnel decisions derived
from performance appraisal can affect the employee’s present and future’s
work behavior.
Phase -3: Evaluation
Evaluation involves more strategic decisions. Management shall put the
results of evaluations into action through positive reinforcement or
corrective measures.
6.3 Management by Objectives (MBO)
48. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 48 -
This method specifies the performance goals that an individual and her/his
manager agree to try to attain within an appropriate length of time. Each
manager may sets objectives derived from the overall goals and objectives
of the organization.
6.3.1 Key MBO Ideas
Three key assumptions underlie an MBO appraisal system:
An employee who is involved in planning and setting objectives and
determining the performance measures tends to show a higher level of
commitment and performance.
Clearly as precisely identified objectives encourage the employee to work
effectively toward achieving the desired results. (ambiguity and confusion
and therefore less effective performance may result when a superior
determines the objectives of individual)
Performance objectives should be measurable and should define result.
Vague generalities such as “initiative” and “cooperation” which are
common in many appraisals should be avoided. Objectives specify actions
to be taken or work to be accomplished.
Appraisal Feedback
After completing appraisals, managers need to communicate the results to
give employees a clear understanding of how they stand in the eyes of their
managers and the organization. The appraisals should be discussed with
employees.
The appraisal feedback interview provides an opportunity to clear up any
misunderstandings in both sides. In this interview the manager should
focus on counseling and development and not just tell the employee “here
is how you rate and why”.
Emphasizing development gives both parties an opportunity to considerthe
employee’s performance as part of appraisal feedba
• Prepare in advance.
• Focus on performance and
development.
• Be specific about reasons for
ratings
• Do all the talking
• Lecture the employee
• Mix performance appraisal and
salary or promotion issues
• Concentrate only on the negative
DO NOT
DO
49. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 49 -
Personal Action Form ( PAF)
Definition: The personal action form (PAF) must be filled whenever there
are changes in employee’s status such as transferring within departments,
promotion, or any changes in his/her compensations.
Relevant department managers must approve the form and the final
decision for any changes in employee’s status ultimately rests with the VP
of the company.
Note:
The performance appraisal form will be provided by Human
Resources Department when it is needed.
The Performance Appraisal process identifies the performance of the
employee for the 12 months of the appraisal year. Employees are rated
according to performance towards or, Performance against objectives and
competencies are reviewed as a minimum every 6 month the end of year
appraisal is the ‘formal’ appraisal all the appraisal form will be provided by
HRD.
51. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 51 -
In order to gain competitive advantage the company will make every effort
to facilitate employees learning of job-related competencies including
knowledge, skills, or behaviors that are critical for successful job
performance.
The goal of training is for employees to master the knowledge, skills and
behaviors emphasized in training program and to apply them to their day-
to-day activities.
7.01 Training Procedure
All staff members shall have access to the company’s training facilities
through the HR department.
Request for training programs are mainly to be set at the annual training
plan according to training needs analysis and annual budget by department
managers.
52. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 52 -
When an employee attends training program, he / she is required to
complete the “Training Program Evaluation Form” provided by HR
personnel to enable HR manager and department’s head to assess the
course and identify it strengths and weakness and necessary revisions on
future course if needed.
7.2 Training Design Process
There should be a systematic approach for developing training programs,
departmental managers shall consider following steps in training process:
Conduct a needs assessment that is necessary to identify if training is
needed.
Ensure that employees have the motivation and basic skills necessary to
master training content.
Create a learning environment that has the features necessary for learning
to occur.
Ensure that trainees apply the training content to their jobs. This involves
having the trainee understand how to manage skill improvement as well as
getting co-worker and manager support.
Develop an evaluation plan. This includes identifying what types of
outcomes training is expected to influence.
Choose the training method based on the learning objectives and learning
environment.
Evaluate the program and making changes in it or revising any of the
earlier steps in the process to improve the program so that learning
objectives are obtained.
