SECTION-1 EMPLOYMENT

9. FINAL INTERVIEW
Interview of Candidates in CL 30 and above Positions:
Candidates are interviewed by at least three Executives. The “Interview Rating Report” form is completed by each interviewer and returned promptly to the HRD. HRD compiles a summary of the short-listed candidates for review by the Board Compensation Committees of organization or subsidiary company.
10. INTERVIEWING THE CANDIDATE
The candidate should be interviewed under such environment that he/she is as “natural” as possible and has an opportunity to exhibit his usual behavior towards people. Of course, this is not entirely possible when he knows that his selection or rejection for employment ma y depend in part at least upon the impression he creates. But with due allowance for nervousness and perhaps anxiety an interview conducted under the following conditions goes far towards revealing the human relations aspect of the candidate:
(a) This interview must be conducted in an informal atmosphere
(b) The interview must be conducted like a friendly discussion among the interviewer and the candidate.
The subject discussed must be chosen so that the candidate can engage in the give and take of the discussion. These must be subjects he knows about, has opinion about and can talk about. Since it is the candidate who is being evaluated, he should do most of the talking. The interview must be kept on a discussion level and must not be an inquisition. However, the candidate should at times be put ‘under pressure’ by the use of probing or follow up questions.

SECTION-1 EMPLOYMENT

8. TESTING
The purpose of the testing program is to collect from the applicant such supplemental information regarding his mental abilities and attitudes as will be useful to management in deciding if the applicant is likely to succeed as an employee. The kinds of test measurements obtained and the questions that help to answer are:
8.1 Intelligence
- Can the candidate learn to do the job?
- Will he be expected to progress to higher job?
- Can he be expected to progress to higher job?
- Will he show sound judgment in crucial situations?
8.2 Educational Achievement
- Does the candidate have the basic education upon which to build?
- Does his/her achievement conform to his/her years of schooling and intelligence?
- Does his/her achievement show that he/she is highly motivated?
8.3 Attitudes
- Does he have the attitude, opinions and personal history that have been shown to be characteristic of our successful employees?
- Does his judgment about himself and other people agree with the principles of Human Relations practiced in the Company?
8.4 Job
- Does he know the principles and theory of his craft?
- Does he know the standards of practice of his craft?

SECTION-1 EMPLOYMENT

6. CALLING CANDIDATES FROM OUTSTATION FOR INTERVIEW
6.1 With a view to avoiding unnecessary cost of travel for the Company, candidates from locations outside Karachi will only be called for interview after their applications have been given careful examination and in the opinion of the concerned department head the interview is considered essential.
6.2 Traveling expenses incurred will be reimbursed to the candidate on actual upon submission of original airline/train ticket to HR. The candidate will be entitled to travel by economy class in case of air travel and by first class AC Sleeper in case of travel by train.
7. PRELIMINARY INTERVIEW

SECTION-1 EMPLOYMENT

3. PROCEDURES
3.1 Employment Requisition

When a Department Manager wishes to fill a vacancy for a position that has been approved on the Company organization chart, he prepares an employment Requisition on form No. Form No: CHR- F1-1, has it approved by the divisional manager and sends it to the Human Resources Department (the HRD) allowing sufficient time for processing the requisition. On receipt of this form the HRD:
4. SOURCE OF APPLICANTS
Employment application files are maintained in the “Data Base” at all times and applications are screened at least each six months for possible removal from the files

SECTION-1 EMPLOYMENT

1. OBJECTIVE
To attract and retain capable and qualified employees who are willing to contribute their best efforts to accomplish the objectives of the Company.
2. POLICY
The overall requirements of the job and qualifications of the individual should be the determining factors in the selection and placements of applicants and employees. The policy of the Company is to develop its employees and promote from within the organization whenever possible. However, in the absence of qualified personnel within the organization, the Company will recruit from external sources. This Recruitment will be pursued only on an employment requisition against a specific function within the framework of the approved organization plan/chart.

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HR POLICY MANUAL OF A WELL ESTABLISHED MULTINATIONAL ORGANIZATION

Contents
Section # Section Title Pg #
Section 1
Employment
04
Section 2
Training
15
Section 3
Travel & Transfer
20
Section 4
Medical & Dental Benefits
29
Section 5
Leave
44
Section 6
Utilities Allowance
57
Section 7
Investment Loan Plan (ILP)
58
Section 8
Service Incentive Plan (SIP)
61
Section 9
Variable Pay Plan (VPP)
65
Section 10
House Rent Advance
68
Section 11
Home Ownership Assistance Plan (HOAP)
70
Section 12
Company Transport for Secretaries
74
Section 13
Company Assigned Car
75
3
Contents
Section # Section Title Pg #
Section 14
Club Membership
81
Section 15
Retirement & Separation Benefits
84
Section 16
Long Service Awards
92
Section 17
Car Earn-Out Assistance
94
Section 18
Mobile Phones
98
Section 19
Part Time Work
100
Section 20
Non-discrimination & sexual harassment
103
Section 21
Off-track option
107
Section 22
Tier IV-V Policies
111
Section 23
Company Day Care Policy
115

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Free Sample of Employee,s Motivational Survey

Free Sample of Employee,s Motivational Survey

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Free Sample Confirmation Letter

AL-IKHWAN GROUP OF INDUSTRIES
CONFIRMATION LETTER

Date:
(State Name of Employee)
(State Designation of Employee)

Subject: Confirmation of Employment

Dear (State Name of Employee)

Al-Ikhwan is pleased to inform you that you have been confirmed in your employment upon successful completion of probation period as (State designation) in Band (State Band) with effect from (State Date).

You are now entitled to medical insurance as per Al-Ikhwan insurance policy, provident fund as per Al-Ikhwan Provident Fund Policy and Annual and Casual leaves as per Al-Ikhwan Leave Policy.

The other terms and conditions of employment stated in your Appointment Letter will remain unchanged.

Free Sample Clearance Certificate

Sample Clearance Certificate

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Free Sample Personnel File Check List

Al-Ikhwan Group of Industries
Personnel File Check List

Name: ___________________________________________________

Employee No: __________________________________________________

Designation: __________________________________________

Date of Joining: _________________________________________________

Documents:

1. Interview Assessment Form ____
2. Employment Application Form ____

3. C.V ____
4. NIC (Copy) ____

5. 2 Passport Size Photographs ____
6. Credentials Copies ____

7. Experience Letter ____
8. Reference Letters ____

9. Offer Letter ____
10. Joining Report ____

11. Appointment Letter ____
12. Confirmation Letter ____

13. Medical Fitness Certificate ____
14. Job Description ____

15. Post Dated Cheque ____
16. Driving License ____


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