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Recruitment And selection Policy of Event Management company
- 1. BAND | BIRTHDAY |BARAATHappy People Managing Your Events RECRUITMENT AND SELECTION POLICY AUTHOR : HASSAN SHAHZAD
- 2. INTRODUCTION Located in Rawalpindi, with sub-offices in the heart of our customers, BAND | BIRTHDAY | BARAAT is an academy that is motivated in coaching the community how to celebrate any event, be it a Wedding ceremony, a Birthday party, a Music concert or any other entertainment event. We understand the value of your events from all dimensions of entertainment, presentation, hospitality, facilitations, and long lasting memory making sentiments
- 3. 2. ORGANIZATION’S FAMILY STRUCTURE: MANAGING DIRECTOR PROGRAM DIRECTOR MANAGER HR AND ADMIN ASSISTANT MANAGER HR CLEANERS SECURITY GUARDS AND BOUNCERS PROJECT MANAGER BIRTHDAYS ASSISTANT MANAGER SUB CONTRACTORS PROJECT MANAGER ASSISTANT MANAGER SUB CONTRACTORS MANAGER SALES AND MARKETING ASSISTANT MANAGER MARKETING MANAGER FINANCE
- 4. PURPOSE OF THE RECRUITMENT AND SELECTION POLICY This recruiting policy defines the framework of rules, regulations and procedures for all kinds of recruitments and selections for the company to provide standardization in our processes.
- 5. SCOPE OF THE RECRUITMENT AND SELECTION POLICY a) All the job openings will be filled by potential candidates as laid down in this policy. b) This policy relates to employment of all staff and volunteers other than the CEO
- 6. NEED & APPROVAL OF RECRUITMENT •requisition on the basis of need identification Sectional Heads •Strategic Goals of company and Budget available from Manager Finance Manager HRA •Final approving authority •Arranges expenses for recruitment Managing Director
- 7. ADVERTISING THE VACANCIES Before publicizing the vacancy, the Manager HR and Admin will seek permission from Manager Finance. Final approval shall be given only by Managing Director. Internal emails Notice boards whatsapp groups ‘The Daily News’ and ‘Roznama Jang’ Company Website LinkedIN Employees References The advertisement shall never include any content, direct or indirect, that may imply discriminations based on gender, cast, Institute, race or social-economic class for any post. For all advertisemen ts, at-least 02 weeks shall be given to candidates to apply for the job
- 8. ADVERTISEMENT a) The advertisement shall never include any content, direct or indirect, that may imply discriminations based on gender, cast, Institute, race or social-economic class for any post. b) For all advertisements, at-least 02 weeks shall be given to candidates to apply for the job.
- 9. EMPLOYMENT ESSENTIALS Post/Designatio n Age Requiremen ts Qualification Experienc e Contract type Interviewin g Authority Program Director Max 45 Yrs MPA/MBA 8 years Long Term MD Manager HR & Admin Max 40 Yrs MBA (HR) 5 years Long Term MD Manager Finance Max 40 Yrs MBA (FINANCE) 5 YRS Long Term MD
- 10. EMPLOYMENT ESSENTIALS Post/Designation Age Qualification Experience Contract Interviewing Authority Assistant Manager Marketing Max 30 Yrs MBA / BBA in related field 2 Yrs for MBA 4 Yrs for BBA Long Term Manager HR & Manager Marketing Assistant Manager Projects Max 30 Yrs MBA / BBA in related field 2 Yrs for MBA 4 Yrs for BBA Short Term Manager HR & Project Manager Assistant Manager HR Max 30 Yrs MBA / BBA in related field 2 Yrs for MBA 4 Yrs for BBA Long Term Manager HR Security Guards/Bouncers Min 20 Max 40 Middle Pass 2 Yrs Long Term Manager HR/ AM HR Cleaners Min 20 Max None 1 Yr prefered Long Term AM HR
- 11. AGE AND ACADEMIC QUALIFICATION a) Minimum age under this policy is eighteen years of all the employees with any type of employment contract not mentioned in above mentioned table. b) All educational degrees at bachelor or Master level must be HEC recognized.
- 12. RECRUITMENT AND SELECTION COSTS Managing Director will be responsible for arranging all expenses that will be required for recruitment purposes including, but not limited to job analysis, advertising, interviewing, 3rd party outsourcing, training and development.
- 13. SELECTION PROCESS • Assistant manager HR or Manager HR • Call for interview • information about the time, date and place ,documents • Interview within 10 working days of call • records verification by Shortlisting • Manager HR will always be the part of interviewing panel • For Manager Level Selection, Managing Director shall be a must part of Interviews •No justificatio n will be provided to unsuccess ful candidate s Post Interview Decision • The Manager (HR) shall issue letters of appointment after approval from managing director • joining the position within 15 working days • Extension up to 30 days to obtain NOC from Appointment
- 14. PROBATION TENURE All appointments, internal or external shall require a probation period of at least 6 months.
- 15. REVOKING a) The management reserve the right to revoke any employee or candidate selected any time during their job without giving the detail reasons. b) The Managing director will be the revoking authority for all posts. c) Manager HR and Admin shall perform all such communications.
- 16. REVISIONS TO POLICY a) Policy can only be revised when the Objectives of the organizations are revised, Government laws are changed, Strategic Factor Markets changes or the Managing Director wants some changes in the policy. b) Managing director will be the authority to revise the manual.