STAFFING PROCEDURES

(1)
MANPOWER /
STAFF
PLANNING

(5) (2)
TRANING AND RECRUITMENT
DEVELOPMENT

(4) (3)
INDUCTION SELECTION

Figure 1 : Staffing Process

1. MANPOWER / STAFF PLANNING

The staffing function starts with the manpower planning. This means to assess precisely how
many persons are required for the various positions in the organization, how many persons
does the organization already haves and how many more will have to be appointed. The staffing
also ensures that the right kind of people is to be placed at the right job. Manpower planning
is also known as Human Resource Planning.

Figure 2 : DSP-Admin-02 (Manpower Planning)

2. RECRUITMENT
The DSP shall hire only the qualified individuals who have the necessary competencies required
by the position and/or job description. To ensure that the company has the optimum number
of staff to effectively accomplish its goals and objectives, the HR and Administration
Department regularly coordinates with Department Heads / Project Managers to determine
their short-term and long-term manpower and to provide the required staff within the
deadlines.
A Manpower Request Figure 3 : DSP-Admin-03 (Manpower Request), duly prepared by the
immediate superior and approved by the Department Head / Project Manager, is reviewed by
the HR and Administration Manager and approved by the Senior Management. This initiate the
start of the hiring and recruitment process.

Figure 3 : DSP-Admin-03 (Manpower Request)

3. SELECTION PROCESS
 All candidates undergo the selection process recommended by the HR Department and
relevant Department Manager.

The Curriculum Vitae (CV) or Resume received for all the resources are gone through the
Interview process which includes the interview by the Department Head / Project Manager, HR
and Admin and finally with the Senior Management Interview is documented in the interview
Assessment Sheet Figure 4 : DSP-Admin-04 (Interview Assessment Sheet)

Successful candidates are presented with employment are presented with Employment Offer
detailing the terms and conditions of employment post interviews. Upon acceptance of the job
offer, the company will initiate the process of transferring or processing the newly hire’s
company sponsored working visa. DSP Newly Hired Employee will be filled out for management
approval.

Figure 4 : DSP-Admin-04 (Interview Assessment Sheet)

4. INDUCTION PROCESS
All new employee are given induction training to an extent necessary as per their
responsibilities regarding the company’s business, HSE Policy, HSE Requirements, practices and
other by HR and Admin Manager. Induction training shall be conducted and documented in the
Employee Induction Form Figure 5 : DSP-TRNG-07

Figure 5 : DSP-TRNG-07 (Employee Induction Form)

5. TRAINING AND DEVELOPMENT
DSP shall ensure that workers are competent on the basis of appropriate education, training or
experience. Workers shall be made aware of the policies and objectives, their contribution in
the Integrated Management System (IMS) including the benefits of improved performance, the
potential consequences of not confirming to the IMS requirements.

Figure 6 : DSP-TRNG-08 (Annual Training Plan)

Figure 6 : DSP-TRNG-09 (Employee Training Record)