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HR POLICY FOR MANUFACTURING/BANKING

 

  • Part One (1)- Fourteen(14) of Human Resource Policy Draft for Manufacturing Sector

  • Human Resource Policy for Financial Sector (Banking Operations)

 

    

By:

Manager. Otoo

(Organisational Psychologist-ILSMA)

Contacts: www.ilsmagh.com

+233244660982/0307001425

 

BUY NOW

 

MANUFACTURING SECTOR -HUMAN RESOURCE MANUAL

INCLUDING PRINCIPLES, POLICIES, PROCEDURES,

RULES AND REGULATIONS

 

Introduction

 

  1. The three main PRINCIPLES upon which HUMAN RESOURCE POLICIES in (Name of Organisation) are based acknowledge:

 

  1. That all employees should be treated with justice, under a code of fair play, which means having regard for equity.

  2. That no favoritism or antagonism should be shown towards individuals, and

  3. That there should be consistency in the treatment of all employees irrespective of age, sex, status, etc.

 

  1. That the needs of employees must be recognized particularly their desires for job satisfaction, for knowledge of what is going on within the organization, and for consultation before changes affecting them take place.

  2. That (Name of Organisation) business will function better democratically rather than autocratically; success is much more likely if the cooperation of employees is sought in achieving objectives than by trying to coerce them to these ends with the use of authority.

 

      ii                Main Policy Statements

 

Based on the principles enunciated above we give below the main Human Resource (HR) policies expressed initially in broad terms of the five main areas of HR Management activity. These are elaborated, where appropriate, in the form of a number of subsidiary headings and certain procedures, rules and regulation to ease the interpretation and application of these policies.

                       

       iii              Scope and Purpose of Staff Procedures.

 

Staff regulations and procedures embody the general conditions of service and the rights, duties and obligations of the staff of (Name of Organisation).  They present the broad principles of personnel policy for the staffing and administration of the company.

 

The company reserves the right to make amendments to the procedures manual.  Revisions affecting terms and conditions of employment will be made after appropriate consultation and will be notified to staff members by posting on company’s notice, and/or by individual letter, and subsequent inclusion in any revision; of the manual.

 

PART ONE

 

1.0       EMPLOYMENT   

1.1      Employment Policy

 

To obtain and retain suitably qualified and experienced personnel, and to enable them to derive maximum satisfaction from employment by offering them attractive wages, good conditions, security, and opportunities for promotion and self-realization subject to efficient performance and cost-effectiveness in the Company operations.

 

1.2       Types of Employment

 

i.          Permanent Employment:  This is the recruitment of prospective staff whose terms and conditions of service are long term and could span to the statutory retiring age. The conditions of service governing permanent employment are specific and documented.

  1. Temporary Employment: This refers to the type of engagement meant for specific jobs of defined nature normally not exceeding six (6) months.  

1.3       Manpower Planning

 

i.          The Management of recruitment and staff development programs will be based on forecasts of its future labor requirements, projected one and five years, and kept under constant review.  

                        ii.         Strict adherence to staffing budgets will be observed.

iii.        The Head of Administration will be authorized to control and supervise annual staff budgets.

 

ALL 14 PARTS AVAILABLE AT ILSMA. BUY (0244660982/0307001425)

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