This document provides a summary of the policy manual for employees of IPCO Developments (Bangladesh) Limited and IPCO Hotels Limited. It outlines the company's philosophy of being an international enterprise that improves relationships and hospitality worldwide. It establishes policies regarding equal employment opportunity, at-will employment, sexual harassment, safety procedures, reporting injuries, a drug-free workplace, prohibiting sexual harassment, and disciplinary actions. It also covers personnel administration, employee records, payroll information, overtime, attendance and various types of leave (e.g. maternity leave, medical leave, leave of absence).
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.
This document is a resume for Sunil R Pillai, who is currently an HR Manager at Emirates Madina Group Holding in Abu Dhabi, UAE. It summarizes his over 11 years of experience in HR management and legal operations in the UAE. It details his employment history and accomplishments in various HR roles, including currently leading a team of 6 as Group HR Manager at EMG Holding, and previously as HR Manager and HR Coordinator at Arabian Can Industry LLC in Dubai. It also lists his educational qualifications and personal details.
Saagar Pandey is a human resources professional with over 6 years of experience in recruitment, compensation and benefits, employee relations, and compliance. He is currently the Manager of HR and Administration at Industrial Filters & Fabrics Pvt Ltd. Previously, he held HR roles at Angel Broking Pvt Ltd and Mphasis India Pvt Ltd. Pandey has an MBA in human resource management from IGNOU and a bachelor's degree from Devi Ahilya University. He is proficient in all aspects of HR and seeks a new opportunity to utilize his skills.
This resume is for Yuvaraja V. He has over 10 years of experience in human resources management. Currently, he works as an Assistant Manager of HR Operations at Net Connect Private Limited, where he leads the statutory compliance team. Previously, he has held roles such as Assistant Manager of Compliance at Lexplosion Solution Private Ltd and Executive of Human Resources at Inox Leisure Ltd and Bharath Rubber (India) Limited. He has expertise in areas like recruitment, payroll processing, statutory compliance, and administration.
This document is a resume for Girish Kumar summarizing his career experience in human resources management. Over the past 7 years, Girish has worked in HR roles for several companies, including his current role as Deputy Manager of HR & Admin at Max Hypermarket India Pvt Ltd where he manages 400+ employees. Prior roles include Executive of HR/Admin at Sony India Pvt Ltd and Executive roles focused on compensation & benefits at INOX Leisure Ltd and Arvind Brands. Girish's experience includes recruitment, training, performance management, statutory compliance, and employee relations. He holds an MSW in Human Resources and BA in Economics.
This project report summarizes training and development practices and career progression in the insurance sector. It analyzes the T&D programs at four insurance companies - AVIVA, Birla Sunlife Insurance, TATA-AIG, and National Insurance Corporation. Interviews and surveys were conducted with HR managers and employees. The report finds variations in T&D practices across companies and makes suggestions. It acknowledges the support received from participating organizations and the project guide.
This document discusses recruitment practices at Bharti Airtel Limited, an Indian telecommunications company. It outlines Airtel's recruitment process, which begins with a manpower requisition form that is approved by HR and forwarded to the recruitment manager. Candidates are sourced through various methods like campus recruitment, referrals from current employees, recruitment partners, online job boards, social media, and Airtel's careers website. If selected, candidates fill out a job application form and go through functional interviews before potentially receiving an offer letter. The document also notes that Airtel considers internal candidates and re-hires retired employees due to obligations and loyalty to the organization.
Vijay Mishra has over 6 years of experience in human resources and industrial relations management. He is currently working as an Executive of IR/HR at Larsen & Toubro Ltd in Jaipur, where he handles responsibilities like statutory compliance, contract labour management, and employee welfare activities. Previously he has worked at ABG Cement Ltd and Sicgil Industrial Gases Limited in human resources and administrative roles. He is seeking a challenging career in the field of human resources where he can utilize his skills and experience.
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.
This document is a resume for Sunil R Pillai, who is currently an HR Manager at Emirates Madina Group Holding in Abu Dhabi, UAE. It summarizes his over 11 years of experience in HR management and legal operations in the UAE. It details his employment history and accomplishments in various HR roles, including currently leading a team of 6 as Group HR Manager at EMG Holding, and previously as HR Manager and HR Coordinator at Arabian Can Industry LLC in Dubai. It also lists his educational qualifications and personal details.
Saagar Pandey is a human resources professional with over 6 years of experience in recruitment, compensation and benefits, employee relations, and compliance. He is currently the Manager of HR and Administration at Industrial Filters & Fabrics Pvt Ltd. Previously, he held HR roles at Angel Broking Pvt Ltd and Mphasis India Pvt Ltd. Pandey has an MBA in human resource management from IGNOU and a bachelor's degree from Devi Ahilya University. He is proficient in all aspects of HR and seeks a new opportunity to utilize his skills.
This resume is for Yuvaraja V. He has over 10 years of experience in human resources management. Currently, he works as an Assistant Manager of HR Operations at Net Connect Private Limited, where he leads the statutory compliance team. Previously, he has held roles such as Assistant Manager of Compliance at Lexplosion Solution Private Ltd and Executive of Human Resources at Inox Leisure Ltd and Bharath Rubber (India) Limited. He has expertise in areas like recruitment, payroll processing, statutory compliance, and administration.
This document is a resume for Girish Kumar summarizing his career experience in human resources management. Over the past 7 years, Girish has worked in HR roles for several companies, including his current role as Deputy Manager of HR & Admin at Max Hypermarket India Pvt Ltd where he manages 400+ employees. Prior roles include Executive of HR/Admin at Sony India Pvt Ltd and Executive roles focused on compensation & benefits at INOX Leisure Ltd and Arvind Brands. Girish's experience includes recruitment, training, performance management, statutory compliance, and employee relations. He holds an MSW in Human Resources and BA in Economics.
This project report summarizes training and development practices and career progression in the insurance sector. It analyzes the T&D programs at four insurance companies - AVIVA, Birla Sunlife Insurance, TATA-AIG, and National Insurance Corporation. Interviews and surveys were conducted with HR managers and employees. The report finds variations in T&D practices across companies and makes suggestions. It acknowledges the support received from participating organizations and the project guide.
