ISMAIL RESIN (PRIVATE) LIMITED

SYSTEM OF TRAINING AND AWARENESS

IRL-SOP-TA-11-L2 Effective Date: 15-09-2023 Review Date: 15-09-2025

Version – [1.0] Supersede: None

SYSTEM OF TRAINING AND

AWARENESS
Reference:
ISO 9001:2015 | ISO 14001:2015 | ISO 45001:2018

Prepared By: Sign: ________________ Date:

Reviewed By: Sign: ________________ Date:

Approved By: Sign: ________________ Date:

DISTRIBUTION RECORD LIST:

S.NO DISTRIBUTED TO DATE

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 ISMAIL RESIN (PRIVATE) LIMITED

SYSTEM OF TRAINING AND AWARENESS

IRL-SOP-TA-11-L2 Effective Date: 15-09-2023 Review Date: 15-09-2025

Version – [1.0] Supersede: None

CHANGE RECORD LIST:

Revision Date Amended by Description of Approved by

Change

1. PURPOSE

The purpose of this procedure is:

To develop a standard system for Human Resource Management.
To provide a system and instructions and to assign responsibilities for determining
training needs, and providing the training or take necessary action to satisfy these needs.
To hire personnel performing specific tasks on the basis of appropriate education,
training, skill, and experience.
To maintain appropriate records of education, training, skills and experience.

2. SCOPE

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 ISMAIL RESIN (PRIVATE) LIMITED

SYSTEM OF TRAINING AND AWARENESS

IRL-SOP-TA-11-L2 Effective Date: 15-09-2023 Review Date: 15-09-2025

Version – [1.0] Supersede: None

This document addresses the following processes of Human Resources Activities:

Recruiting Method
Training and Development
Health and Safety Training
Appraisal System

3. RESPONSIBILITIES

The Admin and HR Manager is responsible for Human Resources Activities at

ISMAIL RESIN (PRIVATE) LIMITED.

4. ABBRIVIATION DEFINITION

4.1 IRL = Ismail Resin (Private) Limited

4.2 ISO = International Organization for Standardization
4.3 SOP = Standard Operating Procedure
4.4 L2 = Level II Documents
4.5 QHSE = Quality, Health, Safety and Environment.
4.6 MR = Management Representative
4.7 TA = Training And Awareness
4.8 CAPA = Corrective And Preventive Action

5. PROCEDURE

5.1. Procedure of Recruitment.

5.1.1 Whenever any position at IRL becomes vacant or a new position is created, the
concerned departmental head informs to the HR Manager who is responsible to search
for the suitable candidates either through Social media e.g (linkedin) advertisement or
through contacts / reference. Prior to this approval is taken from the Top Management
before starting the search.

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 ISMAIL RESIN (PRIVATE) LIMITED

SYSTEM OF TRAINING AND AWARENESS

IRL-SOP-TA-11-L2 Effective Date: 15-09-2023 Review Date: 15-09-2025

Version – [1.0] Supersede: None

5.1.2 After receiving CV or application of the candidate HR and Factory head scrutinizes
these applications. This scrutiny is done with the help of job skills as per nature of
job. Afterward selected candidates are called for preliminary interview. Prior to the
interview, Preliminary interview is done by HR Manager and / or concerned
departmental head. Candidates is sent to the top management for final interview /
selection.

5.1.3 Selected candidate is issued “Final Appointment Letter” from the Top management /
HR Manager. This letter contains terms and conditions of appointment. He / She is
given his/her job description for which acknowledgement is taken from him/her. The
candidate is observed in his performance and conduct during three months’ probation
time. After joining candidate is given an orientation about:

5.1.4 Plant Orientation

5.1.5 Work Place Health and Safety
5.1.6 Provide a thorough tour of the building, including offices, conference room,
work centers, etc.
5.1.7 Provide an overview of general procedures, i.e., Company & Quality, Environment,
Occupational Health and Safety, food safety and Halal Policy & employment
conditions.
5.1.8 Emergency Response Plan awareness
5.1.9 Roles and Responsibilities
5.1.10 Demonstrate how to use the phones, copiers, fax machines, how to login to the
network and how to access basic information from the data base.
5.1.11 Provide an overview of all department procedure.
5.1.12 Upon completion of three month’s probationary period, The HR Manager will
complete and discuss an evaluation of the employee’s performance. This can be done
in Orientation & Probation Period’s Performance.

