Human Resource Philosophy

The FMS HR philosophy is as follows,

 We will creat a culture that value the employee and give all possible
benefits and services to employee and as well as FMS students.
 Our work environment will based on mutual respect, standards,
personal satisfaction and we can provide career opportunity for every
one.
 We will provide a separate place for both male and female faculty
members and students of management sciences so they both will feel
comfort in their work and studies.

Human Resource Policies

Human Resources policies and procedures establish a framework and set standards
that guide how we should conduct ourselves as employees and members of the
Islamic university community. This includes how we perform our jobs, make
decisions, interact with one another and manage the business operations of the
University. 

The purpose of this statement is to encourage commitment to University mission

and providing a set of guidelines for appropriate leadership conduct in of those
activities. Managers at Islamic university are charged with the human, financial,
and physical resources for which they are responsible or which are under their
supervision to support the teaching and research mission of the University today
and in the future.
 
Within the resource base available, managers should strive to optimize the quality,
efficiency, and productivity of their department and the University as a whole, and
they should always be seeking better ways to do their work.

Hiring policy:

To achieve its mission, the University strives to develop a community that is

appropriately representative of the diversity of society. 
The goal of the University's hiring policy is to recruit, hire, transfer, promote and
make other employment decisions using these guidelines:
 To consider individuals without discrimination based on  age, citizenship,
color, disability, marital status, national origin, race, religion, personal
appearance, family responsibilities, matriculation, political affiliation, sex,
sexual orientation, or veteran status or any other unlawful factor.
 To use good faith efforts to achieve the University's affirmative action
goals for minority persons and women.
 To select the individual who best meets the needs of the selecting
department and the University.
 To enhance opportunities for mobility and promotion of qualified
candidates who are current University employees.

Employement polices:
PHILOSOPHY.
It is the policy of Georgetown University to provide equal opportunity in all aspects of
employment for all persons, to prohibit discrimination in employment because of age,
citizenship, color, disability, marital status, national origin, race, religion, personal
appearance, family responsibilities, matriculation, political affiliation, sex, sexual
orientation or veteran status or other unlawful factors; to prohibit sexual, racial and other
forms of unlawful harassment; and to promote the full realization of equal employment
opportunity through a positive, continuing, result-oriented program of affirmative action
throughout the University.

Compensation Policy:

University is committed to excellence in undergraduate and graduate education,

scholarship, and research. The Office of Human Resources develops strategies, policies,
and programs to support the University's mission and, therefore, has developed a
compensation philosophy for administrative and support staff.

compensation philosophy has three primary objectives. These objectives are to:
1. attract a qualified, diverse workforce through a competitive compensation
program;
2. retain and motivate a qualified, diverse workforce by recognizing and
rewarding individual and group achievement, contribution, and excellence;
and
3. provide a non-discriminatory merit-based compensation program.
To accomplish these objectives, the FMS will provide a compensation program
that establishes and maintains competitive salary levels within relevant markets
and available resources, and which is consistent with job content, responsibilities,
and requirements. The program will emphasize and encourage excellence by
rewarding individual and group contributions, including performance which
supports. FMS department of University values such as excellence, diversity,
teamwork, flexibility, innovation, fiscal responsibility, and leadership.
 

Application of this Policy

Responsibility in the compensation area generally falls under the categories of:
1. Reward and recognition
2. Compliance

Reward and recognition:

FMS supervisor should ensure that their staff member are paid within the appropriate
salary range for the work they assigned and have clear description about the performance
appraisal. The employee must be know about that that will be rewarded on their good
performance, contribution and achievement.

All FMS employees may be required to work a reasonable amount of time beyond their
normal work schedule. In these cases, supervisors should provide employees with as
much advance notice as possible and should appropriately assign and distribute overtime
among all eligible employees. Supervisors should refer to the appropriate union contract
for the assignment and distribution of overtime for employees covered under a collective
bargaining agreement.

Training Policy:

FMS this policy will provide a training to their faculty on the basis of their skills,
knowledge and work or teaching capabilities.