This document discusses recruitment practices at Bharti Airtel Limited, an Indian telecommunications company. It outlines Airtel's recruitment process, which begins with a manpower requisition form that is approved by HR and forwarded to the recruitment manager. Candidates are sourced through various methods like campus recruitment, referrals from current employees, recruitment partners, online job boards, social media, and Airtel's careers website. If selected, candidates fill out a job application form and go through functional interviews before potentially receiving an offer letter. The document also notes that Airtel considers internal candidates and re-hires retired employees due to obligations and loyalty to the organization.
Vijay Mishra has over 6 years of experience in human resources and industrial relations management. He is currently working as an Executive of IR/HR at Larsen & Toubro Ltd in Jaipur, where he handles responsibilities like statutory compliance, contract labour management, and employee welfare activities. Previously he has worked at ABG Cement Ltd and Sicgil Industrial Gases Limited in human resources and administrative roles. He is seeking a challenging career in the field of human resources where he can utilize his skills and experience.
An overview on the implication of "Bangladesh labor code 2006" in the tanner...Sadman Prodhan
The document provides an overview of the implications of Bangladesh's Labor Code 2006 in the country's tannery industry. It analyzes how the labor code provisions on wages and payments, working hours and leaves, maternity benefits, and worker welfare are implemented or violated in tanneries. The analysis finds that while some large tanneries comply with many code aspects, most companies and workers have little awareness of labor rights. As a result, workers' rights are often denied.
Everything that you need to know about Singapore Employment PassRikvin Pte Ltd
The presence of employees from different countries has given rise to more career opportunities in Singapore. For this reason,
more people are warming up to the idea of applying to be Singapore Employment Pass, visa holders. In this pdf, you will know the detail process of applying for Employment pass
Work experience with 4+ years of experience in HRD from mfg companiesjyoti bhosale
I would like to apply for the suitable vacancy in HRD. I have more that 4 years of exp. from mfg industries which includes legal compliance, payroll, administration etc.
1) Punjab National Bank (PNB) was established in 1894 in Lahore as the first bank started solely with Indian capital.
2) The document discusses the recruitment and selection process at PNB, including the objectives, scope and methodology of the study. It covers the key aspects of recruitment like sources, techniques and importance.
3) The selection process at PNB involves various steps like preliminary interview, application form, tests, reference checks and final decision. Methods like physical examination and psychological testing are also used.
The document discusses various labor laws and acts in India related to employment. It lists the key steps in the selection process. It then discusses the various sources of recruitment such as present employees, campus recruitment, employment agencies, and e-recruitment. It also lists factors affecting recruitment like demand and supply, unemployment rate, and political environment. Finally, it summarizes some important acts like the Minimum Wages Act, Payment of Wages Act, Factory Act, and Trade Union Act and what they enforce, such as minimum wages, payment procedures, workplace facilities, and the definition of a trade union. The acts aim to protect worker rights and welfare.
The document is a presentation on Bangladesh Labor Law given by a group of students. It includes:
- An introduction to the group members giving their names and student IDs.
- Background on the development of labor laws in Bangladesh from British rule through independence.
- Key aspects of the Bangladesh Labor Law of 2006 such as working hours, leave policies, safety requirements, and amendments made in 2013.
- Discussion of issues like child labor, roles of trade unions, and common violations of labor laws particularly in industries like tanneries.
- An impact-urgency model identifying the most pressing labor rights issues in Bangladesh that require resolution such as long working hours, lack of benefits, and child labor.
The document provides information about Jobs Search Pvt. Ltd, a recruitment company registered in Nepal. It includes:
1. An overview of the company, its mission to provide total recruitment solutions, and the industries it recruits for.
2. Details on its people and culture, emphasizing values, innovation, and teamwork.
3. An explanation that the company focuses on recruitment solutions and their impact on organizations.
4. Commitments to professional and confidential recruitment practices.
5. Terms and conditions of recruitment, including salaries, benefits, probation periods, responsibilities in cases of injury or death, and visa assistance.
This document contains the resume of D.K. Gupta. It summarizes his contact information, objective, professional qualifications including an LL.B, PGCM in HR, and MBA in HR. It details his over 10 years of experience in HR roles in various industries. It lists his work experience at companies like Jakson Limited, A2Z Infrastructure Ltd, Viraj Group, and GGG Fashion Accessories Pvt Ltd. It outlines his areas of expertise and responsibilities including payroll management, statutory compliances, training, and industrial relations. It provides his academic qualifications and knowledge of software. It concludes with his expected salary package, fields of interest, and personal details.
The Apprentices Act of 1961 governs apprenticeship training in India. It has been amended over time to update definitions and provisions. The Act establishes authorities at national, state, and regional levels to oversee apprenticeship programs. Employers are required to provide on-the-job training to a specified ratio of apprentices, and must pay stipends. Apprentices learn skills through a combination of classroom instruction and hands-on training at worksites.
This document contains details about staffing for a group project. It lists the names of 6 group members and their identification numbers. It also lists 5 members of another group, including their names and identification numbers. The document provides an overview of the topics to be covered in the presentation, including the definition of staffing, the importance of recruitment and selection procedures, different types of interviews, and the difference between recruitment and selection.
sumanlata sadh final dissertation presentation(major) with SAP screen sortssadh sumanlata
Progiko Ltd is India's largest FMCG company producing mineral water and tea. It implemented SAP modules for HR, SD, FI, and MM. The document discusses Progiko's organization structure, recruitment process, leave policies, and personnel administration which includes maintaining employee records and leaves. It also covers the personnel development processes like training need identification, training programs, and appraisal policies. The AS-IS and TO-BE processes are mapped for effective implementation in SAP.
