company policy on induction

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Policy Document 15TH OF JULY 2011

HRM-23-2011

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HRM-23-2011

Section: HRM-23-2011

Section Title: Human Resource Management

Policy Name: Company policy on induction and orientation for new comers

Approval Authority: Board of directors

Responsible Executive: Senior manager of human resource

Responsible Office: Department of human resource

Originally Issued: 7/27/2008

Revisions: 4/18/2009; 6/26/2010

Date of effect:15th of July 2011

Version: 3.0

Errors or changes? Contact: Department of human resource [email protected]

POLICY CONTENTES

Page no

1) Preamble 03

2) Scope and purpose 03

3) Objectives 03

4) Financial incentives 04

5) Law implications 04

6) Responsibilities and Role of Human Resource Management Department04

and immediate supervisors

7) Guide lines 05

8) Document control information 05

9) Definition 05

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1)Preamble

This policy document will address and alienate the policy gap between the earlierversions of Company policy on induction and orientation for new comers and currentsituation.

The company understands

The value that a knowledgeable persons brings to the company.

The importance of keeping new comers familiar with organizational culture,values and belief.

The power of networking and sharing knowledge with new comersIn order to build up good working relationship with employees so that an employee hasa sense of belonging is able to associate himself/herself with the mission, vision and

goals of the Rolex Company limited and to bring forth a positive temperament andattitude towards his/her job, all new employees as well as employees transferred orpromoted to another department and/or section, must be taken through an inductionand orientation programme.

The utmost result must be the employee satisfaction while achieving organizationalgoals is the paramount initiation of this policy.

2)Scope and purpose

a) This policy would constitute a conduit between the procedures which were

adopted earlier for induction and orientation and new procedures of inductionand orientation. Human resources department and new employee or transferredor promoted employees and supervisors and subordinates will be activecomponents of this policy.

b) This policy will cover the whole program and related activities of induction andorientation for new comers. This is not skill training or off the job training but toenlighten new comers. New comers are supposed to be informed other companydirectives, procedures, policies of, discipline, benefits, welfare and so on.

3)Objectives

There are some objectives to be fulfilled by the Haman Resource department,managers, supervisors working peer group trough this policy.

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a) Ensure that managers and/or nominated delegates make the new employee morerapidly productive by exposing the new employee to the way in which work mustbe performed.

b) Provide managers with a tool that will reduce fear, anxiety and insecurity in thenew employee.

c) Alert managers on how to address a new employees expectations and reducelabour turnover.

d) Ensure that managers or designated persons follow proper procedures ininducting new employees on the job.

e) Provide a proper basis for the new employee to adjust to the new job and operateeffectively and efficiently until a broader orientation programme is conducted.

f) Save time of both the supervisor and colleagues on a new employee who is lostand cannot function effectively.

4) Financial incentives

a) Financial department should prepare the budget for the induction and orientationprior to arrival of new comers.

b) New comers should be paid 300 Rs per a day as allowance for the period ofinduction and orientation and for the employees involved in orientation should bepaid 350 Rs a per a day allowances in addition to the respective salaries.

5)Law implications

a) The new comer should be educated about law implication in work place includingstatutes for Compensation & Benefits for Your Employees, Performance

Management & Employee Evaluation, Preventing Employment Discrimination &

Sexual Harassment ,Time Off & Leave for Your Employees, Employees' Right to

Privacy Firing Employees & Employee Resignations, Employees' Health & Safety

etc.

b) In addition to that the new comer should be aware of zero tolerance policy on sexual

abuse.

6)Responsibilities and Role

i) Human Resource Management Department

a) Inform new employees on the Conditions of Service.b) Inform new employees of the disciplinary code and grievance procedure.

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c) Give a brief course on customer service emphasizing on consultation, servicestandards, access, courtesy, information, openness and transparency, redress,best value.

d) Give a brief course on telephone etiquette.e) Have a team building session in order to kindle a positive influence on the new

employee.

ii) Immediate supervisor

a) Depending on the nature of work which the new employee will be assigned to do,his/her immediate supervisor is required to ensure that before s/he commences duty,one or more of at least the following are provided.

office or locker

stationery

computer or tools

vehicle

b) Every supervisor must compile a checklist of what is required by a new employee toenable him/her to carry out his/her duties, as well as the procedures which thesupervisor will follow to ensure that new

c) Employees are adequately introduced into the workplace.d) The immediate supervisor or his/her nominated delegate is responsible for inducting

a new employee on the job. Such delegate must be carefully chosen and properlytrained in order to do this effectively.

e) The Induction Programme must be conducted on the first day of the new employeecommencing duties and the duration of which will be for not more than three hoursper day over not more than two days in order not to overwhelm the employee withinformation.

f) By not later than the second day of the new employees service, his/her immediatesupervisor must furnish the new employee with his/her job description and explainthe functions that s/he is expected to perform and

g) Discuss the employees responsibilities so that the new employee fully understandsat the outset what is expected from him/her.

h) The checklist (see above) must be completed by the immediate supervisor and sentto Human Resources for filing on the new employees personal file.

i) The immediate supervisor or manager must be available to assist the new employeeby answering questions raised by the new employee and to pay attention to his/herproblems.

j) It is the responsibility of the immediate supervisor to regularly enquire how the newemployee is coping with his/her works

k) It is the responsibility of the immediate supervisor or his/her nominated delegate toarrange for the new employee to attend the orientation programme within the first 3months of the employees service.

l) It is the responsibility of the immediate supervisor to arrange for transport for thenew employee to attend the orientation programme.

m) Responsibility to attend the orientation programme rests with the new employee whomust be adequately informed by his/her supervisor.

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7)Guide lines

New comers are strongly encouraged to join induction and orientation programmers. For

more details please

Refer to policy document number HRM-05-2011 on training policy

8)Document control information

This policy is supposed to be circulated among Human resource Department and

supervisors only.

9) Definitions

New comer: an employee who is new recruited or just promoted or transferred fromother department or

a branch

Immediate supervisor: the employee who is just above in position and the responsibility

from the new comer

Board of directors

Rolex Company limited

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company policy on induction

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