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
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
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.
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
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.
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
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.
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
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
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
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.
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
Drug/Alcohol Abuse
 Corrective Actions:
 Verbal and Written Warnings
 Termination of Employment
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
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
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
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
Insurance Policy
 The Company makes available group
accidental & death insurance
coverage for employees.
 This is only for Regular/Confirmed
Employees
Termination Policy
 If the employee terminates the
employment relationship:
 The employee shall fulfill the notice
associated with the position he
occupies
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.
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
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.
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
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.
All policies are subject to
review and periodic
revision.
Thank You