This document summarizes key aspects of Bangladesh's labor law, including definitions of terms like adolescent, adult, and child. It outlines classifications of workers such as apprentice, badli, casual, and permanent. It discusses regulations around working hours, leaves, maternity benefits, and termination of employment. Punishments for worker misconduct are also described. The document provides an overview of labor laws in Bangladesh governing various workplace issues.
This document summarizes the selection process for Prime Bank Limited. It involves several steps: inviting applications, screening CVs, a written test, a face-to-face interview, a selection decision and offer letter, physical and medical examinations, and finally joining the bank. The process aims to recruit the most qualified candidates through evaluating abilities, knowledge, and fitness for the role. Recommendations provide ways to improve the process, such as using an online database and assessment centers. The report is limited by some confidential information not being available.
The document outlines key aspects of Bangladesh's Labor Act of 2006, including 21 chapters that cover conditions of employment, adolescent labor, maternity benefits, health and safety, wages, unions, and dispute resolution. Some key points summarized:
- It defines terms like "worker", "employer", "trade union" and classifies worker types as apprentice, casual, temporary, probationary or permanent.
- Employers must provide written letters of appointment and identity cards to workers.
- Children under 14 cannot work and adolescents need medical certificates and work permits. Their work hours are limited to 7 hours a day.
- Maternity benefits include 16 weeks of paid leave for women workers who have worked
Sunil Shukla has over 12 years of experience in HR roles across various industries. He currently works as Manager - HR & Admin at Indian Toners & Developers Ltd in Delhi, where he is responsible for HR management, recruitment & selection, training & development, industrial relations, statutory compliance, employee relations, health & safety, and administration management. Prior to this, he held HR roles at Luxor Writing Instruments Pvt. Ltd, UFLEX IND. LIMITED, DTDC Courier & Cargo Limited, and Minda Industries Ltd. He has an MBA in HR and postgraduate diploma in computer applications.
This document discusses factory laws regarding working hours, leave and holidays, and salary and wages in Bangladesh. It defines key terms like adult, child, and young worker. It outlines the legal working hours for adults and young personnel, including restrictions on night work and multiple shifts. It also covers the various types of leave that workers are entitled to by law, such as casual leave, sick leave, annual leave, maternity leave, and holidays. Finally, it discusses provisions around salary and wage payment, deductions, and review processes. The overall aim is to highlight the legal rights and protections for Bangladeshi factory workers.
BDL- Bharat Dynamics Limited has 3 units, at Knachanbagh, Hyderabad/ Telangana/ Vishakhapatnam. Now Application are invited for the various vacancies in BDL
This document is a report on the recruitment process at IIFL (India Infoline) submitted by Manali Dutta Chowdhury for their MBA program. It begins with an acknowledgement section thanking various individuals at IIFL who supported the project. The report then provides details on the company profile, describing IIFL as a leading player in Indian financial services offering a range of products. The main body of the report outlines the step-by-step recruitment process at IIFL, including CV gathering, shortlisting candidates, conducting interviews, CAP training, and making final appointments. Charts and questionnaires used in analyzing recruitment data are also included.
Trupti Jadhav is seeking a role in human resources and administration. She has over 5 years of experience in HR and administration roles. She has a Master's degree in Personnel Management and is proficient in English, Hindi, Marathi, and Japanese. Her experience includes recruitment, payroll administration, training, and vendor management. She is looking to further develop her skills and be an asset to an organization.
Este documento resume los principales suplementos alimenticios para desarrollar músculo y quemar grasa, incluyendo proteína de suero, aminoácidos y quemadores de grasa. Explica que la proteína de suero ayuda a regenerar músculo y se debe tomar después de entrenar, los aminoácidos promueven la anabolia muscular y se deben tomar antes y después de entrenar, y los quemadores de grasa aceleran el metabolismo y se deben tomar antes de ejercitarse.
This business proposal outlines plans by Diamond Designers and Hapinexemerald Fashion Trend to establish a fashion designing company in Uganda. They intend to develop new diamond and emerald fashion trends. The proposal discusses pros and cons, defines a business proposal, outlines the vision, potential customers, competitors, SWOT analysis, potential returns, and barriers. It also discusses protecting the business idea through registered design acts and patents. The total proposed budget is 1.2 million Nigerian Naira and aims to return the full amount within 2 years.
An overview on the implication of "Bangladesh labor code 2006" in the tanner...Sadman Prodhan
The document provides an overview of the implications of Bangladesh's Labor Code 2006 in the country's tannery industry. It analyzes how the labor code provisions on wages and payments, working hours and leaves, maternity benefits, and worker welfare are implemented or violated in tanneries. The analysis finds that while some large tanneries comply with many code aspects, most companies and workers have little awareness of labor rights. As a result, workers' rights are often denied.
Everything that you need to know about Singapore Employment PassRikvin Pte Ltd
The presence of employees from different countries has given rise to more career opportunities in Singapore. For this reason,
more people are warming up to the idea of applying to be Singapore Employment Pass, visa holders. In this pdf, you will know the detail process of applying for Employment pass
Work experience with 4+ years of experience in HRD from mfg companiesjyoti bhosale
I would like to apply for the suitable vacancy in HRD. I have more that 4 years of exp. from mfg industries which includes legal compliance, payroll, administration etc.
1) Punjab National Bank (PNB) was established in 1894 in Lahore as the first bank started solely with Indian capital.
2) The document discusses the recruitment and selection process at PNB, including the objectives, scope and methodology of the study. It covers the key aspects of recruitment like sources, techniques and importance.
3) The selection process at PNB involves various steps like preliminary interview, application form, tests, reference checks and final decision. Methods like physical examination and psychological testing are also used.
The document discusses various labor laws and acts in India related to employment. It lists the key steps in the selection process. It then discusses the various sources of recruitment such as present employees, campus recruitment, employment agencies, and e-recruitment. It also lists factors affecting recruitment like demand and supply, unemployment rate, and political environment. Finally, it summarizes some important acts like the Minimum Wages Act, Payment of Wages Act, Factory Act, and Trade Union Act and what they enforce, such as minimum wages, payment procedures, workplace facilities, and the definition of a trade union. The acts aim to protect worker rights and welfare.