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ISMAIL RESIN (PRIVATE) LIMITED

SYSTEM OF TRAINING AND AWARENESS

IRL-SOP-TA-11-L2 Effective Date: 15-09-2023 Review Date: 15-09-2025

Version – [1.0] Supersede: None

5.1.13 HR Manager maintains personnel files on each employee in his office. This
personal file contains following documents: -
5.1.14 Updated CV
5.1.15 Copy of National ID card
5.1.16 All educational Credentials
5.1.17 Previous Experience Certificates
5.1.18 Recommendation Letters
5.1.19 Training Certificates
5.1.20 Detail data” next of Kin”.
5.1.21 Any other

5.1.23 After successful completion of probationary period and Orientation performance, the
HR Manager after consultation with the Top Management issues confirmation letter
to that person.

5.2. Procedure of Training

5.2.1 Each employee is assessed for the requirement of any training for his personal and
career development. Training assessment can be conducted by departmental head and
employee himself if he feels any training requirement to perform his job as per
Quality, Environment, Occupational Health and Safety Management System.

5.2.2 After consolidating training requirements of each employee, Concern department

prepares a yearly Training Calendar (IRL-TA-F.11-1-L4) and gets the approval of
Training Calendar from the Factory head.

5.2.3 In case of In-house trainings, training attendance and effectiveness evaluations are
maintained on “In-house Training Records (IRL-CAPA-F.11-2-L4, IRL-CAPA-F11-
3-L4). Evaluations are conducted through Oral or written assessments.

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 ISMAIL RESIN (PRIVATE) LIMITED

SYSTEM OF TRAINING AND AWARENESS

IRL-SOP-TA-11-L2 Effective Date: 15-09-2023 Review Date: 15-09-2025

Version – [1.0] Supersede: None

5.2.4 In case of External Trainings, Training Assessment and Training Records to be

maintained by HR. HR shall maintain the certificates and list of trainees.

5.3. Health and Safety Trainings

5.3.1 Health and safety is important to all employees who are serving to the IRL. It is our
responsibility to train employees and protect their health while they are performing
their task.
5.3.2 It is the responsibility of HSE to conduct Health and Safety training sessions for all
employees.

5.4. Procedure of Appraisal

5.4.1 After one year, the performance of each employee is reviewed by his departmental
head. Main emphasis is given on key performance indicators (KPIs) set at the
commencement of the appraising period. Apart from those general traits of his
personality and performance is also reviewed.

5.4.2 Weak areas are identified and necessary trainings are recommended from an
appraiser. The appraiser also evaluates effectiveness of training provided earlier.

5.4.3 Key Performance Indicators or Goals are set for the next period, jointly by appraiser
and appraise.

5.5. Warning Letters

5.5.1 IRL does not fires it employee on immediate basis. If any employees commit a
mistake or violate company policies and procedure, company issues a warning letter
and provides a chance to its employee to get better. Warning letter/notice will be
issued on the following criterion;
5.5.2 If any employee does not perform properly, and has poor throughout the year the
employee will be given a warning letter for one month to improve.
5.5.3 If a person violates rules and regulations or Policies of company.

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 ISMAIL RESIN (PRIVATE) LIMITED

SYSTEM OF TRAINING AND AWARENESS

IRL-SOP-TA-11-L2 Effective Date: 15-09-2023 Review Date: 15-09-2025

Version – [1.0] Supersede: None

5.5.4 If a person Shows misbehavior.

5.5.5 If a person found involved in any criminal activity.

5.6. End of Employment

5.6.1 If any employee wishes to leave the organization, he/she submits resignation to the
factory head /Admin HR Manager. Admin / HR Manager after consultation with top
management, accepts or rejects the resignation. In case the resignation is accepted
then Company settles all outstanding after its clearance, if any, for which the
employee is liable. The dues of the employees are not settled until and unless the
Accounts department receives this clearance in all respects.

5.6.2 The HR Manager conducts an exit interview, if felt necessary, of that employee to
know the exact reason of leaving the organization.

6. RELATED RECORDS
6.1 Training Calendar IRL-TA-F.11-1-L4
6.2 Training Attendance Sheet IRL-TA-F.11-2-L4
6.3 Training Evaluation Form IRL-TA-F.11-3-L4
6.4 Appraisal Form IRL-TA-F.11-4-L4
6.5 Training Need Analysis Performa IRL-TA-F.11-5-L4

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