HUMAN RESOURCE POLICY
EXAMPLE.
(Name of organisation) commits to implementing best practices in human resource recruitment,
training and management. It ensures that the rights of its employees are respected and national
employment laws are adhered to. In addition (Name of organisation) endeavors to make sure that
its employees maintain high levels of interest and motivation in the workplace. (Name of
organisation) provides opportunities for its employees to further their skills and offers a clear path
for staff to progress in their career within the company.
(Name of organisation) will demonstrate this commitment by –
[..In all of the following ways, or by selecting those measures that are applicable, and adding any
others appropriate to its location and circumstances]
1. Making employment decisions on the basis of merit.
(Name of organisation) recruits its staff based on their qualification and experience without
consideration of their gender, race, ethnicity, age*, religion, pregnancy, marital status, HIV
status, sexual orientation or hairstyle as long as they demonstrate that they are capable of
doing the job. This commitment extends to other employment decisions such as promotion,
training, compensation, discipline and discharge; and to terms, benefits, privileges and
conditions of employment.
Notwithstanding, (Name of organisation) actively seeks to recruit qualified staff from the
local community in order to pass on income and skills development benefits to them.
*In accordance with Tanzanian and Zanzibar law, children below the age of 14 years old are
not employed by this organisation. Children of 14 - 18 may be employed as part of their
training as long as the work is not hazardous to their health, and does not prejudice their
attendance at school.
2. Supplying a legal contract to all employees.
(Name of organisation) supplies its employees with a legal contract upon employment. The
following particulars (required by law) are provided in writing when the employee
commences employment:
- Name, age, permanent address and sex of the employee;
- Place of recruitment;
- Job description;
- Date of commencement
- Form and duration of the contract;
- Place of work;
- Hours of work;
- Remuneration, the method of its calculation, and details of any benefits or payments in
kind, and
- Any other prescribed matter
3. Paying fair wages.
(Name of organisation) commits to paying fair wages to its employees. A fair wage for each
job is determined based on the nature of the work, and on the skill and experience level
required for the job. (Name of organisation) endeavors to offer competitive wages
compared to other organisations within the industry in order to attract and retain quality
staff. (Name of organisation)’s management is aware of the latest government
recommended wage rates, and the organisation’s wages are set at least at these
recommended rates.
4. Having clear disciplinary and employment termination procedures.
(Name of organisation) clearly communicates to its staff measures that are taken when
there is a breach in the terms of employment. Employee input on what these measures
should be is invited, and both parties agree on them in writing upon commencement of
employment. Sufficient notice of termination of employment is given in writing (28 days for
staff employed for longer than one month), or appropriate remuneration paid to cover the
notice period if termination of employment is immediate. Severance pay rates are adhered
to in accordance with Tanzanian and Zanzibar law.
5. Respecting work and rest times.
(Name of organisation) ensures that employees have sufficient breaks and rest in between
working hours and during the working week.
- A break of at least 60 minutes is given to staff who work continuously for more than 5
hours.
- Working hours of 45 hours per week (+ overtime of no more than 50 overtime hours in a
four week cycle), with a 12 hour working day limit, and a maximum of 6 working days
per week are respected.
- Overtime is compensated at the legal rate of one and a half times the basic wage.
(Name of organisation) allocates an appropriate number of vacation days to employees – at
the minimum by following recommended national guidelines of at least 28 consecutive days
in each leave cycle (or less if the employee was granted paid occasional leave during the
year). Likewise, an appropriate number of days is allocated for maternity (at least 84 paid
leave days), illness (at least 63 days paid leave), paternity leave (at least 3 paid leave days),
and bereavement.
6. Ensuring that training needs of staff are met.
(Name of organisation) ensures that its management is aware of the training needs of staff
by conducting training needs assessment upon recruitment of staff and throughout their
employment. Training opportunities are offered as and when needed in order to enhance
staff skills and attitude. Team building activities and retreats are pursued in order to
enhance the ability of staff members to work harmoniously so as to achieve the
organisation’s vision, as well individual employees’ career ambitions.
7. Ensuring the comfort and safety of employees at the workplace
(Name of organisation) ensures that employees have a safe and pleasant working
environment. Protective gear is used in jobs that require it. Staff and management are
aware of occupational risks and hazards, and of procedures for dealing with accidents.
8. Respecting and inviting employees’ ideas and input.
(Name of organisation) invites the input of its employees regarding management and the
day to day running of the organisation, as well as on the overall company vision. We
endeavour to bring out creative ideas of staff that will help to drive our organisation to new,
exciting and sustainable directions. (Name of organisation) provides avenues through which
staff can share their ideas and thoughts – through interactive staff meetings and
discussions, and by encouraging direct verbal / written communication with management.
9. Respecting employees’ rights to Freedom of Association.
As per Tanzanian law, employees are free to join any association, including workers’
associations / trade unions, as long as these are legally registered.
Useful Resources:
- Tanzania Employment and Labour Relations Act, 2004; Zanzibar Employment Act and Labour
Relations Act 2005.
- Occupational Health and Safety Authority (OSHA): http://www.osha.go.tz/
- http://www.dynamicbusiness.com.au/hr-and-staff/top-tips-on-how-to-keep-your-
staff-motivated-12062013.html
http://www.susanfee.com/coaching/tips/creativewaystomotivateyouremployees.htm