The document is a presentation on Bangladesh Labor Law given by a group of students. It includes:
- An introduction to the group members giving their names and student IDs.
- Background on the development of labor laws in Bangladesh from British rule through independence.
- Key aspects of the Bangladesh Labor Law of 2006 such as working hours, leave policies, safety requirements, and amendments made in 2013.
- Discussion of issues like child labor, roles of trade unions, and common violations of labor laws particularly in industries like tanneries.
- An impact-urgency model identifying the most pressing labor rights issues in Bangladesh that require resolution such as long working hours, lack of benefits, and child labor.
The document provides information about Jobs Search Pvt. Ltd, a recruitment company registered in Nepal. It includes:
1. An overview of the company, its mission to provide total recruitment solutions, and the industries it recruits for.
2. Details on its people and culture, emphasizing values, innovation, and teamwork.
3. An explanation that the company focuses on recruitment solutions and their impact on organizations.
4. Commitments to professional and confidential recruitment practices.
5. Terms and conditions of recruitment, including salaries, benefits, probation periods, responsibilities in cases of injury or death, and visa assistance.
This document contains the resume of D.K. Gupta. It summarizes his contact information, objective, professional qualifications including an LL.B, PGCM in HR, and MBA in HR. It details his over 10 years of experience in HR roles in various industries. It lists his work experience at companies like Jakson Limited, A2Z Infrastructure Ltd, Viraj Group, and GGG Fashion Accessories Pvt Ltd. It outlines his areas of expertise and responsibilities including payroll management, statutory compliances, training, and industrial relations. It provides his academic qualifications and knowledge of software. It concludes with his expected salary package, fields of interest, and personal details.
The Apprentices Act of 1961 governs apprenticeship training in India. It has been amended over time to update definitions and provisions. The Act establishes authorities at national, state, and regional levels to oversee apprenticeship programs. Employers are required to provide on-the-job training to a specified ratio of apprentices, and must pay stipends. Apprentices learn skills through a combination of classroom instruction and hands-on training at worksites.
This document contains details about staffing for a group project. It lists the names of 6 group members and their identification numbers. It also lists 5 members of another group, including their names and identification numbers. The document provides an overview of the topics to be covered in the presentation, including the definition of staffing, the importance of recruitment and selection procedures, different types of interviews, and the difference between recruitment and selection.
sumanlata sadh final dissertation presentation(major) with SAP screen sortssadh sumanlata
Progiko Ltd is India's largest FMCG company producing mineral water and tea. It implemented SAP modules for HR, SD, FI, and MM. The document discusses Progiko's organization structure, recruitment process, leave policies, and personnel administration which includes maintaining employee records and leaves. It also covers the personnel development processes like training need identification, training programs, and appraisal policies. The AS-IS and TO-BE processes are mapped for effective implementation in SAP.
This document summarizes key aspects of Bangladesh's labor law, including definitions of terms like adolescent, adult, and child. It outlines classifications of workers such as apprentice, badli, casual, and permanent. It discusses regulations around working hours, leaves, maternity benefits, and termination of employment. Punishments for worker misconduct are also described. The document provides an overview of labor laws in Bangladesh governing various workplace issues.
This document summarizes the selection process for Prime Bank Limited. It involves several steps: inviting applications, screening CVs, a written test, a face-to-face interview, a selection decision and offer letter, physical and medical examinations, and finally joining the bank. The process aims to recruit the most qualified candidates through evaluating abilities, knowledge, and fitness for the role. Recommendations provide ways to improve the process, such as using an online database and assessment centers. The report is limited by some confidential information not being available.
The document outlines key aspects of Bangladesh's Labor Act of 2006, including 21 chapters that cover conditions of employment, adolescent labor, maternity benefits, health and safety, wages, unions, and dispute resolution. Some key points summarized:
- It defines terms like "worker", "employer", "trade union" and classifies worker types as apprentice, casual, temporary, probationary or permanent.
- Employers must provide written letters of appointment and identity cards to workers.
- Children under 14 cannot work and adolescents need medical certificates and work permits. Their work hours are limited to 7 hours a day.
- Maternity benefits include 16 weeks of paid leave for women workers who have worked
Sunil Shukla has over 12 years of experience in HR roles across various industries. He currently works as Manager - HR & Admin at Indian Toners & Developers Ltd in Delhi, where he is responsible for HR management, recruitment & selection, training & development, industrial relations, statutory compliance, employee relations, health & safety, and administration management. Prior to this, he held HR roles at Luxor Writing Instruments Pvt. Ltd, UFLEX IND. LIMITED, DTDC Courier & Cargo Limited, and Minda Industries Ltd. He has an MBA in HR and postgraduate diploma in computer applications.
This document discusses factory laws regarding working hours, leave and holidays, and salary and wages in Bangladesh. It defines key terms like adult, child, and young worker. It outlines the legal working hours for adults and young personnel, including restrictions on night work and multiple shifts. It also covers the various types of leave that workers are entitled to by law, such as casual leave, sick leave, annual leave, maternity leave, and holidays. Finally, it discusses provisions around salary and wage payment, deductions, and review processes. The overall aim is to highlight the legal rights and protections for Bangladeshi factory workers.
BDL- Bharat Dynamics Limited has 3 units, at Knachanbagh, Hyderabad/ Telangana/ Vishakhapatnam. Now Application are invited for the various vacancies in BDL
This document is a report on the recruitment process at IIFL (India Infoline) submitted by Manali Dutta Chowdhury for their MBA program. It begins with an acknowledgement section thanking various individuals at IIFL who supported the project. The report then provides details on the company profile, describing IIFL as a leading player in Indian financial services offering a range of products. The main body of the report outlines the step-by-step recruitment process at IIFL, including CV gathering, shortlisting candidates, conducting interviews, CAP training, and making final appointments. Charts and questionnaires used in analyzing recruitment data are also included.