Department manager is responsible for need assessment process with
employee’s involvement and send the training request to HR department
with his/her approval.
The final approval to determine if training program will meet the
company’s strategy shall be granted by Human Resource Manager.
53. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 53 -
7.3 Methods Use in Needs Assessment
Following methods shall be used to conduct needs assessment including:
Observing employee performing the job
Asking employee to complete questioner to identify knowledge, skills and
other characteristics required for the job.
7.04 Assessment of Training Program
Before conducting the training program, it must be evaluated to discover
the following factors:
1. Identify the program’s weaknesses and strengths. This includes
determining if the program is meeting the learning objectives.
2. Assess whether the content, organization, and administration of the
program including the schedule, accommodations, trainers, and
materials contribute to learning and the use of training content on the
job.
Identify which trainee benefits most or least from the program
3. Determine the cost of program
Compare the costs and benefits of different training programs to choose the
best one.
On - Job Training
The majority of training carried out within the company will be on job
training. New or inexperienced employees learn through observing peers
or managers performing the job and trying to imitate their behavior.
On-job training shall be useful to upgrade experienced employees’ skills
when new technology is introduced, cross- training employees within a
department or work unit, and orienting transferred or promoted employee
to their new job.
54. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 54 -
The company runs a number of in-house training courses each year, which
will be developed in response to the training requirements, complied from
the training needs analysis.
Bonding Policy
Department Managers may nominate employees for external/internal
training courses on selective basis accordance with organizational strategy
and HR policy.
The company has the right to bond the employee for all initial costs
including but not limited to training cost, hotel, transportation, or any other
expenses that should be provided to employee during training program.
Department head will decide the period of bonding and the bonding period
will be started from the first date of productivity after completion of
training program.
The cost of training program and other expenses as mentioned above shall
be divided into number of months within bonding period and for every
month of employee’s services with the company, bond will be
automatically reduced.
Chapter 8
55. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 55 -
Health safety environment procedures for work place
Introduction:
The company is committed to a secure, safe and healthy workplace and
environment. All aspects
Of business are managed in a safe and environmentally responsible manner
in accordance with the
Principles set forth in this policy.
These actions benefit our customers, shareholders, employees and the
public, both now and for the future, while improving the quality of the
environment.
All employees shall be committed to, and accountable for, implementing,
maintaining, measuring, and improving the environmental, health and
safety programs of the Company.
Health hazards in the workplace are pervasive and serious. No job is 100%
risk-free. It is the company responsibility under UAE Federal Law to
provide a hazard-free, safe and healthy working environment.
56. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 56 -
The company shall display detailed instructions in a conspicuous position
at the workplace indicating the measures to be taken to prevent hazards
and protect the employees against it to which they may be exposed while
performing their jobs.
8.1 General Safety Procedures in Work Shop 6
In accordance to the company’s Health & Safety Policy, the entire
workshop personnel are required to use personal protective equipments
during working hours. (PPE)
8.1.1 Safety Helmet
The shop personnel are required to wear the Safety helmet according to
below mentioned designated colors:
White colored helmet is for Office personnel, executives, foremen and lead
hands Blue colored helmet shall be used by plant workers Green colored
shall be used by maintenance personnel
Yellow colored helmet will be used by Visitors
8.1.2 Safety Shoes/ Boots
All workshop personnel including quality control, supervisors,
storekeepers and superintendents are required to wear safety shoes.
Welders will use special safety boots for extra protection. Boots & shoes
must be laced up to avoid entanglement .Worn out or damaged boots must
be replaced immediately.
8.1.3. Hand Gloves
Due to continual close contact with sharp edges of steel material in Plant,
workers must wear hand gloves of the variety defined by the workstation
safety analysis. Welders will use leather gloves for extra protection against
heat.
57. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 57 -
8.1.4 Apron & Jacket
All welders, technicians, mechanics, working on working area processes
including tickers will use aprons for frontal and upper body protection.
