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.

1. HR Policies
 Recruitment Policies
 New Regular Staff Employee Orientation
 Staff Retention
 Attendance and Leave Policies
 Grievance Handling
 Drug/Alcohol Abuse
 Employee Relations
 Personal Debts
 Performance Evaluation
 Feedback and Coaching
 Insurance Policy
 Termination Policy

2. Recruitment Policies
 Recruitment is done in-house.
 Detailed Recruitment Process to guide
 Advertising the Position: To ensure that the
applicant pool is diverse and qualified.
 Screening/Interviewing Candidates
 Offering the Position
 Concluding the Search

3. New/Regular Staff Employee
Orientation
 90 Days orientation period is
important to:
 Assess the employee’s job
performance
 Evaluate the employee’s overall
compatibility
 Orient the employee to the job.

4. New Regular Staff Employee
Orientation
 HR file of each staff employee is
maintained.
 File includes the following Documents:
 ID Proof
 Permanent Account Number
 Address Proof
 Copy Of Employment Agreement
 Educational Certificates
 Professional Certificates

5. Staff Retention
 Employees as Assets
 Our environment places attention on
systems that inform us of what the
talent needs are.
 Attention is given to attracting and
selecting the right people.

6. Staff Retention
 Culture of Interdependence
 We focus on building relationships
and do not take on this challenge
alone
 Create and maintain systems that
allow people to grow professionally

7. Attendance and Leave Policies
 Being absent from or reporting to work after the
scheduled beginning time requires the employee to
properly notify the supervisor in advance.
 The department head is responsible for maintaining
work schedules.
 Employees are allowed to take three leaves in each
quarter.
 6 medical leaves per year are also allowed.
 They can also avail 6 casual leaves.
 No leaves are allowed in Probation period of 90 days.

8. Grievance Handling
 The proceedings are informal in nature.
 If the grievant choose to take legal action,
the internal grievance process will cease.
 All employees, including the grievant, shall
cooperate at all stages in the investigation
of a grievance.
 Detailed Grievance procedure is required

9. Grievance Handling
 These grievance procedures may not be
used for the following:
 To address an employee’s dissatisfaction
with the Company
 To appeal performance evaluations
 To address actions from individuals outside
of the Company
 To address situations over which the HR
lacks authority to remedy
 To address dissatisfaction with the
grievance policy

10. Grievance Handling: Process
 Stage 1
 The grievant shall state the nature of
the grievance in writing.
 The decision of the departmental
official shall be given in writing to the
grievant.
 Copies of the appeal and decision
shall be forwarded to HR

11. Grievance Handling: Process
 Stage 2:
 If the grievant is not satisfied with
the decision at Stage I
 the grievant may appeal in writing to
the Human Resources.
 HR shall investigate the appeal
 The Senior Officer shall render a
decision in writing.

12. Drug/Alcohol Abuse
 Strictly Prohibited on Talisman
Solution’s Property:
 Drug/Alcohol abuse
 Being under the influence or the
unauthorized use of drug/alcohol.
 Reporting to work under the influence
of drug/alcohol

13. Drug/Alcohol Abuse
 Corrective Actions:
 Verbal and Written Warnings
 Termination of Employment

14. Employee Relations
 Supervisors are responsible for training, assisting,
motivating, directing and correcting behavior of staff.
 Supervisors are responsible for informing their subordinates
of management's expectations.
 supervisor should seek to correct the problem with the least
amount of disruption to the work environment.
 Progressive discipline is utilized for regular, non-
probationary employees and may include oral warning,
written warning, suspension, and ultimately discharge.
 Oral warnings are typically issued during a private
conference between the supervisor and the employee
 Employees may be issued a written warning as a letter or
memo
 Nonexempt employees may be suspended without pay for
incidents which are serious enough to warrant summary
suspension

15. Personal Debts
 The Company expects its employees
to be prompt in the payment
 Any employee who fails to do so may
be subject to a writ of sequestration
or other payroll deduction

16. Performance Evaluation
 The Company’s performance evaluation
system is called Performance Evaluation
(PE)
 The PE system is designed to:
 Promote and document performance
assessments based on essential job
functions and clear, realistic job standards
 Promote a high level of employee
performance through consistent feedback
from supervisors

17. Feedback and Coaching
 Occur on an ongoing basis and at the
optional mid-year review.
 The purpose of feedback and coaching is to
recognize effective performance and
provide coaching for improvement.
 Opportunity for supervisors and employees
to discuss and update job standards set at
the beginning of the year

18. Insurance Policy
 The Company makes available group
accidental & death insurance
coverage for employees.
 This is only for Regular/Confirmed
Employees

19. Termination Policy
 If the employee terminates the
employment relationship:
 The employee shall fulfill the notice
associated with the position he
occupies

20. Termination Policy
 If the employee is terminated for reasons
which are considered misconduct:
 The termination shall generally be
immediate
 If the employee is terminated for reasons
which are not considered misconduct :
 The termination shall generally occur after
at least one documented discussion with
the employee.

21. The code of conduct includes the
following:
 Ethical Principles
 Honesty
 Integrity
 Promise keeping
 Loyalty
 Fairness
 Respect for others
 Law abiding
 Commitment to excellence
 Reputation and morale
 Leadership
 Accountability

22. The code of conduct includes the
following:
 Values
 People working here should be honest, unbiased,
and have unprejudiced work environment.
 Accountability
 Taking responsibility for your own action
 To ensure appropriate use of information
 exercising diligence, and duty of care, obligations
 avoiding conflict of interest.

23. The code of conduct includes the
following:
 Standard of Practice
 Maintaining active personal and professional
development programs
 Creating and supporting an environment that fosters
teamwork, emphasizes on quality, recognizes the
customer, and promotes learning.
 Maintaining a commitment to the improvement of the
professional
 Addresses concerns
 Provides for performance and quality management
training
 Establishes specific quality related goals for
management

24. The code of conduct includes the
following:
 Disciplinary Actions at work can be
performed due to any of the following
reasons:
 Abusive Behavior at work place.
 Uninformed Absence at work place.
 Lack of work Standard.
 Sorting Out Problems
 Sorting out informally.
 Disciplinary and dismissal procedures.

25. All policies are subject to
review and periodic
revision.

26. Thank You