Trupti Jadhav is seeking a role in human resources and administration. She has over 5 years of experience in HR and administration roles. She has a Master's degree in Personnel Management and is proficient in English, Hindi, Marathi, and Japanese. Her experience includes recruitment, payroll administration, training, and vendor management. She is looking to further develop her skills and be an asset to an organization.
Este documento resume los principales suplementos alimenticios para desarrollar músculo y quemar grasa, incluyendo proteína de suero, aminoácidos y quemadores de grasa. Explica que la proteína de suero ayuda a regenerar músculo y se debe tomar después de entrenar, los aminoácidos promueven la anabolia muscular y se deben tomar antes y después de entrenar, y los quemadores de grasa aceleran el metabolismo y se deben tomar antes de ejercitarse.
This business proposal outlines plans by Diamond Designers and Hapinexemerald Fashion Trend to establish a fashion designing company in Uganda. They intend to develop new diamond and emerald fashion trends. The proposal discusses pros and cons, defines a business proposal, outlines the vision, potential customers, competitors, SWOT analysis, potential returns, and barriers. It also discusses protecting the business idea through registered design acts and patents. The total proposed budget is 1.2 million Nigerian Naira and aims to return the full amount within 2 years.
The document reports on observations of an unexpected peak in the intensity of the generated second harmonic signal from Indium Selenide (InSe) crystals as the crystal thickness is varied. Specifically:
1) Measurements on InSe crystals ranging from 9-25 nm in thickness showed a peak in the second harmonic generation (SHG) intensity at a thickness of around 20 nm, in contrast to the expected quadratic increase with thickness.
2) The researchers developed a simple model taking into account interference between surface and bulk nonlinear optical contributions within the InSe crystals.
3) The model is in good agreement with experimental data and explains the unexpected peak as resulting from high-contrast interference between the surface and bulk contributions to
Intrigued to know what life is like in Australia? Read all about it in our interview with Country Director, Darragh Everard, from The Andersen Partnership.
The document provides background information on Tania Udaondo, an architect seeking a junior position. It includes her education, skills, experience, and selected works. Her educational background includes a Bachelor and Master of Architecture from the Pontifical University of Salamanca in Madrid, Spain. Her skills include CAD software, design, and languages. Her experience includes working as an architectural assistant in Bilbao, Spain. Her selected works provide brief summaries and images of student projects focusing on sustainable and educational architecture.
This document provides tips for preparing for a job interview, including contacting the recruiter with relevant questions, avoiding inappropriate questions, researching the company and role, and having thoughtful questions prepared. It advises learning about the interview structure and process, being familiar with the job posting, and understanding the company's values. The document emphasizes practicing answers using the STAR technique and not asking about salary during the interview.
This document provides an overview of health sciences programs and initiatives in West Virginia. It includes profiles of the state's three medical schools, discussing enrollment numbers, academic performance, tuition and more. It also addresses medical licensure exam passage rates, student debt levels, residency placements, and the retention of graduates in-state. Programs to incentivize health professions students to work in rural areas after graduating are also summarized. The report indicates that efforts are being made to improve health sciences education and ensure West Virginia residents have access to healthcare.
This document contains the resume of Sumit Kumar Mishra. It summarizes his objective, which is to obtain a doctoral position to contribute to human welfare through biological research. It then outlines his educational qualifications including an M.Sc. and B.Sc. in biotechnology, and research experience as a junior research fellow and project trainee. Finally, it lists three research projects conducted on hepatitis C virus infection modeling, anti-TNF-α monoclonal antibody development, and Brucella glycoconjugate vaccine analysis and characterization.
OIES Consulting provides IoT strategic consulting and business development services to help companies translate IoT potential into meaningful value. Their services include IoT strategy, market entry plans, solution architecture, and business planning. They target IoT vendors, service providers, system integrators, and enterprises in industries like manufacturing, retail, insurance, and more.
The document discusses retention strategies for employees in the ITES-BPO industry. It notes the high average attrition rate of 35-40% in the sector. Common reasons for employees leaving include lack of growth opportunities, higher salaries elsewhere, work-life balance issues, and relationship problems with managers. The document then outlines many standard benefits provided by BPO companies, such as health insurance, transportation subsidies, meals, accommodation assistance, and performance-based incentives. It stresses the importance of communication, clear expectations, and proper rewarding to improve employee retention. Some key retention strategies proposed are regular updates on company performance, setting measurable goals and consequences, and building recognition into rewards.
The document discusses retention strategies for employees in the ITES-BPO industry. It notes high attrition rates of 35-40% and explores reasons why employees leave, including lack of growth opportunities, higher salaries elsewhere, personal life issues, and relationship problems. It then lists the various benefits typically provided by BPO companies, such as health insurance, paid time off, meals, accommodations, loans, education reimbursement, and more. Finally, it discusses the challenges of retention and lists main retention strategies such as open communication, career development opportunities, work-life balance policies, recognition programs, competitive compensation, and ensuring the work environment meets employee needs and priorities.
The document discusses the history and evolution of human resource management and life insurance companies. It notes that while workforce management has ancient roots, the modern HR field emerged during the Industrial Revolution to address concerns about employee welfare, turnover, and productivity. Over time, the HR profession has progressed from a one-sided focus on efficiency to recognizing employees' strategic role. The life insurance industry also has a long history dating back thousands of years, with the first modern Indian life insurance company established in 1818, though locals faced barriers and extra costs until later reforms.
The document discusses research methods used for a project on life insurance companies. It involved personally visiting life insurance companies and HR managers to collect data. Additional information was gathered from books, magazines, and newspapers. The research adhered to definitions of research as a careful investigation to gain new knowledge and facts.
welfare activity at mahindra and mahindra ltd, nashikSaket Rathi
The document discusses employee welfare activities at Mahindra and Mahindra Ltd. in Nashik, India. It outlines the objectives of studying welfare activities to understand satisfaction levels and additional requirements. It then describes the various vehicles manufactured at the Nashik plant, including the Mahindra Thar, Xylo, Quanto, Bolero, and Scorpio.