8.1.5 Safety Goggles
Safety goggles or shaded eyeglasses must be worn while operating
chipping hammer, friction saw, hand grinder, stationary grinder ,wood
working machines, or using gas cutting equipment and during fabrication
process. The exact model is specified in the workstation safety analysis
sheet.
8.1.6 Overall/Coverall
Overalls provided to factory personnel are designed for industrial safety.
Workers are strongly advised to wear them during working hours.
If for some reasons they are not available, personal apparel worn should be
compatible with Safety. Use long sleeve cotton shirts, close fitting trousers
without turn-ups. Tuck in shirt.
8.1.7 Hearing Protection
Welders, mechanics, all staff with in the work shop are provided with
hearing protectors, muffs and plugs, to be used during chipping process
required to use it
8.1.8 Respiratory Protection
There are many tasks involving exposure to fumes, gases and dusts that are
harmful to the human respiratory system. All workers are required to wear
respiratory protection like masks and respirator.
8.1.9 Safety Belts
Maintenance crews working on overhead cranes or other equipment at
height are required to wear safety belts and lanyards for their protection
against fall.
8.1.10 Fire Fighting and Protection
58. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 58 -
Fire is one of the deadly, fearsome and damaging disasters that can occur
but it could be prevented by incorporating commonsense principle.
Fire starts when the three elements of fire triangle are present. The heat,
fuel (wood, paper, gas, or other flammables) and oxygen. Avoiding fire
means not allowing all three to combine.
The company shall train a group of workers in fire fighting and protection
measures who will attend fire incident that may happen.
Guidelines in case of Fire incident:
In case of fire breaking out in the work place, the person who notices it
should immediately use the nearest fire alarm and press the bottom by
breaking the glass, which covered the alarm.
Fire Brigade 7should be informed immediately when their assistance is
required. Security personnel should be alerted to make arrangement to
receive fire brigade at gates without any delay.
All personnel are required to exit the plant and move to a safe place.
The company shall display detailed instructions in conspicuous positions at
the workplace indicating the measures to be taken to prevent fire and
protect the employees against hazards to which they may exposed while
performing their work. Such instruction will be in Arabic and English.
8.1.11 First Aid
59. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 59 -
While emphasis is placed on the prevention of accident and injuries,
accident do occurs. Prompt knowledgeable treatment of injured worker
will in many cases prevent minor injuries from becoming major one.
First aid kits/cabinets are placed and maintained in each major working
station with supplies checked regularly.
Important Notes:
The foreman/ representative of each working station are responsible to
prepare a report in case of injury and major accidents. The report must be
sent to HR department immediately.
The report shall indicate the employee’s name, age, occupation, address,
nationality and contain a brief account of occurrence, its circumstances and
medical aid or treatment provided.
Also it shall contain the statements of the witnesses, company
representative and the employee if his/her condition permits. It shall
indicate whether the occurrence was connected with the employee’s work
or it was deliberate or resulted of gross misconduct on employee’s part. 8
The major incidents must be reported to police immediately. This is Public
Relation Officer Responsibility to communicate with Police under the
supervision of HR Manager.
8.1.12 Computer Ergonomics
Upper back and neck stiffness is common in employees who maintain a
static posture for a long period with desk jobs. Regular stretching breaks
every hour or so and easy range of motion exercises for the neck and
shoulder are usually helpful.
Neck and shoulder complaints are also common in people who spend a lot
of time on the telephone. A headset is a simple, effective remedy for this
problem.
8
U.A.E Federal Law- Article 142
60. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 60 -
Eyestrain can be minimized if the employee keeps the screen clean, adjusts
the brightness and controls glare (special filters are available). The
employee who wears spectacles may need a separate pair of glasses to
work efficiently at a computer.
Shoulder and wrist pain have accompanied the addition of the computer
mouse to the desktop. The mouse is often positioned too high and too far
away. It should be at the same typing height as the keyboard and within
easy reach.
