PROPOSED HUMAN RESOURCE POLICY
INDRODUCTION:
Human resource policies are guidelines on how companies / organizations plan to manage people.
The policies define the values / philosophies of an organization and this gives principles that
managers are to use in management of staff. The policies provide a framework through which
consistent decisions are made and thus promote equity.
1.) Employment (engagement) policy-
Recruitment: The objective of the recruitment policy is to outline the principles to be used to
ensure that the best- suited applicants occupy all positions in the community and possess
the required educational qualifications, experience, skill and knowledge to perform the job
effectively. All standard recruitment activities shall be within the approved workforce plan.
All recruitments to be done according to the budgeted positions. Starter finance shall adopt
fair and consistent methods of recruitment and selection so as to select the most suitable
candidate to meet the requirements of the job. The methods of recruitment shall be based
either on merit or experience and priority will be given to those living in the same locality as
per advert.
The board is both the facilitator for the recruitment process and the decision maker in the
selection of candidates.
. Advertising: The first important step in recruitment to ensure fairness and employing the
best candidate is to advertise the vacant position. The advertisement should include enough
details such as job title, qualifications, station of work and any other requirements relevant
to the position.
. Interviewing: No candidate shall be employed without first being interviewed by the panel.
The committee shall at-least involve the Human resource manager and supervisors. The
interview preference is for face – to face / online via teams.
. Selection and offer: Assuming everything is positive, the human resource shall ensure that
an offer letter to the preferred candidate is issued after 7 working days. The salary offered
will normally be at the base of the range for the position. All offers must be supported by
relevant budgets. Benefits and housing details should be discussed by the human resource
manager and employee where necessary. If the employee signs the offer letter, the human
resource will draft a contract of employment and have the candidate sign off.
. Induction:
. Probationary period: The management is committed to ensuring that the board is able to
evaluate the new employee for the initial employment period. The length of probationary
period is 3 months. During the probationary period the new hire ‘s immediate supervisor
shall meet with the employee on a regular basis to discuss performance. Performance
concerns will be made verbally to the employee. An employee who resigns during the
probationary period shall not normally be entitled to any end of service or repatriation
benefits.
. Confirmation:
Performance management policy:
. Appraisal: The employees work performance will be assessed annually, the appraisal
process typically includes the review of the employee’s work, job duties and performance
against specific goals and objectives. The appraisal results may be used to determine the
employee’s salary increase, bonus, and promotion potential.
Compensation policy:
Code of ethics and conduct:
. Conflict of interest:
Starter finance employees and agents will not be allowed to conduct similar business as
starter finance. All related business should be disclosed in writing and submitted to the
Human Resource department.
. Dress code:
When it comes to dress code of an employee, we expect all employees to follow our dress
code as outlined below.
1. Dress smartly and conform to the standard office wear from Monday to
Thursday.
I. Ladies should ensure the bottom half of the body is fully covered up to
the knee and the upper part of the body is covered up to the neck. And no
see-through clothing’s of any kind will be allowed.
II. Wear corporate T Shirts or Shirts on Fridays unless proper course is
given for not doing so.
. Working hours:
The key regulations are as follows, the maximum number of working hours is 8, the employer
may, with the employee’s consent, exceed the hours of work in a day without additional
renumeration.
Discipline policy and procedure
Staff benefits: these benefits include NHIMA, gratuity, paid time off, insurance, bonuses and
lunch allowances.
Transfer Policy: an internal transfer policy lays out how an employee can transfer or be
promoted to a new role within the company. Aide from laying out a process for internal
transfers, an internal transfer policy clarifies that business values employee growth
opportunities.
Health, safety and security at work place
. Fire disaster assemble point- all offices to be equipped with fire extinguishers ensuring the
safety of all employees.
On job training: refers to a method of teaching employee’s new skills, knowledge and
competencies while they are actually performing their job duties. This type of training is
often facilitated by a more experienced employee or supervisor who guides and instructs the
trainee through the learning process.