The expansion strategy of Human Resource Department wound consist a major change from current divisional (geographic) structure to matrix based organizational structure with dual reporting to territory mangers and functional managers and an increase in the size of the workforce to about 5 times its current size which is 510, to about 2500.
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.
This document provides an overview and summary of an employee health and safety project conducted at Legrand Pvt Ltd in Jalgaon, India. The project aims to study the effectiveness of current health measures, understand principles of employee health and safety, examine concepts used, analyze satisfaction levels and identify additional needs. The document discusses the company profile, objectives and limitations of the study. It provides background on employee health and safety, and an introduction to the topics.
RECRUITMENT PROCESS IN THE COMPANY DETAILSvijiva6357
The document outlines 19 human resources functions including recruitment and hiring, employee benefits, training and development, performance management, talent management, industrial relations, compliance, policies and procedures, payroll, workers compensation, contract employment, PF and ESI contributions, LIC gratuity and pension schemes, exit interviews, school related matters, liaising with government officials, and company vehicle allotment.
Project on recruitment,training and development of icici prudential life insu...Projects Kart
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1. IPCO Developments (Bangladesh) Limited
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Policy Manual for IPCO Employees
(Hand Book Part-I )
1. The company Philosophy
IPCO philosophy consists of a mission statement, management principles, corporate message and
slogans.
Mission:
We are guided by our vision of IPCO as a truly international enterprise, and are working across
national boundaries to improve relationships, retailing and hospitality between people throughout
the world.
Management Principal:
1. To serve our customers through innovative and responsive solutions.
2. To provide challenges and opportunities to our employees, channeling their skills and
fostering their creativity and individuality.
3. To identify the needs of the times and of the future and to use all of IPCO's resources to meet
those needs by being versatile, responsive and dynamic.
4. To work together with our employees and contribute to the communities in which we operate.
5. To manage our business from an international, perspective and to develop a strong presence
throughout regional and the world.
Corporate Message:
"Responsive" expresses IPCO ability to react effectively to new opportunities and customer needs
while maintaining a sense of harmony with societies and the global environment. More
specifically, "Responsive" embodies are:
1. Resilience
2. Smoothness
3. Tenacity and perseverance
4. International Standard Retailing
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5. Flexibility
6. Regionally finest Hospitality
7. Technology
The corporate message communicates IPCO ideas to clients and the general public and seeks to
gain their understanding and support.
Corporate slogans encapsulate the attitudes and actions required high politeness to realize the
ideas in our mission statement. These ideas enhance IPCO corporate culture, foster personal
development and provide direction for its corporate development.
2. Equal Employment Opportunity:
The company's policy on equal employment opportunity prohibits discrimination based on race,
color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental
disability, or veteran status. This policy applies to recruiting, hiring, transfers, promotions,
terminations, compensation and benefits and also states that retaliation against any employee who
files a complaint regarding possible violations of this policy will not be tolerated.
IPCO is committed to taking affirmative steps to promote the employment and advancement of
minorities, women, persons with disabilities, and covered veterans. Every year, IPCO develops
affirmative action programs to support its commitment to equal employment opportunity,
consistent with company policy and the company's obligations as a contractor, builder and
possession owner of a Greatest Shopping Mall and International Hotels to the Bangladesh
government.
3. Employee At-Will:
Job applicants and new employees are often perplexed to read--in a job application, employment
contract, or employee handbook--that they will be employed "at will." An at-will employee can be
fired at any time, for any reason (except for a few illegal reasons, spelled out below).
4. Sexual harassment:
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Sexual harassment of any kind is fully prohibited. IPCO policy always unwelcome any sexual
advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in which
submission to or rejection of such conduct explicitly or implicitly affects an individual’s work or
performance. Therefore, sexual conduct is unwelcome whenever the person/employee subjected to it
considers it unwelcome.
5. Safety Rules and Procedures:
IPCO is having a concrete safety measures to be applied in the construction firm to minimize these
related accidents, motivate workers, egg on site activities, positively affect the overall cost,
productivity by the UPSL a renowned construction firm responsible for entire IPCO construction.
Requisition
6. Reporting Injuries and Accidents:
All injuries and accidents occurring at work or in the course of employment must be reported to the
employee’s supervisor and as soon as possible supervisors will contact our Medical Assistant at the
same time administer immediate first aid using the First Aid Procedures. If necessary
supervisor/safety officer/Medical Assistant, who will arrange medical care and if necessary they will
take prompt step to sent the injured employees to Hospital. In such an emergency they may use any
company vehicle available at site.
7. Drug Free Workplace:
Nearly all IPCO employees do not engage in illicit drug use and do not work side-by-side with drug users. Our
mission is to preserve the rights of employers and employees in drug and alcohol-abuse-prevention programs
and to positively influence national policy in this area.
8. Prohibition:
In Bangladesh sexual harassment at workplace is one of the most common crimes against women and is also
seen as unconstitutional infringing on the fundamental rights of women. IPCO policy act upon in protecting
and preserving the dignity of a woman. IPCO prohibits any kind of sexual harassment and of its kind with zero
tolerance.
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9. Disciplinary Actions:
IPCO expect that all employees try to meet performance standards and behave appropriately in the workplace.
Corrective action is a process of communicating with the employee to improve unacceptable behavior or
performance. IPCO authority takes disciplinary action when other methods such as coaching, performance
appraisal have not been successfuland in case of serious misconduct. Also IPCO takes disciplinary actions
against firms and individuals for violations of IPCO rules and Govt. rules and regulations.
10. Personnel Administration: (Part-II)
11. HR Personnel Records: (Part-II)Contents of Personal Files: (Part-II)
12. Employee Information: (Part-II)
13. Personal Records: (Part-II)
14. Management Review of Personnel Files:
Management Review of Personnel Files includes, Application, Offer Letter, disciplinary letters,
salary related information, employment history, certificates, resume, orientation record,
performance development documents fringe benefit information, Benefits records etc.,
Records are excluded from review are documents relating to investigations, letters of reference,
medical information related to leave certification any other document HR find confidential etc.