Smoke Free Workplace
To protect and enhance our indoor air quality and to contribute to the
health and well-being of all employees, the company shall be entirely
smoke free.
Smoking is prohibited in all of the enclosed areas within the company
worksites and camp, without exception. This includes common work areas,
training rooms, conference and meeting rooms, private offices, hallways,
restrooms, and all other enclosed facilities. The only designated smoking
area is outdoors.
No additional breaks are allowed to any employee who smokes. Finally,
smokers and users of tobacco products must dispose of the remains in the
proper containers.
This helps to keep a neat and clean environment for all employees and our
visiting partners and customers.
Failure to comply with all of the components of this policy will result in
disciplinary action
TERMINATION OF EMPLOYMENT CONTRACT
61. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 61 -
Whilst responsibility for initiating termination of an employee rests with
department manager, in all cases it will be necessary to consult with the HR
manager to ensure that justifiable grounds exist, that such grounds are
adequately documented and to ensure that termination of contract is
applied strictly in conformity with legal and contractual obligations.
Termination of Employment Contract
As per UAE Federal law the contract of employment shall be terminated by
either party provided that the provisions of the law regarding the period of
notice are observed.
As per company policy the duration of notice period is considered 30 days
from the time of termination of contract.
The employment contract shall continue to be valid throughout the period
of notice and shall be expired on the end of notice period.
Company may dismiss and employee with out notice in any of the
following cases and may include any other reason as mentioned per UAE
labor
If the employee adopts a false identity or nationality or submits
forged certificates or documents.
If the employee is engaged on probation and is dismissed during the
probationary or on its expiry.
If the employee makes a mistake resulting in substantial material loss
for the employer.
If the employee disobeys instructions respecting industrial safety or
safety of work place or does not perform his / her duties.
If the employee discloses any confidential information to a third
party.
If the employee is found in a state of drunkenness or under the
influence of a drug during working hours.
62. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 62 -
If while working the employee assaults the employer the responsible
manager or any of his /her workmates.
If the employee is absent from his/her work without a valid reason
for more that 20 non-consecutive days or more than seven
consecutive days.
Notice of Termination / Resignation
In case an employee works on daily basis the period of notice shall be
considered one week if employee has been employed for more than six
months but less than one year.
During probationary period one week notice period is required by
management approval.
The employee shall be entitled in respect of the notice period to full pay
calculated on the basis of his/her last remuneration and he/she is required
to perform his/her works during this period. The company or the
employee may agree to reduce or increase the period of notice.
Where an employee fails to give the notice of the termination of
employment contract or reduce the period of notice, he / she are obligated
to pay compensation to the company called “compensation in lieu of
notice”.
The said compensation shall be equal to the employee’s remuneration in
respect of the entire period of notice or the time by which was reduced.
Death
If an employee dies during his/her services with the company the company
shall provide every support to his /her family and transfer his/her final
dues and life insurance amount.
Repatriation
63. HR POLICY & PROCEDURES _AALAT L.L.C _updated
11/22/2010 Done by :HR Manager HOSSAMHUSSEIN
- 63 -
On the termination of employment contract, the company shall pay the cost
of returning the employee to the district from where he was recruited or to
any other place agreed upon between the two parties. The cost for return of
the employee means the value of his travel ticket.
In case where the employers provide accommodation to the employee, the
employee shall be obliged to vacate the premises by end of notice period.
End of Service Benefits
End of service benefits shall be paid based upon legal and contractual
provisions for termination of services as follows:
1. Salary up to and including the last working day.
2. Accrued leave pay to the effective date of termination / resignation.
As per UAE Federal Law Article 132, if an employee has completed a
period of one year of continues services, he / she shall be entitle to
severance pay.
The days of absence from work or leave days without pay shall not be
included in calculating the period of services.
End of service benefit will be calculated as following
1- 21 days for first5 years
2- 30 days for the next 5 years
Maximum: the end of services benefit should not exceed the salary of 24
months. In addition, vacation balance and other.