Human Resources Policy
Introduction
This Human Resources Policy Manual aims to give employees of Global Roots for Life Organization (GRLO) a clear communication of its policy and procedures concerning its Administrative systems and Human Resources guidelines. This manual was formulated to cover and shall be implemented to employees at all levels regardless of rank, level and status of employment. Policies are needed to set standard guidelines for all employees to have a uniform understanding and harmony in the workplace. The organization believes that fair and just policies and implementation thereof are due to all employees regardless of rank, level and status of employment. As such, all employees and officers are called upon to practice fairness in all their official dealings and in carrying out their functions based on these policies and procedures.
It is the policy of this organization to provide fair, consistent and equal opportunities to all employees regardless of their gender, age, race, color, religion, disability. This policy is established in order to ensure a productive, supportive and respectful working environment where individuals are valued for their skills, abilities, and contributions.
Requisition for staff:
A written requisition for recruitment of staff is to be submitted to the HR unit in order to initiate the recruitment process. It should contain the job description / job profile of the proposed staff as far as possible. Clearly mention the competencies required with minimum academic qualification required for the post. If the post requires previous experience, this should be specifically stated for how many years and from what type of organization. The requisition should also mention the name of the project where she/he will be absorbed and for what period. The amount of compensation (Salary) proposed as per the project. Any other relevant information justifying the recruitment. The requisition should be made by the Unit / divisional head or the designated person responsible in this regard.
Recruitment process:
The recruitment process is the process of identifying, attracting, evaluating and selecting the most qualified candidates for a job opening within an organization. Here are the typical steps involved in the recruitment process:
• Job analysis: the first step in recruitment is to determine the job description and job specification for the position. This includes identifying the skills, knowledge, and experience required to perform the job successfully.
• Sourcing candidates: this include announcement of vacant position in job sites, social media, job portal…
• Shortlisting : once the candidates resumes are received, recruiters will shortlist the most suitable candidates based on their qualification and experience.
• Written test: once the most qualified candidates are shortlisted, they will be called for a written test exam. Those candidates who are passed the exam will go to the next stage of recruitment.
• Conducting interview: after written test the passed candidates are invited for an interview.
• Assessment and selection: after the interview process, the recruiters assess the candidates based on their skills, experience and over all fit for the job.
Equal Opportunity:
The organization shall provide equal opportunity to all employees in respect of recruitment, promotion, training, and any other terms and conditions of employment. The organization will not discriminate against an employee or job applicant on the basis of their gender, age, race, color, religion, disability, or sexual orientation.
Salary Payment
The salary payment is made on the 28th / last day of every month or if it is a holiday on the previous day. The date of payment may change due to unavoidable circumstances but attempt is made to strictly adhere to the 28th day of the month. Salary payment is made through crossed a/c payee cheque or cash. If anyone is unable to collect his/her salary on the payment date, then it might be collected on a mutually convenient date. Also any one may claim salary, on his/ her inability to collect the same, through a properly executed authorization letter.
Leave:
• Line manager/supervisor must verify that a sufficient number of leave days exist for the requested leave.
• Only director approve leave request without pay attach a justification letter/email as the supporting document.
• Medical leave of absence over 3 days requires certification from the doctor/hospital, which should be attached to the leave request form.
• Employee is eligible for two working days vacation each month. It is important that the GRLO office receives at least two days advance notice prior to a vacation.
• Employee will be subject to local holidays similar to those established by the GRLO office / Afghanistan government holiday.
Working Conditions:
The organization shall maintain and promote working conditions that support employee wellbeing and sustainability. This includes measures like offering flexible work arrangements, reasonable working hours, and adequate rest periods.
Employee Development and Growth:
The organization shall encourage employee development and provide necessary training, development, and growth opportunities. Employees will be encouraged to identify personal careers paths within the organization.
Employee Remuneration and Benefits:
The organization shall ensure that employees are adequately remunerated for their services and skills. The organization shall provide a range of benefits including medical, dental, vision, leave accrual, holidays, and retirement benefits.
Conflict Resolution:
The organization recognizes the need for conflict resolution processes that are fair, prompt, and accessible to all employees. Therefore, the organization shall establish conflict resolution procedures and mechanisms to ensure that conflicts are resolved promptly and in a fair, respectful, and professional manner.
Discipline:
The organization recognizes the need for discipline in the workplace. Disciplinary action shall be taken in a fair, consistent, and reasonable manner and always in line with the organization's policies.
Implementation of Policy:
This policy shall be implemented and enforced consistently across all levels of the organization. All employees must adhere to this policy.
Conclusion:
This Human Resources Policy seeks to promote a positive, open, and inclusive workplace. It calls for a fair and consistent approach in the treatment of employees while recognizing their individual contributions and personal development needs. The organization commits to upholding this policy and ensuring that all employees are aware of it.