15. Job Posting Procedures:
WORD document of Job Duties and Department Qualifications through Advertisement
(online)
Include the following information in the WORD document:
Name of the post (s)
Market Title
Job Code # if any
Location of Position
IPCO Target Salary Range
Appointment (ex 48 hours) for full time
Shift/Hours/Days of Week both for full and par time
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Seasonal Appointment Information (if applicable)
Term Limited Appointment Information (if applicable)
16. Promotion: (Part-II)
17. Employee Suggestion Program: IPCO maintain consultants for its developments work.
However, IPCO management gives preference to have suggestions from employees those who
are highly professional that may save millions of taka savings. Such personnel holds key position
and gets benefits and various facilities that boosts his/her job satisfaction through HR and
Administration department.
18. Payroll Information:
IPCO Payroll Information includes General Employee Information, Earnings Statement, Paycheck
profile. Citizen of Employees, Employment Tax and Fringe Benefits, Departments, Payment
Processing and (Retirement and Insurance ?)
19. Overtime:
IPCO offer overtime for workers according to the Bangladesh Labor Law, moreover IPCO pays a
good allowance if officers come to office when needed.
20. Attendance & Leave:
Office Hours 9:00 a.m to 5:00 p.m. local time each day except Friday and legal government holidays.
Irregular work schedules are required by the engineering and security department and the roster must
be approved by the departmental heads and comply Bangladesh Labor Law. For actual needs IPCO
maintain a variety of leave options those are divided Casual Leave, Sick Leave, Annual Leave and
Medical Leave when required and leave without pay.
21. Medical/ Sick Leave Policy
This policy also may be used if the employee is unable to work due to her or his own medical/dental
appointments or caring for ill or injured family members. Notifying their immediate supervisor, or
other designated individual concerning their absence. The employee is responsible for obtaining
written verification of sick leave accrual with organization Written verification from the employee
must be provided to Human Resources. If required, providing satisfactory proof of medical condition
and medical clearance to return to work.
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22. Maternity Leave
Maternity leave refers to the period of time that a new mother takes off from work following the birth
of her baby. It is important to plan employee’s maternity leave so that she and her family any
unexpected challenges and mother can make the most of her time with her baby. IPCO offers 16
week leave with pay as a maternity leave. Check in with your human resources department to help
you plan for your best maternity leave options.
23. Leave of Absence
IPCO as is now in construction phase does not encourage leave of absence but in special cases like
caring for a sick family member, obtaining medical treatment in another country, an extended visit to
an employee’s home county to see family and time away from work to deal with the estate of a
childcare or any unavoidable emergency are examples of unpaid leave of absence. In any case, the
employer needs an application process and a policy for granting a leave of absence. IPCO apply the
policy in a nondiscriminatory manner.
24. Work Schedules
IPCO Corporate office is 9:00 a.m to 5:00 p.m, six days a week for all employees, flexible work
schedules are based on worker needs within set parameters approved by the department heads (eg.
Engineering Unit and Security). A employees must work 48 hours per week and be present on a
daily basis during "core hours" Officers occasionally work extra hours one day to make up for shorter
hours worked another day, A worker must work 48 hours per week. Workers may request scheduled
time off in advance of schedules being prepared. For example a worker with diabetes is allowed to set
his/her own break schedule in order to ensure an opportunity to eat snacks and meals every three
hours.
25. Salary Employees
A Salaried Employee is paid monthly. Salaried employees are usually supervisory, managerial, or
professional employees who ho work on an annual basis and are not paid an hourly rate. Salaried
Employees are typically considered to be exempt from overtime pay, however an allowance may be
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given by the management for extra work he/she is given. That is, they work to fulfill the duties of the
job. Employee is responsible for his / her tax liability.
26. Clean Work-Place
The first of these is based on the old nostrum that “ cleanliness is next to godliness.” The less mess
you have around you, the better – and more safely – you can work. IPCO companies insist that their
employees keep their workplace clean. Not only is a dirty workplace a terrible place to work in but it
also lowers productivity and efficiency. Cleaning up after a day or work is just as important as what
you do for a living.
27. Legal & Ethical Conduct
In that spirit, the Standards of Ethical Conduct are a statement of our belief in ethical, legal and
professional behavior in all of our dealings inside and outside the company. Members of the IPCO
family are expected to conduct themselves ethically, honestly and with integrity in all dealings.
Members of the IPCO Company are expected to exercise responsibility appropriate to their position
and delegated authorities. Each individual is expected to conduct the business of the Company in
accordance with the Core Values and the Standards of Ethical Conduct, exercising sound judgment
and serving the best interests of the institution and the community.
IPCO is committed to the principle of treating each member with respect and dignity. IPCO prohibits
discrimination and harassment and provides equal opportunities for all community members and
applicants regardless of race, color, national origin, religion, sex, gender identity, pregnancy, physical
or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital
status, age, sexual orientation, citizenship, or status as a covered veteran. IPCO as Hospitality and
Retailing business is to be conducted in conformance with legal requirements, including contractual
commitments undertaken by individuals as well as other agencies authorized to bind the company to
such commitments.
28. Confidentiality
Maintainingprivacyandconfidentialityhelpstoprotectparticipantsfrompotential harmsincluding
psychological harmsuchas embarrassmentordistress,social harmssuchaslossof employmentordamage
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to one’sfinancial standingandcriminal orcivil liability.Somaintainprivacyandconfidentialityhelpsto
protectparticipantsfrompotential harmsincludingpsychological,social harmaswell asanyfinancial and
reputational lossorthe organization.Soconfidentialityisamustand mostlydesiredby the company leaking
somethingharmsorgsand othersisan offence.
29. Misconduct
AnyGross MisconducteitherBehavioral orCriminal isstrictlyprohibited. Thisinclude prohibitionagainst
workplace discriminationbasedonage,race,genderornationality,aswell asdiscriminationrelatedto
religionorsexual harassmentoranycriminal (courtof law) offencessuchasmurder,sexual assaultand
embezzlement.GrossMisconductincludes deliberateactsof violence orhostility,attemptstofinancially
defrauda company,dishonestythroughfalsificationof documents.
30. Transportation & Travel
IPCOhas not startedto provide transportationfacilityforthe employees,however,providingtransport
allowance andprovidingcarsforhigherlevel personnel.
31. Company Owned Vehicles.
IPCO has company own vehicles for construction and some transportation purpose.
32. Living Expenses Allowance
IPCOprovide inanaverage 50 % percentof basic as house rentcouldbe takenas a standard livingexpenses
allowance.
33. Other Travel Expenses
There isa provisionof providingTravel Expensesasandwhennecessary.
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34. Alcohol and Drugs
IPCO strictly prohibit any kind of drug use, IPCO has own physician to define and declare
whether an employee is drug user or not. Employee who frequently have accidents, exhibit
erratic behavior, and have dilated pupils or slurred speech may be exhibiting signs of
intoxication. Extreme mood swings, paranoia, glassy eyes and noticeable exhaustion are also
signs of drug abuse.
35. Smoking Policy
To provide a clean and healthy environment for IPCO employees, customers, and visitors,
recognizing that secondhand smoke form tobacco has direct adverse affects on the health of
smokers and nonsmokers alike. Smoking shall not be permitted, and no person shall smoke in
any indoor work area this includes hallways, meeting rooms, cafeterias, offices, Tea rooms, and
vehicles used for business. Employees may be subject to disciplinary action if warnings are
ignored.
36. Parking
IPCO has around 12,000 parking facility open to all. Hours of Operation - Parking is available
24 hours a day, 365 days a year. IPCO accept cash and all major credit cards - Visa, MasterCard,
American Express and Discover for our customers' convenience. All parking areas have spaces
designated for drivers with disabilities and are located in the closest proximity to the Airport
Terminals from each lot. Automatic ticket dispensers issue parking tickets at the entrance to each
parking area. Present this ticket to the cashier as you exit.
37. Telephone Use
Company employees may receive or make personal telephone calls during break periods only. If
a telephone call is received during a non-break time, and the call is not an emergency, callers will
be asked to leave a message. Please inform your family and friends of this company policy and
request that they keep these telephone calls to a minimum during work hours.In the instance of a
legitimate emergency telephone call during work hours, we will immediately attempt to locate
that employee to receive the call.
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38. Safety Equipment
IPCO is now in construction phase, UPSL of United Group is responsible for whole construction and
UPSL maintains all safety equipments accordance of compliance such as Hard Hats & Bump Caps,
Mailer full body, Purpose Gloves, Fire Extinguishers, Safety Glasses, Safety Shoes etc.
39. Waste Prevention
IPCOconstructionmaintainswaste managementandIPCOAdmindealswithwaste disposal,cleaningand
sweeping.
40. Security
What is the difference between Safety and Security?
• Safety and security are closely interrelated concepts that pertain to protection of lives and assets.
• While safety is protection against hazards (accidents that are unintentional), security is a state of feeling
protected against threats that are deliberate and intentional.
In a factory, there are safety measures that are adopted to safeguard people working on different
machines. Safety is protection against mishaps that are unintended (such as accidents). Someone is
safe when he is protected against danger or risk, and he is not likely to be harmed or lost. The basic
underlying idea of both safety and security is to protect the assets (whether a person or an organization)
by creating safe, secure, risk-free conditions. However, safety is just concerned with the protection of
human lives and assets. Safety is protection against hazards (mishaps and accidents).
Employment
(Hand Book Part-II)
2.0 Personnel Administration
The Companyhas establishedaHumanResource (HR) Manager or point-of-contact,whichisresponsible for
personnel administration.QuestionsregardingyouremploymentandthisEmployeeHandbookshouldbe
addressedtothe Manager of Human Resources.
2.1 Personnel Records
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IPCOmaintaina personnel fileoneachemployee. Anemployee’spersonnelrecordbeginswiththeir
completedemploymentapplicationform/resume.Fromtime totime informationisaddedtothispersonnel
record regardinganindividual’semploymentstatuswiththe company.Personalrecordsare the propertyof
the companysame as anyotherconfidential companyinformation.
All employeesshallpromptlyreportall pertinentpersonal informationanddatachangesto the HR Manager.
The personnel fileof anemployeeterminatingemploymentiskeptatleastthree yearsforfurtherreference.
2.2 Service
Companypoliciesapplytoall categoriesof employees.Employeesare dividedintothe followingcategories
for the purpose of compensationandbenefits:
Full-Time:Employeeshiredfulltime (48hoursa week) ona full workweekbasisare consideredfull-time
employeesforcompensationandbenefitpurposes.
Part-Time:Employeeswhoseworkschedule islessthanfull time(lessthan40 hoursa week) onafull work
weekbasisare part-time employeesforall compensationandbenefitpurposes.
Contractual:Employeeshiredastemporaryreplacementforfull-time orpart-time employees.Temporary
employeesare noteligible forbenefits.
Jobposting:Positionsare normallypostedforaperiodof twoweeksthroughInternetornewspaper withthe
applicable contactpersononthe postingnotice.Interestedqualifiedemployeesshouldforwardaletterof
applicationandcurrentresume tothe contact personforHuman ResourcesDepartment.
Employmentof Relatives:Familymembersshouldnotbe allowedtodirectlysuperviseanotherfamily
member.Employeesthatenterintoapersonal relationship,non-workrelated,shouldnotbe allowedto
supervise the other.
Employmentof Minors:IPCOfullycomplywiththe ChildLaborprovisionsof the FairLaborStandardsAct of
Government,eachandeveryemployeesof IPCOisover18 yearsof old.
Promotions:Promotionswithinthe companyshouldbe basedonsuchfactorsas qualityof work,priorjob
performance,experience,educationalbackground,attendance,safetyrecordandthe abilitytoworkwell
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withothers. IPCO’spolicyistopromote fromwithin whenpersonnel are fullyqualifiedtoperformthe
dutiesof the position.